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PwC publishes its BAME pay gap

Sep 18, 2017

PwC has become one of the first organisations to publicly report its black, asian and minority ethnic (BAME) pay and bonus gaps, as the firm continues its drive towards becoming a fully diverse and inclusive organisation.

PwC was one of the first organisations to voluntarily publish its gender pay gap analysis back in 2014 and also publish under the government’s new regulations in 2017. The firm has set gender and ethnicity targets for a number of years and reports these, along with its progress, in its annual report.

Kevin Ellis, chairman and senior partner at PwC, said:

“We’re hoping that by reporting our BAME pay and bonus gaps we can shine the spotlight on ethnicity in the workplace and encourage organisations to take action, just as gender pay gap reporting has done for highlighting the gender imbalance we have at the top levels of organisations. We need to start looking beyond the narrow lense of gender, otherwise true workplace diversity won’t be achieved.

“While progress has been made, many barriers still exist in today’s businesses which means people aren’t able to reach their full potential. The more we understand what these barriers are and why they exist, the quicker we’ll be able to work towards creating truly inclusive organisations.”

PwC has calculated its BAME pay and bonus gaps using the same methodology as the government requires for the gender pay gap, based on the data the firm has available from employees. The firm’s BAME pay gap is 12.8% and the BAME bonus gap is 35.4%.

PwC’s analysis shows that the pay gap is entirely driven by the fact that there are more non-BAME staff in senior higher-paid roles and more BAME staff in junior administrative roles.

Kevin Ellis, chairman and senior partner at PwC, said:

“The progress made on gender shows the importance of organisations openly discussing the barriers and challenges, and learning from each other on how we can all create truly inclusive organisations.

“While our analysis shows that we pay our BAME and non-BAME employees equally for doing equivalent jobs, it does reveal that we have an imbalance at the senior levels of our business.

“Our priority is to do all we can to retain our junior BAME talent and improve rates of progression to senior management levels. We’re aiming to achieve this through stronger accountability across our business to deliver our gender and ethnicity targets, monitoring our pipelines on a more regular basis and making sure that all of our people can benefit from the most stretching of client engagements. We are also talking to our BAME employees to understand their sense of working at PwC to see if there are any barriers we can address.”

Notes for editors.

  1. You can find out more about how PwC is advancing diversity in its annual report:

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