Inclusion at PwC

Working together and caring for others are core to our values and that's why our firm is home to fourteen inclusion networks. All our networks share the aim of providing a sense of community and belonging, and supporting inclusion in the workplace.

No matter your background, our networks are open to all of our people, and we encourage all communities to collaborate and connect with each other. 

• Our five faith networks - Christian network, Hindu network, Jewish network, Muslim network, Sikh network.

• Black Network - To celebrate unique aspects of Black Culture and positively impact PwC's inclusion journey by promoting the talents, skills, and views of our Black employees. 

• DAWN - Disability Awareness Network - DAWN is for everyone, whether you're affected personally, or support a colleague or relative.

• East & South-East Asian Network - Bringing together colleagues who are from East and South-East Asia, have family history or trace their ancestry to the region and also those who have an interest in the region and its culture.

• Gender Balance - Our Gender Balance network brings people together in conversation on gender and equality; to share experience, learn, and create valuable change

• Military Network - For those with past or present military service to use their experience and personal networks to benefit both our clients and the firm, or those who have an interest in supporting the community

• Shine - Our inclusive business network for LGBTQ+ people, allies and supporters. 

• Social Mobility Network - a community of Social Mobility Champions who take an active role to increase the impact that the firms’ social mobility approach can have for people within and outside of our firm.

• South Asian Network - Bringing together those who trace their ancestry to South Asian countries eg Bangladesh, India, Maldives, Pakistan, Sri Lanka etc), or anyone with an interest in learning more.

• SPACE - Supporting, Parents, Carers, & Everyone - Creating SPACE so that work sits comfortably alongside our other interests and responsibilities.

Achieving a culture of inclusion requires leaders who are both self-aware and open-minded. These inclusive leaders bring out the best in their people, enabling their organisations to succeed in today’s complex national and global environments. By proactively valuing difference, they help create a culture where everyone can thrive.

Our refreshed Strategy for Inclusive Growth sets out the steps we’re taking to promote inclusion and diversity across the firm and the areas we’re focusing on for the greatest impact. The Strategy is built on three pillars: leadership accountability, opportunity for all, and a workforce that’s representative of our clients and communities.

• Leadership accountability - Leaders play an outsized role in our inclusion agenda, and we hold them accountable for investing in our people and creating fair access to opportunities. We expect them to coach and develop a wide range of employees in their day-to-day interactions, speak up when they witness bad behaviour and actively champion our broader inclusion strategy.
• Opportunity for all - From recruitment, to work allocation, development and progression, to performance reward and recognition, we design and enforce processes that are fair and objective to reduce systemic barriers and drive equitable outcomes within our firm. This enables everyone to grow here and go further in their personal career journey.
• Representative workforce - We work to recruit and retain a workforce that mirrors the rich diversity of the clients and markets that we serve across gender, ethnicity, ability, socioeconomic background, and sexual orientation, always seeking cognitive diversity. We invest in leadership pipelines that reflect this diversity, ensuring representation at every level of decision-making, with a particular focus on the gender and ethnic makeup of our partnership.

Empowered Flexibility allows you to decide how you work without the need to change contractual terms. It reflects how we are working in the new world of work and recognises that we all have a unique set of skills, circumstances, and priorities. It’s built on two-way flexibility and the trust that each of us will work in a way that suits us as individuals, but that also meets the needs of our teams, the wider firm and our clients. 

Our Inclusive Mindset Badge is open to all of our people - a comprehensive, self-paced learning pathway designed to equip our people with the knowledge and skills vital to supporting the development of an inclusive mindset. The learning programme creates a foundation for the behaviours and leadership skills critical to harnessing the power of diversity, and working and leading successfully across differences.

We’ve rolled out interactive neurodiversity training to all of our people. The programme ‘Great Minds (don’t think alike)’ includes bite-sized resources, as well as stories and experiences from our people. It’s been designed to help build understanding of neurodiversity, and what it means to be neurodivergent, ensuring that our people feel they’re understood and valued for who they are.

We’ve also introduced virtual reality racial awareness training “In My Shoes”. It leverages the power of virtual reality and 3D desktop technology to help participants better understand and appreciate differences through an immersive experience.

These inclusion learning programmes are complemented by additional modules for example on unconscious bias, inclusive meetings and psychological safety.