Hall of Fame | PwC
Tim RyanU.S. Chairman and Senior Partner
“The COVID-19 pandemic’s disproportionate impact on communities of color has exposed deep issues about biases in our society. As PwC and the broader business community look to rebuild, we have an opportunity to boldly reimagine and advance diversity and inclusion efforts in both our workplaces and communities. I will do my part to lead the way.”
Shannon SchuylerU.S. Chief Purpose and Inclusion Officer
“PwC is made up of 55,000 people of different races, ethnicities, genders, backgrounds, religions, sexual orientations, abilities and beliefs, so building an ethos of inclusive leadership is essential to our success. Powered by our Purpose, to build trust and solve important problems, we commit to continue building a culture of belonging where our people have equitable experiences and opportunities to thrive.”
From The Company
PwC is invested in creating equitable access to jobs and economic advancement. In 2021, the firm committed $125 million via Access Your Potential to support a more equitable future for 25,000 Black and Latinx college students through digital and career readiness training, mentorship and pathways to launch their careers.
In their first-ever Diversity and Inclusion Transparency Report, PwC outlined an intent to build a workforce in the U.S. that better reflects the diverse makeup of higher education enrollment and put forward specific aspirations around recruitment, retention and advancement. By putting even greater focus on equality and KPIs, they are driving progress through transparency.
PwC cofounded and launched CEO Action for Diversity & Inclusion™ in 2017 — the largest CEO-driven business commitment to advance diversity and inclusion within the workplace — with nearly 2,000 signatories. In 2020, PwC cofounded and launched CEO Action for Racial Equity, a fellowship dedicated to advancing racial equity for the Black community through public policy.
PwC recognizes the impact that the pandemic has had on the health and well-being of its people, and to keep pace with their needs during this time, expanded benefits and continued to offer competitive compensation — from increasing mental health resources and doubling down on flexibility to introducing midyear pay raises and extended leave options.