PricewaterhouseCoopers (PWC) UK has reported a mean gender pay gap for staff, excluding partners, of 6%, a reduction from 8.2% in 2023.
The professional services firm has published its pay report for the financial year to 5 April 2024, and reports that its mean ethnicity pay gap has increased for PWC UK staff from 6.3% in 2023 to 8.9% in 2024.
The ethnicity pay gap is a measure of the percentage difference in the average hourly pay of white and ethnic minority employees working for PWC.
Its socio-economic background pay gap is a measure of the percentage difference in the average hourly pay of those from a lower socio-economic background based on parental occupation and those from a professional or intermediate socio-economic background based on parental occupation. PWC’s mean gap for staff is 8.6%, compared to 9% in 2023.
Its mean disability pay gap, which is a measure of the percentage difference in the average hourly pay of employees with disabilities and employees with no disabilities, is 13.3%, an increase from 11.5% in 2023.
The mean sexual orientation pay gap, which is a measure of the percentage difference in the average hourly pay of lesbian, gay or bi-sexual and straight or heterosexual staff members at PWC UK, is 10.3%, a slight fall from 10.6% in 2023.
PWC has reported its ethnicity, socio-economic background, disability and sexual orientation pay gaps, even though there is no regulatory or legal requirement to do so.
In its report, PWC stated: “Increasing representation of all minority groups at senior levels is key to closing all our pay gaps. That’s why our inclusion and diversity plan has a strong focus on the development, progression and retention of underrepresented groups, giving everyone the opportunity to reach their potential.”
