Following the tragic events surrounding George Floyd’s death in America in 2020, PwC recognised the critical need to address systemic racism within its ranks and foster a more inclusive workplace environment. As an experienced trainer, HR subject matter expert and Culture Change specialist, Suzanne our founder led a series of anti-racism training sessions designed to increase self-awareness and understanding of hidden racism and its impacts across PwC, as well as increase appreciation for the impact diversity and inclusion have on productivity, culture and brand reputation.

The workshops provided a safe and supportive space for colleagues from black and ethnic minority backgrounds to share their real-life experiences, both within and outside of PwC, while colleagues from other ethnic backgrounds could share their own perspectives and learn topics such as micro-aggressions and how to become allies or advocates for under-represented groups. This facilitated open dialogue, empathy-building, and a deeper appreciation of the challenges faced by marginalised groups. Leaders within PwC were actively engaged, making commitments to take concrete actions towards creating an inclusive culture free from racism.

Programme Details

• The primary objectives of the workshops were:
  • Increase Self-Awareness: Educate employees about systemic racism and its impacts, especially among those who have not experienced it firsthand.
  • Create a Safe Space: Provide a platform for colleagues from Black and ethnic minority backgrounds to voice their experiences and perspectives within PwC, fostering understanding and empathy.
  • Leadership Commitments: Encourage leaders to commit to specific actions that promote inclusivity, diversity, and equity within PwC.
• Training session highlights
  • Open Dialogue: Facilitated discussions allowed participants to share personal stories and reflections on racism, promoting a deeper understanding of its prevalence and impact.
  • Empathy-Building Exercises: Activities aimed at cultivating empathy and understanding among employees, fostering a more supportive and inclusive workplace culture.
  • Leadership Commitments: PwC leaders pledged to implement tangible changes, such as revising policies, enhancing diversity initiatives, and supporting career development opportunities for underrepresented groups.

Impact

• The anti-racism and inclusion programme had a profound impact on PwC’s organisational culture:
  • Cultural Transformation: By addressing systemic racism head-on through these workshops, PwC reaffirmed its commitment to diversity, equity, and inclusion. The initiative strengthened internal cohesion and positioned PwC as a leader in fostering a workplace culture where everyone feels valued, respected, and empowered to thrive.
  • Increased Awareness: Employees reported increased awareness and sensitivity towards issues of racism and diversity, contributing to a more respectful and inclusive workplace environment.
  • Leadership Engagement: Leaders’ commitments resulted in actionable steps towards eliminating racial bias and promoting equity across all levels of the organisation. This role modelling was vital in creating the ripple effect needed across the organisation.
  • Employee Empowerment: Colleagues from Black and ethnic minority backgrounds felt empowered by the opportunity to speak up and were reassured by the commitment of leadership to drive meaningful change.