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

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.

• We 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