PwC publishes sexual orientation pay gap data for the first time as part of its FY22 Annual Report

27 Sep 2022

  • PwC on track to meet targets for ethnicity and gender representation by grade by 2025 - senior level representation is driving a narrowing of pay gaps
  • 90% of people have shared information about their sexual orientation, 4% disclosing they identify as lesbian, gay or bisexual
  • Disclosure rates are relatively low for socio-economic background,  (82% disclose their socio-economic background, of whom 16% come from a lower SEB. 90% disclose their disability of which 4% identify as disabled, neurodiverse or living with a long term condition)
  • With inclusion at the heart of the people strategy, the firm has an internal engagement programme in place to make employees aware how their shared data will be used and stored, in an effort to encourage disclosure

As part of its FY22 Annual Report, PwC UK has published its sexual orientation pay gap data for the first time. The move follows the firm publishing socio-economic background and disability pay gaps last year. 

Publishing the sexual orientation pay gap provides a base line against which to measure progress, specifically in ensuring higher representation of lesbian, gay and bisexual people in the firm’s more senior grades. The firm is focused on improving disclosure rates and has an internal engagement programme in place to encourage employees to share their data.

It is PwC’s eighth year publishing its gender pay gap, and sixth year voluntarily publishing its ethnicity pay gaps. The firm is on track to reach its gender and ethnicity pay gap target by 2025, as increased senior level representation drives a narrowing of the differentials.  

The firm has also published its socio-economic pay gap for the second year in a row. The pay gap analysis is based on parental occupation information shared by 82% of its people, of whom 16% come from a lower socio-economic background.

A high level summary of the FY21 pay gaps are below, and more detail can be found on the Diversity Data page of PwC’s Annual Report.

Pay gap



Median gender pay gap including Partners



Median ethnicity pay gap including partners 



Median Black pay gap including Partners 



Median socio-economic background pay gap including Partners



Median disability pay gap including Partners 



Median sexual orientation pay gap including Partners 20.4% N/A

Ian Elliott, Chief People Officer at PwC, said;

“Diversity and inclusion is core to our business and purpose, so it’s only right that we expand on the data we collect and publish. Data driven insights allow us to be bold and intentional in taking action on the issues that matter most and have the biggest impact for our people, support our communities and benefit our clients.

“By supporting people to bring their whole selves to work, we know we can create a more inclusive environment. We ask all our people to put their trust in us through sharing their personal data, giving us the information we need to enact change. 

“We know that as long as there is under-representation of minority groups at senior levels, pay gaps will continue to exist, so improving representation at senior levels is key. We remain focused on our action plan so that we can attract and progress all talent, and hope that the publication of our sexual orientation pay gap helps demonstrate our committment.”


Notes to editors

More information on PwC UK’s diversity data and pay gap reporting can be found in its FY22 Annual Report, found here:

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Nicola Thorogood

Manager, media relations, PwC United Kingdom

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