About PwC

We're one of the world's leading professional services organisations.

 

 

Our purpose is to build trust in society and solve important problems.

In an increasingly complex world, we help intricate systems function, adapt and evolve so they can benefit communities and society – whether they are capital markets, tax systems or the economic systems within which business and society exist. We help our clients to make informed decisions and operate effectively within them.

Find out about how we contribute to the global debate on prominent business issues.

See our Global Annual Review for examples of how we live our purpose.

Read PwC's Human Rights Statement.

Our values define who we are, what we stand for, and how we behave.

While we come from different backgrounds and cultures, our values are what we have in common. They guide how we work with our clients and each other, inform the type of work we do, and hold us accountable to do our best. They govern our actions and determine our success.

Our values help us work towards our Purpose of building trust in society and solving important problems.

The trust that our clients, communities and our people place in PwC, and our high standards of ethical behaviour, are fundamental to everything we do. Our values underpin our Code of Conduct which is our frame of reference for the decisions we make every day. It's how we do business.

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Our values and behaviours | PwC in the UK

Our values define who we are, what we stand for, and how we behave. Find out what these values mean in practice to some of our people.

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Who we are

From 157 countries, we advise some of the most successful organisations, entrepreneurs and private businesses. 

The development of our people is key and though we're all driven by different aspirations, we share the same commitment to quality. The work we do is carried out to standards beyond best practice in an exciting environment where success thrives.

The expert guidance, strategy and advice we offer our clients is all down to the people who work here.

Working together
By joining PwC, it's likely you'll join us with a number of other people. So, not only do you build very strong networks and make lasting friendships, but you're one part of a wider group going through the same experiences. Teamwork is very important in every piece of work we do, because we draw on everyone's knowledge and skills to ensure that all the work we deliver is of the highest quality. This means you'll work with some truly inspiring people, learn from them and, in turn, share your own insights - all contributing to the growth and success of your career and the organisation as a whole.
Working hard
Our people are ambitious and want to develop their careers and move forward. This means that we're always looking for new challenges, want to be the leader in our chosen markets, and are ready to put in the extra effort to succeed. We always approach work professionally and deliver the highest possible quality of service to our clients.
Working flexibly
Any client-driven organisation demands flexibility from its people. Sometimes you could be doing a lot of travelling to visit clients or spending longer than anticipated on a project to get things done. We offer a work-life balance toolkit from which you can choose support if you need it. The support on offer includes such things as career breaks, emergency childcare and survival workshops. We understand that achieving a healthy balance between building a successful career and enjoying life away from work is a high priority for all our people.

We've created an environment where all our people, whatever their commitments outside of work, can flourish. From flexible hours and career breaks to job sharing and homeworking, we're committed to providing a truly healthy work life balance.

We know through our regular in-house surveys that achieving a satisfactory balance between building a successful career and enjoying life away from work is a high priority for our people. But achieving a sense of balance is a very personal thing; it's about choice and flexibility. To facilitate this choice and maximise flexibility we offer 'PwC Lifestyle' - a web-based source of self-help ideas, information and tools to help employees make lifestyle decisions, cope with different life events and generally make the best use of their time both at work and outside. 'Lifestyle' covers such areas as:

  • Caring and parenting
  • Work-life integration
  • Your health and fitness (including playing sports)
  • Your finances
  • Managing time and stress.
Working to the value of our people
We go out of our way to give them the respect and recognition they deserve - which means offering stimulating work, investing in continuous professional development, ongoing coaching and constructive feedback, and by maintaining fair, transparent promotion processes.
Supporting our local communities
Through our 'PwC in the Community' programme we have strategic relationships with many organisations, charities and schools within the communities where we operate. We encourage and support our people to participate in the programme and give their talents, expertise and time to help improve chances for long term employability, education achievement and the environment. For further information about the range of activities we support, visit our PwC in the Community website.
Dress for your day
At PwC our culture drives our success and gives us a sustainable advantage, and we want to create an environment where our employees feel empowered to work in a way that works best for them and help them become the best that they can be. To support our flexible work environment we’ve evolved our dress code policy to “dress for the day”. This policy reflects the trust we have in our employees to decide what they think is appropriate given their daily responsibilities.
Everyday flexibility
In an ever-changing and agile world, we understand the importance of empowering you to be able to work in a way that works for our clients, teams and you personally. We want to embed culture and values that support different ways of working to make sure we’re staying relevant in the workforce of tomorrow - which is why we’ve introduced Everyday Flexibility.

Everyday Flexibility is in addition to our formal flexible working policy, and shows our support for informal, day-to-day flexible working. It’s about working smarter and being agile to deliver exceptional client service whilst balancing work and life. Our technology enables us to work in different ways, and by using them to their fullest we see the benefits.

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At PwC I can

Watch this short video to hear from our people about why working at PwC can help bring out the best in you, personally as well as professionally.

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Corporate Sustainability

At PwC we’re an employer that takes environmental and social responsibility seriously, contributing to making our world a better place. These are just some of the ways we're being greener and more responsible, collaborating for a better future as we deliver on our purpose: “To build trust in society and solve important problems”. You can find out more about our wider corporate sustainability agenda, and watch video cases on our Corporate Sustainability website.

If you're looking for an employer that takes environmental and social responsibility seriously, contributing to making our world a better place.

These are just some of the ways we're being greener and more responsible, collaborating for a better future. You can find out more about our wider corporate sustainability agenda, and watch video cases on our Corporate Sustainability website.

 

If you're looking for an employer that takes environmental and social responsibility seriously, contributing to making our world a better place.

These are just some of the ways we're being greener and more responsible, collaborating for a better future. You can find out more about our wider corporate sustainability agenda, and watch video cases on our Corporate Sustainability website.

 

Refresh, restart, reuse

Generating revenue from our old laptops and phones.

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Our sustainability strategy is central to delivering our purpose, and is based on two key principles: “doing the right thing” and “being a catalyst for change”.

We provide a range of ways for you to get involved and be part of it. Some of you might work on projects relating to sustainability, and everyone can attend our sustainability events and training. Or you could help create social change for disadvantaged people in the communities near our offices through our extensive social and environmental volunteering programmes. We know that many of our people want to give something back to society, so we offer up to six days per year - for any of our staff or partners to volunteer during working hours.

We're involved in some really exciting projects, which are pioneering change towards a more sustainable future.

Over the past ten years, we've worked with architects, engineers and construction companies to design many of our own buildings, either as new builds or retrofits. We’ve achieved a string of 'firsts' from BREEAM, the world's foremost environmental assessment method and rating system for buildings:

  1. 7 More London: First new-build office to achieve BREEAM offices ‘Outstanding’ rating

  2. 1 Embankment Place: First retrofit office to achieve BREEAM offices ‘Outstanding’ rating

  3. Central Square, Leeds: First multi-tenanted office to achieve BREEAM offices ‘Outstanding' rating

In each case, we've aspired to the highest sustainability credentials we can, using the BREEAM standard, as guidance for our design decisions. We take every aspect of building design that could influence our carbon emissions into account, including the structure, internal layout,
technology and operational practice.Our London Embankment Place  office for instance now emits 40% less carbon than one typical of its size; while producing 20% of heat and 60% of its energy needs on-site. Pioneering better types of business: We’ve created a network of Centres for Social Impact (CSIs), the first being launched in 2011 at the Fire Station and five others recently being opened in Scotland, Midlands and North. We’ve also extended our Social Entrepreneurs Club and nearly 300 members are now benefiting from support from the firm by way of learning how to quantify the impact of their work, having a mentor or coach and access to business related master classes.

We're going circular, and adopting the principles of the circular economy to keep materials in circulation for as long as possible.

A first step was to reduce waste and eliminate all landfill, something we did back in 2012. Since then we’ve incorporated reduction, reuse and recycling principles to all of our procurement and waste management decisions, applying the principles of the circular economy, as far as reasonably practical.  We no longer just focus on our used paper and recycled glass, metal and plastics. We are also composting our food waste, refurbishing and reselling our used laptops and mobile phones. We have substituted our disposable coffee cups with compostable ones, so we can recycle those too and we donate our unwanted office furniture to worthy causes. We have even introduced a take back programme for our uniforms, worn by suppliers based in our offices to divert these textiles away from landfill. Why do we do it? Mostly this is about doing the right thing, and reducing the environmental impact of our business but it is also because we like to pioneer new more sustainable ways of working to show that they are possible and to share our lessons with others, helping to accelerate change at a market level.

We value the sustained commitment time and energy that many of our people give to the community in their own time. So we also have schemes in place for them including:

Matched giving: We also run a Matched Giving Programme which matches the first £250 per PwC person each year which is actively raised for voluntary organisations and registered charities. Helping boost employability: From student mentoring to running workshops on employability, CV and interview skills, we support secondary schools across the country to help young people boost their employability.

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At PwC you can dress for your day

At PwC our culture drives our success and gives us a sustainable advantage, and we want to create an environment where our people feel empowered to work in a way that allows them to be the best they can be.

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Diversity and inclusion

As a progressive employer it’s essential for us to have diverse and engaged people, which is why our people agenda is at the heart of our business strategy. We believe that investing in the development of a broad range of skills, experiences and backgrounds not only gives us a competitive edge, but it also puts us in the best position of meeting the needs of our business and our clients. This year we’ve continued to recruit a diverse range of talented people into our business, with a particular focus on encouraging more people from ethnic minority backgrounds, people from different social backgrounds and women into our business.

 

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Open Mind

Diversity is critical to PwC’s business and sustaining its leading market position depends on unlocking the innovation and potential of all employees. By focusing on valuing difference and inclusive leadership, it will help us to build a strong, diverse talent pipeline.

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Inclusion and bias awareness training

Open Mind is our diversity and bias awareness training. It was first launched some years ago and is mandatory for all our partners and staff to take on a biennial basis. The training is designed to make our people think about the impact of unconscious bias on their relationships, and consider situations where they can take action to be more open-minded to difference. The intention is to demonstrate that we all have a responsibility to actively challenge the assumptions we may have about others, how we can all display bias and be on the receiving end of it.

This is especially important for our interviewers and assessors – we make sure all involved in the recruitment processes have completed the training and deliver regular refreshers to ensure our processes are fair and unbiased. The Taking action to be more open minded Open Mind campaign has recently launched with a new film which focuses on having a curious, open minded and meaningful conversation - techniques that are critical to being inclusive and appreciative of difference.

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Internal people networks

Networking contributes to personal and professional fulfilment, and success in the work place. We have 13 internal people networks that are open for any member of staff to join. They’re there to provide our people with a sense of community, inspiring and supporting each other. Many of our networks hold events and activities, for example this summer our Disability Network held an event with Ruby Wax to discuss mental wellbeing. As a result of the event, PwC has signed up to the ‘Time to Change’ campaign. Read more. We also supported the Invictus games through our Disability network and hosted a Disability in the city event which supported disabled students aspiring to work in the city.

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Importance of diversity in the workplace

How do we drive the importance of diversity in the workplace?

We have a Diversity Council which sets our diversity strategy and is made up of senior partners and directors from across our business. Social mobility is very important to us and to help us recruit diversely, we monitor and review the social mobility of people who apply to us. This tells us if we’re attracting people from different backgrounds and means we can adapt our recruiting strategies as needed. We have an inclusive recruitment policy which means we welcome applications from all.

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We have a number of programmes too.

Breakthrough - a women’s leadership programme to support our high potential female senior managers and directors to progress to partner. One participant said that as a result of attending this programme she has “more confidence in wider business discussions with clients”. Sponsorship and mentoring schemes for high potential women and ethnic minorities. Each high potential candidate on the programme will have a partner sponsor who becomes accountable for steering their development and progression. Maternity transition coaching to help women as they transition back into the workplace from maternity or adoption leave.

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Flexible working arrangements

It’s important to us to provide a culture where people have some control over how, where and when they work.

We believe it can have a positive impact on people’s resilience, engagement and performance in the work they do. Flexibility is not a one size fits all concept. We encourage our people to define it for themselves by creating an environment that aims to accommodate our people’s priorities inside, and outside of work. Enhancing informal flexibility is not necessarily about working less - it's about working differently. Our flexible working policy is open to all our people, and all grades. We support requests to vary working hours, or working days. After a three month trial period we will then formalise flexible working into employment contracts. Applications are agreed if the arrangements requested are compatible with the needs of the business. Once agreed the flexible working arrangement is then reviewed regularly to make sure it continues to meet both your needs and those of the business.

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Types of flexible working

If you want to discuss flexible working as part of your application to PwC, please speak to your recruitment contact.

  • Reduced days: working a reduced number of days per week
  • Reduced hours: working a reduced number of hours per day
  • Flexible working day: e.g. starting earlier
  • Annual days: working a set number of days per year
  • Job sharing: splitting a full-time role with another person
  • Home based working: changing your normal place of work to your home for some or all of the time
  • Shared parental leave: From April 2015 PwC will offer enhanced shared parental leave and pay arrangements to qualifying employees. Shared parental leave will provide an opportunity to both parents to share the caring responsibilities for their child. Subject to a new mother taking two weeks’ compulsory recovery time following a birth, the remaining 50 weeks of leave, and 37 weeks of statutory pay, may be split between the mother and her partner

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External diversity networks we work with

To drive progress, we work with a number of organisations to help influence change, inform our business strategy, and recruit from the wide variety of backgrounds.

  • Business in the Community’s Race for Opportunity campaign – we work with Race for Opportunity to improve opportunities for our ethnic minorities

  • Stonewall – we partner with Stonewall, the Gay, lesbian and bisexual rights charity to encourage a more inclusive workplace so our people feel they can be themselves

  • Women on Boards – a social enterprise seeking to support more women by enhancing their leadership skills, through gaining experience on the management boards of charities, voluntary or public sector organisations

  • Social mobility - One of our senior partners, Paul Cleal, sits on the Government’s working group on social mobility and child poverty and is instrumental in affecting change within our organisation

  • Additionally, we partner with a number of organisations to support inclusion. These include:

  • Business Disability Forum

  • Working Families

  • Employers for Carers

  • Timewise

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Social mobility: watch Laura Hinton's story

Social mobility is about giving everybody the opportunity to fulfil their potential, whatever their background. Chief People Officer, Laura Hinton, talks about what social mobility means to her and to PwC. Find out more at: https://www.pwc.co.uk/socialmobility

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World Mental Health Day: Our People

Everyone looks after their mental health differently. This World Mental Health Day, focusing on young people, we asked some of our people from across our business what works for them. For further information: https://www.pwc.co.uk/who-we-are/green-light-to-talk.html

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