Show recruiters you know your stuff: PwC and the gender pay gap
If the first stage of your application to PwC is successful you can expect to be invited to up to two interviews during the selection process. At each, recruiters will try to ascertain how much research you’ve done on the firm as a measure of your interest in the job. The kinds of questions you choose to ask your interviewers, when prompted, and how you answer questions such as ‘Why have you chosen to apply to PwC?’ will reveal whether or not you’ve actually taken the time to find out what distinguishes the firm from its competitors. You need to be able to demonstrate that you have a clear interest in and enthusiasm for both the business world and PwC.
PwC recruiters will ask you to come prepared to talk about a business issue that interests you, so you should think in advance of a few topics and examples to use, even if you don’t know the exact questions you’ll be asked. If, for example, one of your reasons for wanting to join PwC is that you admire its commitment to diversity, the topic of PwC and the gender pay gap could be a good choice.
PwC and gender equality
The gender wage gap is narrowing in the UK, but it has not disappeared: men still earn 17.5 per cent more than women on average per hour. MPs voted in December 2014 to implement Section 78 of the Equality Act (2010), which would force large companies to publish details of any pay gap between male and female staff. PwC was unusual in that it was one of only a few companies that already reported their gender pay gap analysis. Sarah Churchman, head of diversity at PwC, explained why the firm was and is happy to be so open: ‘Businesses can only tackle pay inequality if they understand what is happening in their business in the first place.’ Ian Powell, chairman and senior partner at PwC, agrees: ‘Undertaking an annual equal pay review is now part of our diversity strategy to make sure opportunities are equal for all, irrespective of gender.’ He adds, ‘A sizeable part of the pay gap is often the result of not having enough women in senior positions, so businesses should also be tackling this cause.’
Make sure you keep yourself informed about further developments – be able to talk about the progress of the Bill. One caveat: this is not the time to talk about your own salary expectations. That’s better left to the offer stage.