Inclusion and Diversity

We are for all.

At PwC, we’re committed to creating an inclusive and diverse workplace where everyone feels empowered to reach their full potential. Belonging is at the core of our people and business strategy, and we understand that embracing diverse experiences and perspectives is critical to our collective strength. That’s why we strive to ensure that all of our people feel welcomed and like they belong — so they can be their authentic selves, thrive and contribute their best.

“At PwC, we are committed to building a culture where everyone feels like they belong. Our Inclusion First strategy revolves around our people — focusing on creating an environment where everyone feels they can be their true selves and where they can realise their full potential.”

Doone O’Doherty, Chief People Officer, PwC Ireland

Doone O’Doherty
Chief People Officer, PwC Ireland 

“At PwC, we are committed to building a culture where everyone feels like they belong. Our Inclusion First strategy revolves around our people — focusing on creating an environment where everyone feels they can be their true selves and where they can realise their full potential.”

“At PwC, we are committed to building a culture where everyone feels like they belong. Our Inclusion First strategy revolves around our people — focusing on creating an environment where everyone feels they can be their true selves and where they can realise their full potential.”

Doone O’Doherty, Chief People Officer, PwC Ireland

Championing belonging

At PwC, we work hard to create a sense of belonging where individuals can thrive. We’re committed to fostering an environment where everyone’s individuality is celebrated, diversity is embraced, and inclusion is deeply valued. Explore our initiatives and discover how we champion a culture of belonging.

Inclusion First strategy

Our Inclusion First strategy ensures that our daily actions, thoughts, behaviours and interactions support an environment where everyone feels a sense of belonging, embraces individuality, celebrates diversity, and values inclusion. This strategy focuses on three key areas:

  1. Leadership commitment, accountability and transparency;

  2. Developing inclusive leaders at all levels; and

  3. Embedding inclusion into our processes, policies and systems.

Our Inclusion First strategy is overseen by our Inclusion and Diversity Council and further supported by five employee-led pillar groups.

Inclusion targets

At PwC, our commitment to transparency drives our 2030 inclusion targets. Our initial focus is on advancing gender equity, supporting self-identification, and continuously improving our inclusion and belonging scores in PwC’s Global People Survey. Our goals include:

  • Gender-balanced Partner admissions: achieving a 50:50 gender balance over a rolling three-year period.
  • Equality in senior hires: ensuring a 50:50 gender balance for all senior hires (senior manager and above).
  • Gender-balanced promotions: maintaining proportionality across all levels.
  • Improved self-identification disclosure: reaching 75% disclosure through our ‘This Is Me’ campaign.
  • Inclusion excellence: sustaining our ‘best in class’ results in PwC’s Inclusion Index.

Leadership commitment

At PwC, we understand that creating an inclusive, diverse and equitable workplace requires leadership at all levels. Our leaders set the example by promoting inclusion, diversity and equity at all levels of the organisation, and we hold ourselves accountable through transparent targets. Our Territory Leadership Team is in charge of implementing our Inclusion First strategy, with guidance from our Chief People Officer, who oversees the firm’s Inclusion and Diversity Council.

Inclusive recruitment

At PwC, our people are our greatest asset. That’s why we champion inclusion and diversity in everything we do. This commitment is reflected in all aspects of our recruitment process:

  • Equal opportunities ethos: we embed the principle of equal opportunities at all levels, ensuring equity of opportunity and fair allocation of work.
  • Unconscious bias training: all of our people involved in the recruitment process complete training to ensure a fair candidate experience.
  • Inclusive role descriptions: we use gender-neutral language and data-driven insights to attract diverse talent.
  • Diverse interview panels: our cross-functional panels combat bias and promote fairness.
  • Reasonable adjustments: we are committed to ensuring everyone’s job application is accessible and inclusive. Don’t hesitate to let us know and we will do our best to accommodate your request.

Inclusion First policies

At PwC, our Inclusion First policies provide flexibility, support and leave for our people during critical life events, including; domestic abuse, fertility, gender identity and expression, menopause, mental health, parental and caring responsibilities and pregnancy loss.

These policies reflect our commitment to our people’s empowerment, safety and wellbeing and creating a workplace where everyone feels valued and supported.

Inclusive communities

Creating a culture of belonging isn’t a one-time effort; it’s a continuous journey that requires collaboration, unwavering commitment and constant learning. At PwC, we’re proud to have five vibrant employee-led pillar groups that form the backbone of our inclusive ecosystem.

Gender Pillar

Our Gender Diversity pillar is dedicated to promoting gender equality in the workplace and closing the gender gap. They strive to raise awareness of unconscious bias among leadership teams and ensure that gender equality is integrated into our people policies and recruitment processes. They also run the firm’s ConnectHER and Women in Tech network.

Cultural Pillar

At PwC, we are proud of the diverse range of nationalities that make up our team. Our Cultural Diversity pillar promotes diversity across various cultural, racial and ethnic communities. This group is an active platform for networking, meeting new people and increasing awareness of the different cultures, races and ethnicities that exist within our organisation. Our network also supports our colleagues and their families who have recently moved to Ireland or plan to relocate overseas.

Ability Pillar

The Disability Inclusion and Accessibility pillar creates a workplace that is safe, inclusive and barrier-free for individuals with disabilities, neurodiverse conditions, caregivers and allies. The network offers advice, information and support to help facilitate cultural change within the organisation and create an environment that is accessible to everyone. They work to identify practical solutions for workplace issues and provide networking opportunities for colleagues.

LGBTQ+ Pillar

Shine@PwC promotes inclusivity for LGBTQ+ individuals, allies and supporters. This community is dedicated to creating a welcoming, safe and caring environment for people of all gender identities and sexual orientations through networking, advocacy and policy development. At its core, Shine celebrates the LGBTQ+ community and strives to cultivate a culture of advocacy and allyship, enabling all individuals to thrive.

Parents and Carers Pillar

Our Parents & Carers Pillar is a vibrant community committed to supporting all kinds of families, including those with caring responsibilities within PwC. The network provides a platform for people from diverse backgrounds to share their knowledge, experiences and ideas and receive support from colleagues who may be in similar circumstances.

Our policy

As a firm we are dedicated to creating an environment that promotes equality and dignity at work. We value and promote diversity in all areas of recruitment and employment. We are committed to the principle of equal opportunities and this ethos is embedded at every level of our business.

We ensure that no job applicant, employee, client or business associate receives less favourable treatment on any discriminatory grounds.  All of our policies and practises reflect our commitment to treating people fairly, promoting an integrated way of working and respecting the dignity of people at all times.

We are committed to building a culture of inclusion, and we always aim to uphold the highest possible standards of ethical and moral behaviour.

Unconscious bias training

Diversity and inclusion is central to our recruitment strategy. That's why everyone involved in our recruitment process is asked to undertake unconscious bias training.

This training is designed to help our recruitment professionals become aware of the impact that unconscious bias has on our thoughts and actions. The training teaches us how to actively challenge the unconscious assumptions we make about others. The intention is to demonstrate that we all have a responsibility to make a conscious effort to eliminate prejudice and and be open-minded to difference.

Unconscious bias training is a particular focus for our recruitment professionals but everyone at PwC is encouraged to upskill in this area. We provide our people with the training and tools to help increase their awareness and understanding of the value that diversity brings, so all of our actions can contribute to our inclusive and high-performing workplace culture.

Inclusive role descriptions

We aim to attract a diverse pool of talent to our job application process. When looking to hire for new roles, we've learned that it's not just about what you say it's how you say it.

That's why we review our role descriptions to make sure we use inclusive language which speaks to everyone. We use data based technology that can predict the gender balance that our job descriptions will attract and we continuously strive to improve this balance by using gender neutral language.

Diverse panel of interviewers

To ensure a fair and objective interview process we aim to provide a diverse panel of interviewers. Our interview panel forms a cross section of our firm that is diverse in terms of grade, background and gender. Having different perspectives play a part in our hiring process helps keep unconscious bias in check and encourages fair and inclusive decision-making.

Transparency is key

We recognise that building an inclusive and diverse workplace is an ongoing process rather than a destination. While we are proud of our progress, we want to improve continuously. We believe transparency is crucial in driving change, so we want to share our journey with you. 

In addition to our inclusion targets, we publish an annual report detailing our progress towards building a more inclusive and diverse workplace. Read our Transparency Report to learn more, and our 2023 Gender Pay Gap Report is also available.
 

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Collaborating for action

Our commitment to inclusion and belonging extends beyond PwC. We drive change through external accreditations, partnerships and community initiatives.

Investors in Diversity

Investors in Diversity Ireland is a comprehensive equality, diversity and inclusion mark supported by Ibec. PwC proudly holds the Bronze Investors in Diversity Mark, reflecting our unwavering dedication to fostering an inclusive workplace.

Elevate Inclusion Pledge

As signatories of Business in the Community Ireland’s Elevate Inclusion Pledge, we are committed to creating an inclusive and representative workplace. Our commitment extends beyond our office doors to promote inclusion, equality and opportunity in society.

Women in Finance Charter

As signatories of the Women in Finance Charter, we actively strive for gender balance at all levels and work towards meaningful change to ensure equal representation for all.

 

30% Club

We are proud advocates of the 30% Club, which strives to achieve gender balance across leadership levels. Diversity is a strength, and we work to make a difference within and beyond our organisation.

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Orla O'Neill

Manager, PwC Ireland (Republic of)

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