At PwC, our purpose is to build trust in society and solve important problems. We’re a network of firms in 157 countries with more than 223,000 people who are committed to delivering quality in assurance, advisory and tax services. Find out more and tell us what matters to you by visiting us at www.pwc.com. PwC refers to the PwC network and/or one or more of its member firms, each of which is a separate legal entity. Please see www.pwc.com/structure for further details.
The Shift helps members to make use of the global framework of the UN Sustainable Development Goals to map their societal ambitions.
13. Climate action
By signing the COP21 engagement letter, we commit to take voluntary action to reduce environmental and carbon footprints. We implement this by setting targets to reduce our current own GHG emissions and/or energy consumption, while also collaborating in supply chains and at sectorial levels. We agree on the need for inspirational and meaningful global action and aligned messaging. We will act as ambassadors for climate action, focusing on solutions and economic opportunities. We will help raise public awareness. We will actively manage climate risks and incorporate them in decision making — not least to realize growth opportunities. We will take steps to implement effective strategies to strengthen not only our companies’ but also societal resilience.
8. Decent work and economic growth
At PwC we consider innovation as a central driver of enhanced economic productivity. That’s why we commit to achieving higher levels of economic productivity through diversification, technological upgrading and innovation, including a focus on high value-added and labour-intensive sectors. Innovation also goes hand in hand with increasing resource efficiency in both production and consumption, thus making it possible to decouple economic growth from environmental degradation. In terms of our own organisation, advances in technology are an important aspect of innovation in the workplace. We will maintain a permanent focus on innovation as a means to continuously improve our working methods. Ways of working that include videoconferencing, teleworking and other collaborative platforms all contribute to reducing our carbon footprint thanks to less travel, helping to free up productive time that would otherwise be spent in traffic, and using less paper, for example. In addition, all these things create a more comfortable, interactive and dynamic working environment.
4. Quality education
At PwC, we recognise the importance of continuous learning to help us move forward with our professional careers. That’s why we offer a wide range of skills training to meet the exact needs of our employees in each line of service, at every stage of their career. Because we understand one size doesn’t necessarily fit all, our training and development efforts are evolving toward more customised offerings that will allow employees to opt for the modules which will help them progress more effectively in their chosen field of expertise. We currently take advantage of emerging technologies, enabling us to move away from mainly classroom-based training to digital learning: virtual classrooms that can be recorded, video for learning, e-learning and mobile learning, all of which enable people to acquire new skills while on the move. We will continue to look for ways to improve both content and delivery of our skills curriculum. Much of our professional activity involves using the skills we have acquired to help improve organisations in many different ways. An important part of our business is transferring knowledge and capabilities into our client’s organisations, to create sustainable improvement. In addition, it’s not uncommon for people to explore horizons beyond PwC and transition into a client’s organisation in a new role. In this way, our support of continuous development and learning contributes to deepening the talent pool as a whole over time. Another aspect our commitment to supporting education is our sponsorship of various academic institutions and activities, whereby PwC helps finance research positions and projects. Numerous PwC people also use their expertise to lecture and teach courses in academic institutions, further contributing to higher education in our society.
5. Gender equality
Our aim is to create an inclusive workplace which embraces the diversity of our people and supports them in achieving their personal and professional goals while enhancing business performance. We believe this is a key success factor in our ability to attract and retain talented individuals. Diversity – and gender diversity in particular – is high on the senior management agenda, and will continue to be a priority in future. Currently we address the topic in a number of ways. Each year we map and monitor the rating distribution between men and women with regards evaluations, hires and promotions – so-called “parity checks”. We aim to create awareness of unconscious biases and their potential impact in the workplace, and will do so by way of various training and awareness programmes. We will continue to run initiatives aimed at driving individual action and widespread cultural change as regards diversity through education and communication. We strive to create opportunities for dialogue among students, clients and PwC staff about women and leadership. It is our goal to promote increased presence of women at board level, such that diversity in leadership roles is also encouraged not just within PwC but in the broader business community – for example, by way of our sponsorship of European Women on Boards (EWoB). We will continue our efforts in this area for the benefit of both our own organisation and the community at large, contributing to the creation of a truly diverse and inclusive working environment.