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Diversity Pay Report

Our commitment

For more than two decades we have pursued our commitment to create a working environment that embraces inclusion and diversity as an essential part of our Purpose, Culture and our Values. But building a culture of belonging requires more than just a single intervention; it takes dedicated leadership, clarity of aspirations and everyday intentional actions to make meaningful progress.

We have learned new things at every stage of our journey, including what doesn’t work, and this has guided our actions and empowered us to be bolder in our approach of making inclusion and diversity a matter for everyone, not just a few.

Our approach to inclusion and diversity is the same as for any other business priority. We analyse the data, spot any issues, identify an approach to remediate - applying our values all the way - and then we test and measure the rate of change, all the time holding ourselves to account. The transparency and accountability that our diversity metrics bring - including our pay gap data - is crucial in driving equity and fairness across our firm.

We first voluntarily published our gender pay gap in 2014, prior to the regulations being introduced in 2015. Since then we have held ourselves accountable to disclose more than we are required to, including our partners in our data (currently excluded under the reporting requirements) and publishing our ethnicity pay and bonus gaps. This year we are going further and breaking down our ethnicity pay and bonus gaps to show our Black, Asian and Mixed Ethnicity pay gaps.

Diversity Pay Report

The figures above all relate to PwC UK as a whole. The gender pay gap is a measure of the percentage difference in the average hourly pay of men and women working for PwC. The ethnicity pay gap is a measure of the percentage difference in the average hourly pay of white and ethnic minority employees working for PwC. All data is regardless of role in the organisation, length of service and any other differentiating factors.

The pay gaps including partners reflect actual partner income for FY20 together with a snapshot of actual employee cash for FY20 (30 June pay plus bonus payments for the FY20 financial year).

Headlines for 2020

While our strategy is inclusive of all diverse groups of people, of all ages, the source data within this report only represents gender and ethnicity - which is dependent on individual voluntary reporting - and is robust, allowing reliable and valid statistical analysis. While disclosure rates for LGBTQ+ and disability data among our people are in excess of 70%, populations of less than 10% do not allow for meaningful analysis.

We are pleased to report that we have seen a reduction in nearly all our pay gaps compared to 2019. Once again this reflects our commitment to delivering against our five point action plan which was determined by our deep data analysis. The majority of our gaps continue to be driven by the under-representation of ethnic minorities and females in senior roles within our business. For the first time in five years we saw a small increase of 0.8% in our regulatory gender pay gap; while very disappointing it does serve to emphasise the need to focus on all drivers of our pay gaps as we continue to prioritise building a strong pipeline of female talent for partnership. We are particularly pleased to see a reduction across the board in all our ethnicity gaps as a result of our detailed focus on racial equality since 2017. This has proved a strong foundation for further activity to promote anti-racism this year further to the tragic killing of George Floyd. 

It is important to note that these gaps are different from equal pay and at PwC we are committed to ensuring our people are paid equally for doing equivalent jobs across our business. We take action to address any gaps and to make sure all our policies and practices are fair. You can find out more about our approach to pay here.

Our gender pay gap data in detail

Entity

Date

Gender pay gap (median)

Gender pay gap (mean)

Gender bonus gap (median)

Gender bonus gap (mean)

Males receiving bonus

Females receiving bonus

PwC UK

At 5 April 2020

7.8%

11.0%

14.6%

26.3%

96.4%

97.4%

PwC UK

At 5 April 2019

7.0%

9.7%

28.2%

30.6%

91.9%

92.3%

PwC UK

At 5 April 2018

11.3%

12.2%

37.3%

37.8%

67.7%

70.3%

PwC UK

At 5 April 2017

14.2%

13.7%

39.5%

37.5%

72.6%

74.3%

PwC Services Ltd

At 5 April 2020

7.9%

10.4%

13.9%

25.7%

96.2%

97.2%

PwC LLP

At 5 April 2020

31.3%

30.9%

51.0%

47.4%

100%

99.8%

Staff & partners combined

2020

11.6%

37.5%

       

* The pay gap including partners reflects actual partner income for FY20 together with a snapshot of actual employee total cash for FY20 (30 June pay plus bonus payments for the FY20 financial year).

* Quartiles are calculated by ranking the pay for each employee from lowest to highest. This list is then divided into four equal sized groups of men and women. The above shows the percentage of men and women in each of these groups.

 

Date

Lower quartile

Lower middle quartile

Upper middle quartile

Top quartile

Population

 

Male

Female

Male

Female

Male

Female

Male

Female

PwC UK (includes all staff)

At 5 April 2020

51.0%

49.0%

48.9%

51.1%

51.5%

48.5%

59.5%

40.5%

PwC Services Ltd

At 5 April 2020

51.9%

48.1%

51.0%

49.0%

51.5%

48.5%

60.4%

39.6%

PwC LLP

At 5 April 2020

11.6%

88.4%

40.9%

59.1%

48.5%

51.5%

59.5%

40.5%

Staff and partners combined

2020

51.4%

48.6%

46.5%

53.5%

52.1%

47.9%

64.9%

35.1%

Our ethnicity pay gap data in detail

Entity

Date

Ethnicity pay gap (median)

Ethnicity pay gap (mean)

Ethnicity bonus gap (median)

Ethnicity bonus gap (mean)

Ethnic minorities receiving bonus

White staff receiving bonus

PwC UK

At 5 April 2020

1.1%

9.2%

36.3%

36.9%

96.5%

97.6%

PwC UK

At 5 April 2019

4.7%

10.8%

47.2%

39.4%

91.4%

94.7%

PwC UK

At 5 April 2018

10.1%

13.5%

31.3%

33.8%

59.6%

72.0%

PwC Services Ltd

At 5 April 2020

-3.6%

5.4%

28.0%

31.8%

96.4%

97.3%

PwC LLP

At 5 April 2020

15.4%

11.7%

37.3%

30.1%

100%

99.8%

Staff & partners combined

2020

3.5%

31.6%

       

* The pay gap including partners reflects actual partner income for FY20 together with a snapshot of actual employee total cash for FY20 (30 June pay plus bonus payments for the FY20 financial year).

* Quartiles are calculated by ranking the pay for each employee from lowest to highest. This list is then divided into four equal sized groups of ethnic minority employees and white employees. The above shows the percentage of ethnic minority and white employees in each of these groups. 

 

Date

Lower quartile

Lower middle quartile

Upper middle quartile

Top quartile

Population

 

White

Ethnic minority

White

Ethnic minority

White

Ethnic minority

White

Ethnic minority

PwC UK (includes all staff)

At 5 April 2020

78.0%

22.0%

65.3%

34.7%

66.6%

33.4%

79.2%

20.8%

PwC Services Ltd

At 5 April 2020

78.6%

21.4%

65.3%

34.7%

63.9%

36.1%

75.7%

24.3%

PwC LLP

At 5 April 2020

88.0%

12.0%

88.2%

11.8%

91.8%

8.2%

91.9%

8.1%

Staff and partners combined

2020

76.2%

23.8%

66.6%

33.4%

66.3%

33.7%

82.0%

18.0%

Breakdown of pay gap by ethnic minority - staff only

Ethnic group Mean pay gap 2020 Mean pay gap 2019 Median pay gap 2020 Median pay gap 2019 Mean bonus gap 2020 Mean bonus gap 2019 Median bonus gap 2020 Median bonus gap 2019
Asian 9.1% 10.8% 0.2% 3.9% 36.8% 39.9% 37.5% 47.4%
Black 14.9% 17.8% 6.7% 11.0% 53.5% 55.3% 45.1% 51.7%
Mixed Ethnic Background 7.7% 11.2% 0.4% 7.2% 21.1% 31.0% 11.9% 33.6%
Total ethnicity pay gap 9.2% 10.8% 1.1% 4.7% 36.9% 39.4% 36.3% 47.2%

Breakdown of pay gap by ethnic minority - staff and partners combined (whole firm)

Ethnic group 

FY20 median pay gap

FY20 mean pay gap

Total ethnicity pay gap

3.5%

31.6%

Asian

2.7%

33.3%

Black 

8.3%

40.9%

Mixed Ethnic Background

2.2%

26.1%

The above charts show our group gender and ethnicity pay information inclusive of partners.

A mean gap is a calculation of the average hourly pay or bonus of a person in one group in our organisation versus the average hourly pay of a person in a comparator group, including all relevant additional payments and regardless of the role held within our organisation.

A median gap is a calculation of the exact midpoint between the lowest and highest-paid person in one group in the organisation versus the equivalent person in the comparator group.

Quartiles are calculated by ranking the pay for each employee from lowest to highest. This list is then divided into four equal sized groups of one group and the comparator group. To the right it shows the percentage of people in each of these groups.

By law, we are only required to calculate and disclose our gender pay figures. In addition to this, we are continually assessing pay from a range of other perspectives, including in relation to our ethnic minority employees.

PwC has two employing entities: PwC Services Ltd and PwC LLP. Employment between these two entities is largely driven as a result of historical mergers and acquisitions. We are legally required to report on both entities, however data shown under PwC UK shows pay information for our combined population and is most representative of the firm.

What are we doing to close our pay gaps?

We are pleased to be making progress but we know our most critical work lies ahead. We aspire to lead our sector when it comes to inclusion and diversity, internally through leading practices and transparency, and as a changemaker in the markets we operate in and in our communities.  Here you can find our five point action plan and more information on the actions we are taking to drive transformative change across our firm to make sure all our people have a strong sense of belonging and trust.

We can confirm the data reported is accurate. 

 

Kevin Ellis
PwC UK Chairman and Senior Partner

Laura Hinton
Chief People Officer

Contact us

Sarah Churchman

OBE, Chief Inclusion, Community & Wellbeing Officer, PwC United Kingdom

Jane Turner

Director, PwC United Kingdom

Tel: +44 7801 033505

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