www.pwc.com/diversityjourney The PwC diversity journey Creating impact, achieving results Creating impact, achieving results, doing the right thing Be yourself. Be different. September 2016 Foreword At PwC, diversity and inclusiveness are We also want more accountability, which is It was back in 2001, the year I was During the course of our diversity journey Introduction from huge priorities for us around the world. To another reason we wanted to share where Introduction from appointed partner, that I was first asked to we’ve learned a lot and we’ve applied these Bob Moritz have impact and serve our communities, we are on our own journey. While we’ve Agnès Hussherr think about how we might enhance gender lessons to constantly reshape our our stakeholders and our clients, we need made some strides around our global diversity at PwC. And if I’m completely approach. As a result, we feel today that diverse talent. To solve the problems our network, including appointing some more honest, before this I hadn’t realised there we’ve reached a comprehensive and stakeholders are facing, we need diverse diverse leadership teams at the global and was an important problem to be solved. Up efficient approach that lays the foundations talent. To build trust across different points country levels, we have more work to do. until this point, I had personally had a very for the sustainable progress we aim to of view, we need diverse talent. It’s We believe transparency and fulfilling career and personal life achieve in the future. This approach imperative we attract, retain and develop accountability are two key pieces to throughout my 12 year career with PwC includes a number of milestone activities diverse professionals to spur innovation, driving better results, which is why we are France, including having three children on such as better aligning D&I with our drive growth and sustain competitive sharing more about the PwC Diversity & my way to making partner. But when I network business strategy and enhanced advantage in the marketplace. Inclusion ecosystem and our Global paused to look around me, both in PwC leadership accountability with the Inclusion Index. We’re also sharing some France and Europe more broadly, it introduction of our Global Inclusion Index. Our global diversity journey formally case studies to highlight some practices clicked, and I agreed to lead our European began 12 years ago, when PwC first began We recognise a journey is what we’re on, from many PwC firms1 around the world, Women in PwC network. to focus on developing a globally and we know there’s a lot more to do. I’m brought to life by many of our diversity consistent approach to diversity as a This was just the start of my personal excited to share externally the detailed leaders, advocates, and role models. business imperative and enabler for our diversity journey. With time it became story of this journey to date, the progress strategy. During the years since then we’ve As I said at the beginning, embracing clear to me that our focus needed to go we’ve made and our many lessons learned. experienced many high-points and diversity and inclusion makes business beyond gender to centre more broadly on As we have and continue to learn from encountered just as many challenges. And sense, and even more importantly, we valuing and embracing all types of others, we hope this report will allow other Around the world, the war for talent is only while we’re proud of the progress we’ve believe it’s the right thing to do. By sharing difference. And that it is only through such organisations to benefit from our becoming more competitive, with made so far, we recognise that our journey our thoughts, ideas, and programmes, we a broad lens that we will be able to deliver experiences. is not complete, and it has been slower are hoping that we can contribute to a our ambitious network strategy for the opportunities emerging for all kinds of This July, I was offered a new exciting than we would have liked. We still have so broader discussion, one from which we future. This was at the heart of the talent pools. More diverse - and even career opportunity with my appointment much more we want to do to foster an even can all learn and benefit together, as we Diversity and Inclusion (D&I) strategy I unexpected - talent is all around us, as Global Human Capital Leader. D&I’s more diverse and inclusive workplace work collectively to make an impact focused on executing when appointed coming from emerging and developed influence on, and alignment with our culture. around the world. Global Diversity & Inclusion leader in markets, traditional and start-up global people strategy was at the core of 2013. companies, and different kinds of We’ve also learned a lot along the way – Bob Moritz the diversity legacy I’ve created over the educational backgrounds. In today’s and we’ve applied these lessons to reshape Throughout my career with PwC I’ve held past three years and I will continue Chairman, ever-changing global economy, and accelerate our approach to our overall various leadership roles, and whether they embedding it into our fundamental people PricewaterhouseCoopers International acknowledging the changing landscape of human capital initiatives and processes, were client, business, or people related strategy. To solve important problems we talent, understanding their different goals including how diversity ties into our they’ve all made one thing clear to me: need diverse talent, and to attract, develop and priorities, and shaping talent strategies overall business strategy, vision, and progress does not happen overnight. and engage that talent we must support to include them, are key for any business to purpose. In this report, we share with you However, there are ways to move faster every one of our people to build a succeed. Having a broad mix of diverse the story of our global diversity journey. I and this is why, with the strong support of rewarding career and achieve their full talent in your organisation isn’t just hope that by sharing our experiences, the Global Leadership Team and our potential. imperative to the future success of a challenges and insights, we will learn from tenacious territory diversity leaders, we’ve Agnès Hussherr business or broader society, it’s simply the and engage with others about their own been focused on applying accelerated D&I right thing to do. diversity and inclusion journeys. No one action across the PwC network of firms. Global Human Capital Leader Focusing on the professional services organisation has the sole right answer -- industry, our only asset is our people. Their and we hope that by sharing our thinking, knowledge, their relationships in building we learn from others, knowing the best trust while serving our stakeholders and ideas come from having many voices in the clients, their ability to think differently to conversation. solve important problems, it’s the people who change the industry, the firms they work in, and through that work, make an 1 PwC refers to the PwC network and/or one or impact on the communities and world more of its member firms, each of which is a separate legal entity. Please see www.pwc.com/ around them. structure for further details B The PwC diversity journey Creating impact, achieving results C Contents Page Introduction 02 Setting the scene – Diversity & Inclusion at PwC 04 The PwC D&I ecosystem 07 Data-driven decision making 08 Leadership commitment and accountability 10 Awareness and education 18 Critical interventions that work 34 Embedding D&I within PwC’s DNA 48 Our lessons learned 54 Contact us 56 The PwC diversity journey Creating impact, achieving results At PwC6 we know that if we are to solve An employer’s policy on diversity and inclusion is important to me when important problems we need diverse talent deciding whether or not to work for them – and we are committed to turning these talent challenges to business opportunities. However, we do recognise that there is no ‘quick-fix’’ response to getting this right. Attracting, advancing, developing, engaging and retaining a diversity of talent while fostering an inclusive culture – one where difference is valued and embraced – is not easy. Introduction Making progress is challenging, and we don’t claim to have all the answers or to 86% have yet achieved the progress we want. 74% But we are committed to maximising the diversity opportunity. And we feel we have Organisations the world over are of talent diversity for their business, with identified an approach that is accelerating currently facing myriad challenges 64% confirming they have a diversity and our progress, meaning we have an around talent – and becoming inclusion strategy in place and 13% interesting story to share. That’s our planning to adopt one over the next 12 intention with this publication: to share increasingly concerned about their <5% months.2 This suggests that many CEOs our journey, while recognising that it is potential competitive and financial are waking up to the fact that they have Organisations talk about diversity, but I do not feel opportunities are really ultimately just that – a journey. And that impacts. immense talent pools under their noses, equal for all we’ve done a lot but still have a lot more to They include challenges such as: which they may have failed to fully do. Our hope is that other organisations leverage for too long. And they’re can learn from what we are doing, albeit Currently less than • Responding to the vast numbers of identifying significant benefits arising 13% with the caveat that the right approach and 20% 5% of Fortune 500 millennials entering and reshaping the from diversity and inclusion in their solutions are always highly dependent on a workforce; organisations.