Programmes

Inspiration and awareness

By making the person behind the professional visible, sharing vulnerable and honest stories and discussing them with each other, we become more aware of our own behavior and we learn to appreciate each other's differences.

• Storytelling: to make role models more visible, we organize ‘Untold Stories’ sessions. A colleague shares their experiences to inspire others. Role models are important to retain diverse talent and to make challenges discussable.

• Dialogue sessions: we organize dialogue sessions to become comfortable with discussing uncomfortable topics. In a safe setting we talk about topics such as inclusion, discrimination and what is needed for a safe working environment. The dialogue sessions help us step into each other's world and become more aware of our own biases.

• Vlogs: we make vlogs about inclusion with personal conversations between employees, with our clients and collaborative partners. In this way we want to inspire, inform and activate our people to continue to engage with each other on this topic.

• In My Shoes: this is a training to improve cultural awareness and behavior. Through virtual reality, you place yourself in someone else’s shoes, and we discuss with trained facilitators the importance of empathy and the effect of our own behavior on others.
• Female leadership course: explores approaches to help our female leaders deal more consciously with gender-related differences and similarities in the workplace and support them in putting those themes on the agenda in an authentic way.
• Talent to the Top cross-mentoring programme: the goal is to create learning relationships with mentors or mentees outside the organisation. Talented PwC  employees are paired to those in another organisation based on gender and/or cultural background. This cross-mentoring programme is an initiative of the Talent to the Top partnership (read more about this collaboration).

• Agora cross-mentoring programme: we jointly organise an annual mentoring programme with the Agora Network in which participants learn about the different perspectives and backgrounds that everyone brings to work (read more about this collaboration here).
• Talent sponsoring: talented female employees and talented employees with a diverse cultural background are linked to a partner or director with the aim of supporting those employees during their development within our organisation.
• Workplace Pride mentoring and coaching: this new reverse mentoring and coaching programme has been introduced together with Young@WorkplacePride. Mentees learn from mentors and vice versa with a particular focus on younger colleagues. The reason for this is that research shows that young people go back into the closet when they start working and cannot be themselves as a result (read more about this collaboration here).