• No. 1 in The DiversityInc Top 10 Companies for Recruitment & Retention
• No. 8 in The DiversityInc Top 10 Companies for Asian Americans
• No. 1 in The DiversityInc Top 10 Companies for Executive Women
• No. 6 in The DiversityInc Top 10 Companies for LGBT Employees
• No. 5 in The DiversityInc Top 10 Companies for Global Diversity

Chairman and Senior Partner Bob Moritz, who has spoken at DiversityInc events, is a vocal proponent of diversity and inclusion in every way. He holds executives responsible for specific diversity-management goals, including being a cross-cultural mentor, diversity recruitment, retention, engagement and promotions in the person’s area of responsibility.

Chief Diversity Officer Maria Castañón Moats reports directly to Moritz and is one of a series of line partners whose rotation in heading diversity management is key to the professional development and growth of the business.

Talent development is a priority at this company. Always cognizant of the war for talent, PwC continuously creates innovative diversity-management strategies to find, engage and promote the best and brightest employees, especially those from traditionally underrepresented groups.

PwC continues to be a leader in the types of benefits it offers employees, especially in increasing the ability for people at all stages of life to have work/life flexibility to deal with personal and professional challenges. Its benefits include onsite religious accommodations, backup childcare assistance, nanny resources and referrals, paid paternity leave, well-being rewards, and tax equalization for all domestic partners, including same-sex couples.

Its world-class mentoring program is an example to other organizations looking to improve in this area of diversity management: Almost half its mentoring pairings are cross-cultural. The program is available to all U.S. managers, and its talent-development results are measured. In addition, mentors and mentees have cultural-awareness training, a growing trend in diversity management at progressive organizations.

The company has also intensified its emphasis on sponsorship for talent development this year. At the fall partner meeting, Moritz asked each of the 2,500 partners to consciously diversify their pool of protégés. In their annual plans, partners identify three to five women and Black, Latino, Asian or American Indian professionals to sponsor. Partners are evaluated on their advocacy and investment in these individuals at the end of the year.

To support this effort, PwC rolled out a toolkit that outlines successful advocacy, including the business case for diversity management, guidelines, tips, internal resources and suggested reading. The centerpiece of the guide is a series of videos—real-life examples of partners and staff members who share their personal experiences with sponsorship.

PwC has nine resource groups, which are used for recruitment, talent development, marketplace connections and diversity training. For example, the LGBT group helped create several LGBT/Straight Ally training programs available to all staff members and partners.

U.S. Headquarters: New York

Global Employees: 168,710

U.S. Employees: 35,836

Last Year’s DiversityInc Top 50 Ranking: No. 3