PwC is committed to challenging gender stereotypes by aspiring to create gender equality and diversified workplace communities. They do this by actively addressing the barriers to equality, 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.