Amid increasing uncertainty and cost pressure, DEI remains a critical enabler for business success. Organisations that invest in DEI attract top talent, foster greater innovation, and have improved financial performance. However, good intentions and considerable investment in DEI do not always result in impact or change; organisations can easily miss the mark with ‘off the shelf’ initiatives and sheep dipping training programmes. Leading organisations approach DEI as they do any other strategic business goal; by setting clear ambitions, developing a roadmap, allocating resources, measuring progress and holding people to account. Failing to act meaningfully in this arena is now a business risk, with implications as far reaching as reputational damage and regulatory scrutiny.
PwC has been a pioneer in building a diverse workforce and a culture driven by flexibility, inclusion and purpose. While we still have work to do, we’re proud of the progress we’re continuing to make. In addition to our experience advising our clients on DEI, we bring decades of experience implementing innovative interventions within our own organisation, driven by our own research and partnerships with academic institutions. This authenticity, humility and expertise make us even more impactful partners for our clients who come to us for help to build more diverse, fairer and inclusive cultures where performance is high, difference is valued and every voice is heard.
At PwC we are passionate about delivering meaningful change. We super charge our DEI expertise with deep industry knowledge and strong consulting capabilities in areas such as behavioural science, people transformation, and data and technology. We always take a structured, practical approach and deliver tailored solutions for each of our clients - all of whom are unique. We meet you wherever you are, guiding and supporting you to where you want to be. Whether you are just beginning your DEI journey, or looking to deepen your existing impact, our team of experts work closely with you to understand your current state, develop a vision for the future, implement changes, and assess and respond to evolving DEI risks.
Our DEI experts sit alongside our broader workforce consulting team, allowing us to bring our clients comprehensive human capital, data analytics and technology expertise to effectively design and embed DEI across your organisation. From improving your DEI governance, to debiasing your performance process, we’ll help you reset the course in an increasingly complex legal, cultural and stakeholder environment.
Common challenges and how we can help:
External disruption is causing uncertainty for organisations and their operations, including how they approach DEI. The environment in which organisations operate is increasingly complex, with new and emerging regulations; technological advances; evolving political, legal and social landscapes; as well as large scale shifts in workforce demographics, all of which impact business in multifaceted and intersecting ways. To be effective, DEI cannot be considered in isolation. Our DEI practice brings together experts Sustainability and ESG, employment law, regulation and reporting frameworks and more. This ensures our recommendations take into consideration the full range of risks and opportunities relevant to your organisation, future proofing you against emerging DEI forces and ensuring success in an uncertain future.
Want to learn more about the changing DEI landscape?
Our team combines DEI expertise with other human capital, technology, business management and industry expertise to help our clients build higher performing and more inclusive workplaces. We approach each project with the spirit of co-design, bringing empathy, integrity, and a commitment to delivering results.
Let’s have a chat. Contact us today to schedule a conversation and learn how we can help you to create a more diverse, equitable and inclusive workplace.
As we mark the eighth year of UK gender pay gap reporting, pay gaps remain a critical measure of progress toward fair pay and representation. This year’s analysis reveals the most significant improvement seen to date in organisation’s reported pay gaps, both market-wide and sector-specific.
The UK has slipped from 17th to 18th place, down from 10th in 2020 - the steepest post-pandemic decline amongst OECD countries - with Iceland, New Zealand and Luxembourg the best performing.
Many organisations still struggle to foster inclusion - which research shows leads to more discretionary effort, increased collaboration, and reduced attrition. This brief guide offers practical advice on how to think about and effectively measure inclusion, empowering leaders to build a future-ready workforce.
Overview of the draft Equality (Race and Disability) Bill outlined in the King’s Speech in July 2024
PwC has created this guide with the Investment Association (IA) to provide updated and deeper insights on employee diversity data, supporting the increasing focus for organisations on the DEI agenda.
Discover four actions employers can take to respond to our #InclusionMatters insights and drive progress on gender equity in the workplace.
AI offers opportunities to accelerate women’s inclusion in the workplace – but it won't happen on its own.
If progress towards gender equality at work continues at its historical rate, an 18-year old woman starting work today will not see pay equality in her working lifetime.
DEI Employment and Equality Law Director, PwC United Kingdom
Tel: +44 (0)7718 339386
