At PwC Switzerland, inclusion and diversity are seen as business imperatives not just nice-to-haves. We create value through diversity.
female employees at PwC
years – the average age of our employees
At PwC, we respect and value differences. We know that when people from different backgrounds and with different points of view work together, we create the most value – for our clients, our people and society. We employ people from diverse cultures and backgrounds and with a wide range of experiences. And we’re committed to making sure everyone who works at PwC feels comfortable bringing their true selves to work.
Advancing and supporting diversity and inclusion isn’t just the right thing to do. An inclusive workplace enables us to embrace the diverse backgrounds and perspectives of all our people to create better outcomes for stakeholders and society.
We want to have a true team, a team in which all employees at PwC feel welcome and appreciated. Inclusion in this context means a working environment that encourages different points of view and welcomes the contributions of all employees, regardless of their gender, origin or sexual orientation. In such an environment, they will be able to grow both on a professional and a personal level. The basis for this is our Ethics Code; it creates the necessary trust. Moreover, it encourages a corporate culture that favours and embraces integrity, objectivity, work ethics and competence.
The Inclusion Index is a global tool for evaluating our inclusion and diversity key figures every year. The inclusion score measures how effective our firm-wide measures to reach our strategic goals are.
The gender score measures our employee structure and our assessment and promotion system, and identifies potentially differing perceptions of women and of men, amongst others.
We fully consider every candidate’s uniqueness already during the recruitment process. In our report, read how we ensure that everyone is measured by the same yardstick.
We want the talents working for us to be just as diverse as our clients. At PwC, we believe that talent is independent of age, gender, nationality, disability, sexual orientation or other individual characteristics. We encourage and realise diversity with a number of measures implemented by both male and female employees and Partners. Watch our video, and read about what we do in this respect.
Every business line has its own diversity network of colleagues from different departments and levels. These networks tackle relevant topics in conjunction with Inclusion & Diversity. For example, the Tax & Legal network currently deals with the question of how we need to diversify our skillset in view of the steadily increasing use of artificial intelligence.
Below is a brief introduction of our Diversity teams.
We are committed to creating an inclusive workplace where everyone can be themselves, including our lesbian, gay, bisexual and transgender (LGBT+) people.
Supporting LGBT+ inclusion isn’t just the right thing to do. An inclusive workplace enables us to embrace the diverse backgrounds and perspectives of all our people to create better outcomes for clients and society.
Our people tell their stories!
Read below about our colleagues who are members of PwC’s SHINE network, an Inclusion & Diversity initiative for lesbian, gay, bisexual and transgender (LGBT+) people.
Through the Future Council, we are able to promote young talents and include their points of view and ways of thinking on subjects that help to shape our future. This is enabling us to strengthen collaboration within the company, in order to move forward together and with a clear focus.
For the International Girl's Day five of our male Partners showed that they want to make a difference by encouraging our youngest female talents to become Partner at PwC. First, our five female apprentices challenged our male Partners in a fun quiz. Afterwards, they had a conversation about career aspirations and a career path to the top at PwC.
Within the context of the International Day of the Girl, PwC aims at drawing attention to the rights of girls. For this, one of our interns assumes the tasks of one of our Partners for that day. And what happens when they do?
At PwC, men are just as involved in promoting and furthering gender equality as women. Read here what our Partners do to nurture gender equality in business.
Approximately 39% of all employees at PwC Switzerland are women. By 2020, we intend to have a female Partner ratio of 20%. In order to meet this goal, both men and women at PwC work together towards improving gender equality.
The Partner Pipeline Discussion is a firm-wide committee consisting of a number of members of the Management Board, the head of our Human Capital department and the two I&D responsibles (see contacts). This committee discusses the pool of future Partner candidates and places special focus on our female talents. A predictive pipeline analysis helps identify the employee structure needed to meet our gender diversity goal.
The United Nations’ „HeForShe“ campaign is intended to shape awareness of how much men and women can benefit from gender equality and how it will help them realise their full potential on both a professional and a personal level. As an international Impact Sponsor, PwC actively supports this campaign.
Advance is an initiative that was launched in order to actively and continuously increase the proportion of women in leading positions in Swiss companies with a number of specific measures. PwC Switzerland is one of the founding members of Advance and supports the personal and professional development of highly qualified female staff who aspire to more influence, visibility and impact.
Our Women Mentoring programme provides female talents who aim at becoming Partners with guidance and support. The mentors, all Partners from other service lines and industries – share their experiences at both a technical and a personal level and provide access to their network. Moreover, the Partner candidates will learn first-hand what it takes to get to the very top at PwC.
Our vision is to be an equal opportunity and equal salary employer. To show our commitment for our vision, we strived for Equal-Salary certification, an external audit of equal pay between men and women.
We are proud to announce that as of 29 October 2018, we are entitled to carry the “equal-salary certified” label. This means, for the same job in your team and considering your age, years of experience and other factors, we pay the same total compensation irrespective of your gender.
My vision as CEO of PwC Switzerland is to be an equal opportunity and equal salary employer. I am proud that we have achieved an official certification of equal compensation between women and men by the Equal-Salary Foundation. With the external certification, we are demonstrating our commitment to walk the talk of our diversity strategy and are a role model for solving gender discrimination across the globe.
Our credo is: We give flexibility and expect it in return, so that we can create a win-win situation not only for our clients, but also for our employees and for PwC Switzerland. Read more about our flexibility offers here.
Our annual working time model allows for working conditions that can be adapted to the various personal needs of our employees. This includes part-time work, flexible part-time work, home office, teleworking and other models for parents, employees pursuing an additional education or requiring more flexibility for other reasons.
Most of our clients operate in a global setting – and require our employees to dispose of intercultural interests and international competence and skills. From Hong Kong to New York – our network and the opportunities to develop on an international level have no limits. Our Global Mobility Report treats this topic in detail:
We are steadily growing the number of our employees. Colleagues with children or with care obligations for family members will find we have a supportive environment and a range of services to help them. We also conduct regular parent talks during which parents can support each other, give tips and network amongst each other.
For employees who stop working for a longer period of time (maternity leave, paternity leave, illness, accident or military service), we offer a pragmatic solution to facilitate re-entering their career.
Our people tell their stories!
Be yourself. Be unique. is our series broadcasting unique role models, sharing innovative ways of working and celebrating diversity within PwC Switzerland.
Our colleagues report on flexibility at the workplace. Read more here:
At PwC, Inclusion & Diversity is a 24/7 concept. However, on certain days, we give Inclusion & Diversity special attention. See below what days we celebrate it throughout Switzerland. These are events during which colleagues from different departments will be able to discuss diversity aspects in a relaxed atmosphere and meet new people and connections.
At PwC we believe Gender equality is not a women's issue. It needs all of us to work together to progress towards equality.
This is what our firm's Senior Partners say about gender equality and what we do contribute towards equality in the workplace.
What does it take to build a Diversity and Inclusion programme that enables attracting talent, innovation, and financial performance?
PwC's global survey seeks to understand what programmes organisations have in place and the impact they are having on employee experience.
Partner Assurance & Diversity Leader, PwC Switzerland
Tel: +41 58 792 96 95