PwC is empowering female career advancement, not only to create gender equality but also to create more diversified workplace communities. The PwC community, both locally and globally, is committed to supporting all their people and works hard to challenge the stereotypes experienced by people of all genders. They do this by actively addressing the barriers to equality, continuously creating an inclusive culture and ensuring their people are equally supported throughout their respective careers.
- PwC was the first Australian professional services firm to go public with their partner and employee gender pay gaps. They are transparent about their overall gender pay gap of 11% which they are actively working to reduce. In like-for-like roles, PwC's gender pay gap is zero.
- Developing the next generation of female leaders and seeing more women take up leadership positions is important to PwC. PwC have a number of benefits that help support this such as 18 weeks paid parental leave inclusive of all genders, adopters, foster carers, surrogacy and stillbirth, a domestic and family violence (DFV) policy including unrestricted paid leave and financial support for those experiencing DFV, flexible work options, support for parents, female talent identification and sponsorship programs, ongoing coaching and inclusive leadership training.
- Anyone can join PwC’s national employee-led gender equality network (Symmetry@PwC) which runs events and forums both within the firm and beyond to advance gender equality.
- 89% of PwC’s people feel their immediate manager supports gender equality.
- 83% of PwC’s people currently use one or more types of flexibility in the way they work.
- 50% of PwC’s people are women.
Learn more about how a graduate views the representation of women at PwC – Bella Colbran is a Risk Assurance Consultant at PwC – read more here.
Aspiring to be an employer of choice for Aboriginal and Torres Strait Islander Peoples, PwC live their shared purpose through a commitment to significantly increase their Aboriginal and Torres Strait Islander workforce. PwC believes that it's only through a diverse workforce that they’ll be able to create meaningful change.
PwC and PwC’s Indigenous Consulting (PIC) jointly launched its first Elevate Reconciliation Action Plan (RAP) in March 2019, which will run until March 2023. Their Elevate RAP is the result of hard work in promoting reconciliation over the years through a number of RAPs. Having a joint RAP was a very deliberate decision by PwC. It is, in a way, a manifestation of reconciliation itself; in that it celebrates and values the genuine contributions of both PIC, and PwC Australia in improving the lives of Aboriginal and Torres Strait Islander peoples. You can find PwC’s Reconciliation Action Plan here.
Launched in 2013, PIC is a separate member firm in the PwC global network which maintains an Indigenous majority owned, managed and 60% staffed operation. PIC’s vision is to improve the lives of Aboriginal and Torres Strait Islander peoples and support self-determination through empowering Aboriginal and Torres Strait Islander led models and solutions.