The importance of belonging

At PwC we strive to create and foster a culture of equality and ensure everyone has equal opportunities to thrive. It is crucial that our people—regardless of their race, gender, religion or sexuality—feel that they belong in our organisation.?

International Women’s Day is a great occasion to celebrate the gender aspect of inclusion, to take stock of the progress made and look into the future.?

What the numbers say

Our latest Global Hopes and Fears survey of 54,000 employees across 46 countries, shows that women are less likely than men to feel they are fully part of the workplace. Women scored marginally lower on being themselves at work (52% compared to 54% by men) and on their managers considering their point of view when making decisions (42% compared to 46% by men). While this shows the gap is narrowing, it is also clear that we still have work to do.??

There is a direct correlation between women with higher inclusion scores and workplace progression. Women who have high inclusion scores are one and a half times more likely to ask for a promotion, 1.7 times more likely to actively seek out opportunities to learn and develop new skills and 1.2 times less likely to change employers.?

To show our commitment to gender inclusion and equal opportunities, we have set aspirational targets to help us measure progress and hold ourselves accountable for gender diversity in our firm. As a numbers-driven company, we understand the importance of tracking these indicators and regularly reporting on our progress to identify areas for improvement and ensure that our efforts are driving meaningful change.?

The value of inclusion

Increasing diversity, including women’s or minority representation and embracing inclusion through a strategic diversity management approach, can help enhance innovation and creativity in our organisations. Research consistently shows diverse teams outperform homogeneous ones, leading to better decision-making and increased competitiveness in the market.?

Organisations with greater gender diversity at all levels of leadership tend to experience higher profitability and shareholder returns . This correlation underscores the economic imperative of ensuring women are represented and empowered throughout companies across all grades.

In today's competitive market, top talent is increasingly drawn to organisations that prioritise inclusion and diversity. In an era where corporate social responsibility is a key driver of consumer and investor behaviour, demonstrating our commitment to gender equality builds trust and loyalty among clients, employees, and stakeholders.

Getting on the right track?

PwC is focused on ensuring women have equal opportunities. The CEE Female Mentoring Programme, now in its second edition, has attracted more than twice the number of mentees. Mentors help our female employees grow and feel greater satisfaction from the work they do and confidence in entering new challenging paths. Many mentees either begin or return to work at the end of their maternity leave during the programme in the knowledge they are supported by an experienced leader.

Women often need to balance work and family responsibilities disproportionately. Neglecting either can lead to burnout and higher turnover. We highlight, therefore, the importance of flexible work arrangements that support our female colleagues in the challenges they face every day—as well as new fathers who want to shoulder the responsibility for caring for their loved ones.

And finally, we need to invite our male colleagues to join equality efforts by showcasing the value that comes from having more women in their teams. Male advocacy for women is vital—it challenges established systems of power and privilege, fostering a more equitable society where gender does not determine opportunity. Male leaders must actively promote equal opportunities and address any barriers women face to progress to leadership roles, challenge any sexist behaviours in the workplace and advocate for and drive equal pay policies. In essence, male advocacy is not just a gesture of solidarity—it is a necessary catalyst for systemic change.

Belonging is the goal

At PwC we proudly celebrate International Women’s Day. Our focus is on going further than conversations. We take action to ensure we understand the individual circumstances of our female colleagues. We want to demonstrate tangible results to improve general wellbeing—as well as unleash the potential across our organisation.?

Each year, 8 March is a significant occasion to highlight those many dimensions and have open conversations on why it’s important to prioritise gender balance in the workplace.

This year we will hold a CEE-wide, thought-provoking discussion entitled “Is there really a business case for gender inclusion?”. During this session, our panellists will share their own experiences as professionals, parents, leaders and allies, as well as consider the challenges of pursuing gender diversity at PwC.?

I am also delighted to see so many initiatives happening locally thanks to the engagement of our territory I&D leaders and their teams. The fourth EMEA Gender Balance Week, this year under the theme of “Inclusion Matters,” will raise the topics of intersectionality, unconscious biases, the power of sponsorship and the financial wellbeing of women.?

We have to make sure that the female talents we work with feel welcome and appreciated. Promoting gender inclusion isn't just the right thing to do, it is also a smart business decision. By harnessing the power of gender diversity, we can drive innovation, improve financial performance, attract and retain top talent, enhance our reputation and ultimately—create a more equitable and inclusive workplace for all.?

Together, let's continue to champion gender equality and create a brighter future for our firm and wider society.