PwC Leading the Change BAME pay gap findings Actions to create a - PowerPoint PPT Presentation

PwC Leading the Change • BAME pay gap findings Actions to create a culture in which BAME people can • progress their careers. ENEI Race Equality Mini Conference 17 October 2017

PwC’s BAME Pay Gap • Why publish? • Why does the gap exist? • What are PwC doing about it? PwC

An enquiry into aspects of our culture that contribute to the under- representation of Black, Asian and Minority Ethnic (BAME) people at manager and above within PwC PwC struggles to progress and retain BAME employees at the same rate as non-BAME Employees. • PwC is committed to building an inclusive culture and has set BAME targets out to 2020 as a mechanism for measuring progress. • We identified the grades of senior associate and manager as the tipping point. • W e sought to better understand what it is about PwC’s culture that results in the under-representation of BAME people at manager grade and above. • We conducted qualitative focus groups seeking to elicit the everyday experiences of BAME senior associates and managers. Additionally we conducted non-BAME peer focus groups which provided insight into how people of different ethnicities relate to and succeed in the same organisational culture. We listened to 150+ people across the firm. • The enquiry instigated open conversations around the issue of BAME under representation and ethnicity/race at work. • The key findings help to inform actions which will effect change. PwC

An enquiry into aspects of our culture that contribute to the under- representation of Black, Asian and Minority Ethnic (BAME) people at manager and above within PwC Findings Actions PwC

Engagement and Awareness #Colourbrave PwC