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Diversity Works for London
Make Diversity Work for you
What’s in it for me?
Find out how the global professional services firm PricewaterhouseCoopers (PwC) built greater diversity engagement with its management and the majority group of employees. It achieved this through new operational processes and a culture change initiative which:
- Used diversity-focused employee flow-rates to model how the current organisational make up may change over future years
- Embedded a diversity focus to its high profile graduate recruitment programme
- Focused on diversity throughout the talent lifecycle (from attraction to leaving the organisation)
- Implemented a diversity-related culture-change initiative
- Focused on the business benefits of diversity and communicating the outcomes
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Case study summary
PwC is a global professional services company with offices located throughout the UK and internationally. This case study focuses on the most recent phase of the diversity journey which was designed to stimulate a cultural change in the UK organisation. This included operational changes and activities aimed at engaging the majority group, typically white and male, through a series of activities and initiatives including:
- Merging diversity and student recruitment management (PwC remains one of the UK’s largest graduate recruiters), and focusing on diversity in the recruitment, retention and development cycle
- Using demographic flow rates to model how the current organisation may change over future years. This assessed the current diversity make up of the organisation by business area and grade, and the levels of recruitment, progression between grade and attrition rates. The results indicated the pace of change
- Training for all employees via an intranet based, mandatory diversity awareness module
- Implementing multi-channel communication to all staff to re-enforce the objectives
- Introducing soft-targeting whereby more representative percentages of under-represented groups are encouraged to apply for the Partner and Director selection processes
- Offering greater levels of tailored support for participants in the Emerging Leaders programme, a key PwC development activity
- Coaching under-represented groups on a 1-to-1 basis by coaches who understand difference, bias and fairness
- Routine monitoring of a number of key diversity indicators such as the firm’s diversity make up, key HR processes, staff surveys and the success of specific diversity initiatives
PricewaterhouseCoopers LLP
| Business issue | Talent management |
| Diversity strands | Gender, ethnicity, religion or belief, sexual orientation |
| No. of employees | Approx. 14,750 full time |
| Organisation size | Approx. £2bn turnover |
| Industrial sector | Business and professional services |
| Business area | Financial services and consultancy |
| Organisation type | Limited Liability Partnership |
| Location | UK and Global |
