Launched locally in November 2021, the Inclusive Mindset learning pathway is an innovative learning programme that encourages our people to build awareness of concepts that foster inclusive mindsets and behaviours. They gain insights into recognising how intersectionality, unconscious bias, privilege and micro-inequities can potentially impact individual experiences. 

Earners of the IMLP badge will value and embrace what makes each person unique, intentionally cultivate diverse networks and build authentic relationships through greater curiosity and empathy.

As of July 2023:

• 73 completed and 281 started the course

• 33 participants at ‘Apply & Reflect’ discussion stage

We have expanded our talent pool to:

• Technical and Vocational Education and Training (TVET) graduates whom we support to obtain their professional accounting qualifications through our Earn While You Learn programme

• Women who are keen to return to the workforce through the Career Comeback Programme

• Our people to working with clients in US, with teams based in Manila and Bangalore while being in Malaysia through the Acceleration Center

• Graduates from diverse backgrounds to consider a career in accounting through the Aspiring Accountants Programme

As part of a PwC network action plan on improving inclusion and diversity, we have set short to long term targets on gender balance, social inclusion and disability inclusion. 

For gender, a target of 45% partner admission for women for 2023, while also ensuring proportionality of promotions for Senior Managers and Directors. We exceeded this target and have had more than 50% of women admitted to partnership in 2023 and over the past three years on average (2021-2023).

Some strategies in place to ensure that we meet our targets include:

• biannual reporting to our Country Management Team on Inclusion & Diversity (I&D) targets

• a dedicated dashboard to monitor our progress in relation to I&D targets 

• communicate diversity plans and targets with our Human Capital talent team to work on programmes that ensure a balanced representation of talents across opportunities

• periodic reviews of our recruitment and promotion process to ensure equity and no unconscious bias, especially during performance appraisal periods. 

As of 30 June 2023, 39% of our Partners and 56% of our Directors and Managers are women.

Our female talents are mentored by our senior leadership and a number of them have been sponsored to assume leadership roles within the firm and the PwC global network. Examples include:

• Nurul A’in Abdul Latif, our first female Executive Chair 

• Jennifer Chang, the first Malaysian partner to be appointed to the PwC Global Governance Board

• Pauline Ho, our first female Assurance Leader, who is currently the Asia Pacific Human Capital Leader.

Global People Survey ratings, which reflects on how we engage with our people. 

• The leaders I work with actively build a diverse and inclusive work environment: 2023 and 2022: 76%

• The people I work with make the effort to get to know me and what I uniquely bring to PwC. 2023 : 71% and 2022: 69%

• I feel like I belong to PwC 2023 : 70% and 2022: 67%

Now in its eighth year, Lunch With A Stranger (LWAS) provides a platform for individuals from different departments to come together over lunch. This initiative plays a pivotal role in dismantling silo mentality, fostering new connections, dispelling biases and stereotypes, and championing inclusivity. 

Each weekly session focuses on a topic that's relevant to our people, ranging from personal interests, wellbeing, World Environment Day, and the PwC Values. In the past, Wwe have hosted a diverse range of external guests as well: our clients, nonprofits, and social enterprises. 

In addition, LWAS sessions include open house celebrations of vibrant festivals like Aidilfitri, Chinese New Year and Deepavali, and themed occasions, designed to resonate with our core focus areas such as ESG, Inclusion & Diversity and Education.

Empowering New Solutions through cross cultural inclusion.

The Cultural IQ @ PwC is a collaboration between PwC Malaysia, Australia, Philippines, Japan, Vietnam, Indonesia and New Zealand co-sponsored by 2 PwC Malaysia partners who also lead I&D and Human Capital for Asia Pacific respectively.

The objectives of the Cross-Culture Network are to: 

1. Deepen and expand our connections across the global PwC Network.

2. "Global & Inclusive" - Learn and appreciate each other's cultures, and how they differ/are similar from our own.

3. Engage in thought-provoking "themed" discussions where we can apply the learnings and sharing of knowledge in our respective territories