Our people

Empowering our people

Our people are our biggest strength. Learn more about how we’re upskilling and supporting the wellbeing of all of our people

Laura Hinton

Hear from Laura Hinton, our Chief People Officer, on how we're investing in our people and communities

Hear from Laura Hinton, our Chief People Officer, on how we're investing in our people and communities

At PwC, we're supporting everyone in realising their full potential by:

  • investing in the technology, tools and training needed for the future
  • nurturing an environment of inclusion where everyone can flourish
  • putting care and wellbeing at the centre of our culture

Investing in technology, tools and training for our people and communities

We’ve invested heavily in technology this year, with more than two-thirds of our people agreeing that ‘those I work with actively seek out new ways to use technology’. Our firmwide Tech For All digital learning programme has given our people knowledge of key technologies and, in line with our flexible working approach, is available on mobile, anytime, anywhere. We’ll continue to build on this investment in the coming year by upskilling our entire workforce and creating a place for our people to learn about working with different technologies and sharing this across our business.

Technology is helping us allocate work fairly and efficiently, and we’ve deployed an AI tool matching our people to the right client projects. We’ve also built technological capabilities into our new development programme for senior managers, ensuring they have the skills they need to become our future leaders.

Our investment goes beyond the people who currently work for us and this year we’ve been using immersive experiences and interactive videos to bring our culture to life for potential graduate and school leaver recruits. We’re also continuing to inspire young women to pursue a career in technology via our Tech She Can Charter.

Our diverse workforce makes us a better firm

Here you can interact with our Diversity Data Explorer to view our gender pay gap and performance against our targets. Find out more about our diversity pay data and our approach to pay.

Gender comparison

Male 0%
Female 0%
Target 0%

Total: employees

*% undisclosed

Whole firm gender pay gap

Including partners

40.9%

FY18 43.2%
Excluding partners

13.7%

2017

12.2%

2018

9.7%

2019

Our diversity and inclusion action plan

This is our fifth year publishing our gender pay gap, and our third voluntarily publishing our ethnicity pay gap. We do so in the hope that being transparent with our numbers will accelerate change and promote action. Alongside data, we have a clear action plan outlining the steps we're taking to drive real change within our business. At PwC, our focus is on the outcomes of the action we're taking, which is why we believe an action plan is so important.

1Creating an inclusive culture
2Senior level accountability
3Fair work allocation
4Recruitment activity
5Progression coaches

Diversity data explorer

Here you can interact with our diversity data explorer to view our ethnicity pay gap and performance against our targets.

Ethnicity comparison

Male 0%
Female 0%
Target 0%

Total: employees

*% undisclosed

Whole firm ethnicity pay gap

Including partners

34.7%

FY18 35.7%
Excluding partners

12.8%

2017

13.5%

2018

10.8%

2019
42% of our new joiners were women
and 27% were black
and minority ethnic (BAME)

Spotlight on ethnicity

This is our third year voluntarily publishing our ethnicity pay gap, and we believe taking a transparent and data driven approach is key to driving action and change. Building on this disclosure, we undertook a qualitative review in 2017 to understand the workplace experiences of our ethnic minority talent to understand what interventions we need to make to ensure our culture is inclusive.

This summer we followed up by holding a series of open and honest focus group discussions and surveys with over a hundred of our people (see video below) to understand what progress has been made, how our actions are making an impact and what else can be done. You can find out more about the work we’ve done this year to support ethnic minority inclusion, including progression coaches and our work with other organisations, here.

This year we hosted focus groups to discuss ethnicity in the workplace with our people

This year we hosted focus groups to discuss ethnicity in the workplace with our people

Be Well, Work Well

We’re committed to ensuring that care and our people’s wellbeing remains central to our culture. This year, we brought together all that we do to help our people prioritise their wellbeing as part of our new global approach called Be Well, Work Well. To ensure our people have access to support covering all aspects of wellbeing, including those still not often talked about in the workplace, we’ve introduced initiatives such as a menopause in the workplace guide, financial wellbeing support, and campaigns promoting work/life balance.

We’ve also continued to evolve our approach to supporting mental wellbeing in the workplace by expanding and relaunching our firmwide mental health advocates network and rolling out mental health awareness training. We’ve also continued our programme of Green Light to Talk activity, including regularly sharing our people's stories to encourage everyone to talk openly and help break the stigma.

Find out more about our Be Well, Work Well initiative in this short animation

Find out more about our Be Well, Work Well initiative in this short animation

Downloads

Financial statements

Download full details of our financial performance for the year ending 30 June 2019 in our financial statements

Transparency report

Download full details of how we are building trust through external audit in our 2019 Transparency Report

Our non-financial scorecard

Download full details of progress against our purpose-related metrics in our 2019 non-financial scorecard

Contact us

Annual Report enquiries

Corporate Affairs, PwC United Kingdom Email
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2019 assets

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