How PwC is evolving and enhancing our approach to Inclusion

At PwC, we recognise that a continued focus on diversity is vital. However, in response to a rapidly-shifting world and the impact of megatrends, we reframed our I&D strategy in late 2022 – putting Inclusion at the forefront. As part of this, we foster a culture where our diverse community of solvers feel they truly belong, and where we’re recognised as an inclusive employer of choice. And it all starts with our focus on inclusive systems and behaviours. 

What does this mean? Primarily, enhancing the breadth and depth of our network-wide skills and mindsets that drive inclusive leadership and teamwork. We’re also embedding enhanced inclusion and diversity aspects into our existing or newly-developed systems, policies and processes across the PwC network. By aligning with stakeholders throughout our business, we can support impactful I&D interventions that span every stage of our employee and business life cycles; further embedding I&D within PwC’s DNA. 

For our Inclusion First strategy to truly take root, I&D must be seen as fundamental to our success and woven into the fabric of our business, client and workforce strategies. We’re making this happen in many different ways. An example? I&D is an inherent and mutually reinforcing part of our Values, Purpose and our The New Equation business strategy. Another? We focus on accountability and measurement through our Key Performance Indicators (KPIs) – five of which focus on gender – and an I&D Index in our annual Global People Survey. Furthermore, our Global I&D Council and Territory Inclusion Leaders work continuously with key stakeholders and Human Capital across the business to embed I&D in our people and business activities and processes.

We recognise that solving the challenges of tomorrow requires a different way of thinking and different behaviours. Leaders will require new and different skills to lead through and manage uncertainty, foster inclusive cultures, and support transformation to achieve sustained outcomes. In light of this, we’ve embarked on a journey to evolve our behaviour framework, which shapes the behaviours we expect from all of our people to lead and deliver value. Never before have inclusion and diversity elements been so ingrained in these expected behaviours – and ultimately in how we will hire, develop, reward and progress our people in the future. A particular highlight is the inclusion of allyship as an expected behaviour for the first time. 

This embedding is underpinned by our view that inclusiveness is a non-negotiable aspect of our behaviours– and reinforced by our commitment to creating trusted leaders at all levels through an ongoing upskilling journey. As a first step on this journey, we’ve developed an innovative Inclusive Mindset knowledge badge designed to enhance our people’s ability to listen to those around us, learn from the experiences of others, and create change through our everyday actions. Inclusive Mindset is PwC’s first global knowledge badge centred on human skills, sending an important signal to our leaders and people that I&D is a business imperative. Through a variety of learning content, scenario-based exercises, personal reflection and interactive discussions, this curriculum empowers our people to be more trusted leaders, whatever their role. 

While we’re still at an early stage in our Inclusion upskilling journey, the impact of Inclusive Mindset is already being felt. We’ve already engaged almost 150,000 of our people across 140 countries with this learning – over 30% of our workforce. Our people, at all levels, are saying that it’s some of the most thought provoking learning they’ve ever experienced, while providing them with the tools to practise greater levels of everyday inclusion. Formal feedback has also been exceptional, and while we can’t point to a direct causal link, the first two years of Inclusive Mindset have seen our key I&D people scores increase significantly.