Updating Results

PwC Australia

  • #2 in Accounting & advisory
  • > 100,000 employees

Diversity and Inclusion

PwC is a leader in diversity and inclusion, with comprehensive policies and measurable outcomes. Of particular note is PwC’s zero per cent gender pay gap in like-for-like roles in Australia and their commitment to transparency.


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.

Aboriginal and Torres Strait Islander Peoples

Aspiring to be an employer of choice for Aboriginal and Torres Strait Islander Peoples, PwC is committed to significantly increasing 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 was created over the years through a number of RAPs. 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.

From professional sport to professional services

Roland talks about his pathway to creating change with PwC's Indigenous Consulting (PIC).

Meet our First Nations employees

Meet our First Nations employees and learn about their experience working with PwC.

From professional sport to professional services

Roland talks about his pathway to creating change with PwC's Indigenous Consulting (PIC).

Meet our First Nations employees

Meet our First Nations employees and learn about their experience working with PwC.


PwC aspires to take a leading approach to disability employment in Australia, by creating a workplace and culture which enables all people with disability to identify and reach their full potential.

PwC has been working towards increasing awareness and inclusion within their firm and on a wider scale. PwC encourages people with disability to apply and gain employment through their mainstream recruitment pathways and have worked to ensure all processes are accessible.

  • In 2015, PwC became the first professional services firm to lodge an Access and Inclusion plan with the Australian Human Rights Commission.
  • In addition to mainstream recruitment pathways, the firm actively seeks to employ people with disability through specialist programs, working with organisations such as Specialisterne Australia and The Australian Network on Disability, and through partnerships with Federal and State Government employment campaigns.
  • PwC is proactive in addressing mental health with a strategy in place for ongoing workshops, workplace support and a network of mental health first aid officers. They provide support through their C.A.R.E. (Coaching, Advice, Resilience and Empowerment) program, which is available to all staff and their immediate families.
  • All PwC people have access to in-house Occupational Therapy, Physiotherapy and Psychology services through the Health and Wellness team for assessment and case management services.
  • PwC has implemented a centralised process for workplace adjustment requests during both recruitment and employment. PwC provides accessible work environments that both meet and go beyond the Disability Discrimination Act requirements.
  • PwC has an employee-led network (Ability@PwC) that connects and supports people with disability, and those who care for someone with disability to help drive positive cultural change.
  • PwC provides disability awareness training sessions for its people to become ‘disability confident’ and learn more about inclusive behaviours and language when working with people with disability.
  • Informal and formal flexible work arrangements are possible as part of PwC’s ‘All Roles Flex’ policy. At PwC, people have the opportunity to work flexibly and in a way that works best for both themselves and their clients.
  • With no dress code in place, PwC embraces individual difference and trusts their people to wear what they feel is appropriate and comfortable for the type of work they do in their day.


PwC believes in having a culture where every day, all their people will feel valued for what they bring, will thrive and inspire others - irrespective of their sexuality, gender identity or intersex status.

  • PwC actively supports LGBTI inclusiveness, they were one of the first professional services firms to support marriage equality, and actively advocated for and supported their people throughout the campaign.
  • PwC has written thought leadership on LGBTI inclusion, most recently on the low visibility of same-sex attracted women.
  • PwC supports its people by offering a transitioning and support policy to any person who chooses to transition and affirm their gender while working at the firm, including three weeks paid leave, unrestricted unpaid leave, a clothing allowance and a support team to assist with developing a plan.
  • All of PwC’s policies are LGBTI inclusive. For example, their parental leave policy is inclusive of same-sex partners and families and includes adoption, surrogacy and foster parents.
  • Training sessions are run for PwC people on LGBTI inclusive language and behaviours.
  • Senior LGBTI people can participate in PwC’s Authentic Leader’s Program – an intense six-month coaching and transformation program on traits unique to the LGBTI community, in order to accelerate your career goals and develop your leadership potential.
  • Anyone can join PwC’s award-winning LGBTI employee network, GLEE@PwC network (Gays, Lesbians and Everyone Else), a community of like-minded individuals who are committed to championing diversity and creating a culture that ensures everyone can bring their whole selves to work.

Cultural diversity

PwC was the first professional services firm to set cultural diversity targets, whereby 30% of their partnership admissions will be from a culturally diverse background. They ensure pay and promotion is both fair and unbiased for people from diverse cultural backgrounds and provide training for their people on cultural awareness and cultural competency.

  • PwC Australia’s CEO Luke Sayers is a founding member of the Leadership Council on Cultural Diversity.
  • PwC has partnered with the Australian Human Rights Commission on thought leadership to promote cultural diversity in leadership.
  • PwC has a floating public holiday policy to support all their people and allow them to celebrate days of cultural significance, participate in religious festivities or spend time with their family. Reflection spaces are also provided in every PwC office.
  • Anyone can join PwC’s national employee-led cultural diversity network (Be@PwC) which provides an avenue for advice and support, in addition to celebrating cultural differences and increasing levels of awareness across the firm. People from all cultures are encouraged to join.

Awards, accreditations and memberships

  • Employer of Choice for Gender Equality 2019 (Workplace Gender Equality Agency)
  • CEO of the Year 2018 (Australian Workplace Equality Index awards for LGBTI Inclusion)
  • Executive Leadership Award 2018 (Australian Workplace Equality Index awards for LGBTI Inclusion)
  • Bronze Employer 2018 (Australian Workplace Equality Index awards for LGBTI Inclusion)
  • Member of the Victorian Chapter of the Male Champions of Change
  • Member of Pride in Diversity
  • Member of OUT Leadership
  • Gold member of Australian Network on Disability
  • Founding Member of the Leadership Council on Cultural Diversity