PwC UK named a Top 50 Employer for Gender Equality

PwC UK has today been named in The Times Top 50 Employers for Gender Equality 2026 list for the 16th year running. The list, which is published in partnership with Business in the Community (BITC), recognises PwC UK as one of the organisations leading the way in advancing gender equality in the workplace. 

PwC has long been committed to transparency in its progress, publishing its gender pay gap for over a decade alongside broader pay gap reporting across ethnicity, disability, socio-economic background and sexual orientation. In PwC UK’s latest reporting year (FY25), the median gender pay gap for staff and partners was 4.7%, down from 7.0% in FY24. 

This progress is supported by a refreshed inclusive growth strategy, launched last year, which emphasises leadership accountability and fair work allocation as priority areas for the firm to accelerate progress against its diversity and inclusion aspirations. Further, PwC announced a new goal of 34% female partners by 2030 and has implemented a series of targeted actions across recruitment, progression and culture to achieve this.   

Alongside this, the firm continues to enhance and strengthen its policies and support across key life stages, including parental leave, fertility support, menopause support and flexible working arrangements. These are supported by employee-led initiatives, such as the firmwide Gender Balance Network which creates an inclusive space for mentoring, development and community building, as well as other sector-based networks, such as Women in Tech and Women in Defence.  

Sarah Minor-Massy, Head of Culture, Inclusion and Engagement at PwC UK, said: 

“Being recognised in The Times Top 50 Employers for Gender Equality for the eleventh year running reflects our continued commitment to building a more gender balanced workplace. We’re proud to have been a pioneer in gender pay gap reporting - long before it was a legal requirement - as part of our commitment to transparency and holding ourselves accountable for change.  

Creating an inclusive environment with diverse talent at all levels is a strategic priority for us. We continue to take a data-led and evidence-based approach to identifying and removing barriers, with a particular focus on increasing the representation of women and ethnic minorities in our partnership.  

“While we’ve made progress, we recognise there is more to do, particularly at the senior levels of our organisation, and we remain committed to increasing representation, strengthening progression and creating more equitable outcomes across our workforce.”