Initiatives & programmes

Inclusion & Diversity at PwC NL 

Our Inclusion & Diversity (I&D) initiatives and programmes are central to building a culture where everyone belongs and can excel. We believe that a diverse, inclusive environment is vital to solving important problems and earning society’s trust. Our initiatives empower people, promote equal opportunities, and help us reflect the diversity of the world around us.

Key initiatives
Inclusive Employee Benefits

• Multi-parent family leave: Extending leave regulations to accommodate all employees who are part of multi-parent families, ensuring support for various family forms.

• Special birth leave: Up to four times the weekly working hours in paid leave for employees welcoming a newborn into their family within six weeks of birth, with full care responsibilities. The leave can be taken within the first 26 weeks.

• Adoption and foster care leave: Up to six weeks of paid leave for employees adopting or fostering a child.

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.

• Upskilling: by offering various training programmes and initiatives, we aim to equip our employees with the skills and knowledge needed to work and lead inclusively and thrive in a diverse environment.

Training

• In My Shoes: PwC's In My Shoes racial awareness intervention training is enhancing empathy and shifting unconscious bias by creating opportunities to step into someone else’s world. This also helps the learner to create an environment which is inclusive and non-discriminatory.
• Lead your way: a training programme specifically tailored for women in senior manager and director roles who are eager to enhance their authentic leadership capabilities and connect with fellow female leaders to share experiences and learn from each other.

• Inclusive Mindset Essentials: This training offers a concise and impactful introduction to the core concepts of inclusion and diversity. This program is ideal for a foundational understanding of inclusive behaviours and mindsets in the workplace. Through this training colleagues build awareness of the behaviours that contribute to a culture of belonging and psychological safety.

• Trusted Leadership: Fostering Psychological Safety: This training invites our colleagues to step into the role of a project manager and navigate real-world scenarios designed to help them build a culture of trust and inclusion within their teams.

• Work Together: Inclusive Meetings: This training is designed to help colleagues lead meetings where every participant feels heard and valued. Through an engaging simulation, colleauges will develop the skills needed to create an environment that encourages diverse perspectives and active participation.

Coaching

• 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).
• 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).