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.
At PwC, we believe in authenticity.
Authentic individuals who bring their whole self to work can direct all their energy and passion to their work rather than in trying to be some other version of themselves. Authentic individuals therefore have a bigger impact in teams, are more creative and more innovative.
At PwC, creating a work environment that is inclusive and diverse is a top business priority.
To enable authenticity to thrive, it is not enough to have diverse teams; inclusion is equally important. A psychologically safe environment and inclusive behaviours are key enablers of authenticity and are strongly linked to a sense of belonging in a team.
By achieving this, people become the best version of themselves, in terms of wellbeing, productivity, innovation and creativity.
By recognising and valuing differences, we therefore aim to give everyone what they need to be successful, rather than treating everyone in the same way.
“When the playing field is not level, to ensure equality in the workplace, we need to be fair and not equal.”
I&D is embedded in our DNA. As a purpose-led and values-driven organisation, we are using the talent and resources of PwC to be a voice for change. We aspire to lead the market through our own I&D strategy.
We know that the I&D journey is one of the most difficult challenges for an organisation to take on — but like most things of utmost importance, it is the right thing to do. We will continue to be bold, intentional, transparent and unwavering in our commitment.
“Supporting pay equity between different demographic groups, such as men and women, builds trust with our stakeholders and is a demonstration of our commitment to solving the world’s most important problems, namely, global inequality.”
At societal level, we are constantly striving to find ways to influence the wider economic, educational and social sectors of Cyprus, for a fairer society.
We also help our clients to design their own inclusion and diversity programmes, to increase people engagement and have better business outcomes. - Click here to find out more
Think Tank - Improving Gender Diversity in the Finance sector
As of 2014, Inclusion & Diversity became a high business priority for PwC Cyprus and a dedicated Partner is in charge of our actions and initiatives. Internally, we have an I&D Team with 2 I&D officers, as well as a wider I&D Committee to ensure diverse representation of several people in the firm.
Further to guidance from the PwC Network, decisions and actions are constructively discussed and consulted within the I&D Team, the wider Committee to ensure impact and independence.
Networking contributes to personal and professional fulfilment and success. That's why our firm has an internal diversity network (BeMe@PwC) aiming to provide a sense of community, inspiring and supporting diverse talent and raising awareness of diversity within our firm and creating a genuinely inclusive culture at PwC.
BeMe@PwC Cyprus: An internal informal space where colleagues can share ideas on news, trends, and everything that lets us harness the benefits of a diverse and inclusive workplace. As well as the personal development and support of each one involved in the network, the network also aims to identify new business opportunities for the firm, further supporting our strategy to be a leader in I&D.