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Be yourself. Be different.

PwC strives to achieve an inclusive culture in which we embrace diversity. Inclusive means that everyone feels involved and valued – not in spite of but thanks to their differences.

Why diversity & inclusion?

The success of our organisation fully depends on the quality and diversity of our employees. Surprising insights and innovative and unconventional solutions for our customers stem from a mix of views, cultures, knowledge and experiences. At PwC, we want to acknowledge and appreciate those differences. Which is why diversity is one of our strategic focal points.

That attention creates space for varied abilities and perspectives, and is something we need to resolve customers’ problems and build on trust. Because just like the megatrends that are changing the world, our customers’ environment is rarely clear-cut. Threats or opportunities? It depends on how you look at it. We value our employees’ diversity, in terms of both backgrounds and focus areas, simply because it results in the best solutions.

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Our diversity policy and programmes

Our diversity policy focuses on establishing an inclusive workforce where differences are valued. This policy is supported by an extensive diversity programme, which includes the setting of targets, training and coaching trajectories and network support for our ‘target groups’.

  • Measuring and monitoring: we have set targets on intake, promotions and turnover for female colleagues and (from this fiscal year also) colleagues with a non-western migration background, we monitor the progression and, depending on the causes, consider additional measures when these targets are not met.
  • Third party observance: adding a person to evaluation processes, who is specifically trained in and focused on avoiding biases, to increase objectivity.
  • Multicultural professionalism (mandatory for all partners and staff): this training leads from the premise that everyone will have a number of preconceptions from seeing the world through their own eyes. Multicultural professionalism encourages people to look at things from a different perspective and thereby generate a better understanding and appreciation of each other.
  • Female leadership: makes our female leaders more aware of gender-based differences and similarities on the work floor and supports them in putting those on the agenda in an authentic way.
  • The Europe female mentoring programme: links female talent to female leaders of other companies and organisations. The goal of this programme, which is established on the level of PwC Europe, is sharing experiences and coaching.
  • Inclusive leadership training (mandatory for partners and directors): focuses on the impact of individual behaviour on the development of an inclusive culture.
  • Cultural and female sponsorship programme: links female talent and talent with a non-western migration background to a partner or director to advocate for them and support them with progressing within our firm
  • Networks: we have various networks in place such as PwC Women NL, SHINE for gays, lesbians and everybody else, disAbility for talent that faces physical disabilities and Connected Cultures. These networks organise various activities to build on an inclusive culture.

Our approach to diversity & inclusion

To ensure that everyone within PwC is able to develop his or her various abilities, we encourage an inclusive culture in which all colleagues feel involved. Diversity & inclusion has now been strategically interwoven in all levels of the organisation at PwC. Within PwC, we consider diversity as the basis for the excellent services we provide. Appreciating another person’s abilities with an open mind hasn’t been plain sailing all the time. Which is why, since the beginning of the millennium, we have been pursuing specific policy in order to strengthen an inclusive culture. Our mission is therefore: “To create an inclusive culture, a culture in which all professionals are involved and feel involved by making optimal use of and developing various abilities.”

Each PwC employee plays a part in this mission. The values that we as an organisation have established help us to achieve this by determining who we are, what we believe in and how we conduct ourselves. Read more about our values act with integrity, make a difference, care, reimagine the possible and work together, and how we ensure to act in a values-driven manner in the relationship with customers and colleagues.

If you want to read more about our approach and our best practices, read our publication The PwC Diversity & Inclusion Journey, in which we have bundled together our experiences from the first 12 years.

Invisible Heroes

In 2016, PwC launched the Invisible Hero campaign. Invisible heroes are our colleagues who fulfil crucial roles in teams, but who don’t do so directly in the spotlight. We know all of them, the team players who symbolise the power of diversity or are able to express it in others. They are our silent forces who are vital within the organisation. Because they sometimes put themselves in the spotlight a little less than other people might do, this campaign will give them the appreciation and recognition they deserve.

Be inspired and view the short videos of the invisible heroes and discover how they play their part in creating an inclusive organisation.

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Contact us

Hayat Ihataren


Tel: +31 (0)88 792 73 11

Tarik Samandar

Senior Associate

Tel: +31 (0)62 238 19 39

Rutger Schuil


Tel: +31 (0)68 316 55 24

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