Our goal is to build the iconic professional services firm by delivering distinctive client service through the quality of our people. Inspiring and providing an environment in which all our people can give their best is fundamental to this aim. But we can only achieve it if we create a great place to work and have a culture that's genuinely inclusive and respectful, as well as promoting wellbeing both at work and beyond.
That's why one of our core corporate sustainability objectives is to be a responsible employer; one which develops a diverse pool of talented people creating a high performance culture, and provides the support our people need to create a career which they value and that motivates them.
The ability to build and maintain strong relationships is a central part of our brand proposition. We have a long standing commitment to nurture talent from all backgrounds and foster a culture that brings out the best in people. We focus on:
To help us keep on track, we publish both our long and short term workplace and diversity targets, and our gender pay gap and have included all of our metrics in our external assurance - see our operational scorecard for details on our performance.
We’ve also signed HM Treasury’s Women in Finance Charter to improve gender diversity in senior positions in the finance industry. By signing the charter, we are pledging to support and encourage more women to apply for senior roles in our firm. Kevin Ellis, chairman and senior partner explains why this is an important step: “We are proud to have signed the charter and support the focus and accountability it will bring to help change the gender balance in financial organisations.
A number of megatrends are driving continual evolution within the labour market. For example, global mobility has increased enormously in the past 20 years, while off-shore outsourcing has become a common business model.
These changes leave non-diverse employers at risk of alienating potential recruits and clients, while becoming a respectful, inclusive and diverse employer offers many rewards. It makes us distinctive in the marketplace. It makes us attractive to the best people from the widest talent pools and it helps talented people become and remain engaged employees and partners. Also, diverse teams tackle problems from broad perspectives, leaving us well-placed to innovate and to spot new opportunities.
We need all our people to be authentic and inclusive leaders who inspire others and can lead clients, teams and others through change. That’s why we’ve embedded these qualities into the PwC Professional.
The PwC Professional is a global leadership framework which summarises the skills and capabilities that all our people need to develop. It focuses on five attributes (whole leadership, technical capabilities, business acumen, global acumen and relationships).
To support our business strategy and ensure this is embedded in everything we do, we use this framework to recruit, develop and assess our people.
We want to make sure our people continue to feel valued, too. So we survey everyone once a year, asking them how they feel about a number of aspects about working at PwC. This feedback helps us make sure we're giving our people the tools, support and environment they need to thrive.
Given the importance we place on our people, it should come as no surprise that we seek to meet the standards of the International Labour Organisation (ILO) and the Universal Declaration of Human Rights (UDHR). Nor that we're global signatories to the United Nations Global Compact (UNGC) and that we've committed to the compact's ten principles. Our responsible procurement human rights, and our health & safety policies document our commitments to our people in this area.
Meanwhile, our Code of Conduct also captures the essence of our approach to human rights and to building a culture of respect and inclusion - by clearly setting out the way we want our people to do business.
We also challenge ourselves and test how well we're doing through benchmarking and awards. External bodies recognise the progress we've made in this area. That's why we’ve been: