Our goals for inclusion and diversity

An inclusive organisation for a diverse group of people

PwC's ambition for Inclusion & Diversity

Our ambition is to have an inclusion first approach – supporting our people developing the skills needed to value differences and to think, act and lead inclusively. Our commitment to I&D is not a goal in itself but an essential means to deliver on our business strategy. After all, working in teams with people of different backgrounds and experiences is a key driver of creativity, collaboration and innovation.

Our goals for I&D

We have committed ourselves to attaining a diverse workforce in FY30 that better mirrors the wider societies in which we do business. We specifically have set targets for gender diversity and cultural diversity for all function levels for FY30: Women (30-50%) and Non-Western (15-30%). That ambition is translated to yearly inflow, promotion and outflow targets.

In addition to gender and cultural diversity information, we began collecting data on work-related challenges, gender identity, and sexual orientation in 2023. Employees can voluntarily and anonymously provide their data within our HR systems. These data provide insights into our inflow, promotions, and outflow, allowing us to plan and execute necessary initiatives at an aggregate level.  

Equal pay & equal opportunities

We are committed from an ethical standpoint, a strategic perspective, and a legal obligation (Equal Treatment Act) to providing equal pay for equal work and equal opportunities to all colleagues. Advocating equal pay and equal opportunity actively promotes social justice and economic equality.

Regardless of gender, migration origin or other characteristics, every individual should have an equal opportunity to succeed and thrive within PwC.

Monitoring yearly progress in I&D

We monitor our progress in I&D from both an inclusion and diversity perspective. We monitor inclusion by looking at the responses of our people to a set of questions in our global people survey that add up to a score on our Inclusion index. From a diversity perspective we also monitor our intake, promotion and outflow for females and colleagues with diverse cultural background.

The Board of Management periodically reviews and monitors progress of I&D initiatives. Performance indicators for key I&D topics are included in our management information updates and quarterly reports to our Board of Management, as well as in our Annual Report.

Our goals contribute to the SDGs

We are committed to integrating sustainability into our strategy and value chain, aligning with global guidelines and like 10 United Nations Global Compact (UNGC) principles, the United Nations Sustainable Development Goals (SDGs), the Paris Agreement and local law.

At present, we have set guiding targets on four SDGs. Two of these SDGs are strongly related to I&D: SDG 5, gender equality, and SDG 10, reduce inequality. We have set ambitions for FY30 for each career level for women (30-50%) to contribute to SDG 5.

To respond adequately to SDG 10, we pay attention to multiple diversity aspects such as gender, ethnicity, abilities, sexual orientation, etc. We also measure the progress made in contributing to the SDG goals each year with a custom-developed impact measurement method.