Adjustments to the recruitment process

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We celebrate talent from all backgrounds at PwC. We recognise the talent that disabled and neurodivergent people have, and the huge potential they have to succeed.

We’re working to make our workplace inclusive, and we welcome applications from people who identify as disabled, neurodivergent, or who live with other long-term conditions and impairments.

We recognise the talent that disabled and neurodiverse people have, and the huge potential they have to succeed. We’re working to make our workplace inclusive, and we welcome applications from people who identify as disabled, neurodivergent, or who live with other long-term conditions and impairments.

PwC is one of the UK’s leading employers and we’re committed to treating all our job applicants fairly and with respect, irrespective of your actual or assumed background, disability, neurodiversity or any other protected characteristic.

As a Disability Confident Employer, we’re not only committed to selecting our talent by recognising your strengths and abilities, but we also strive to lead by example to change people's attitudes towards disability. We’ve joined the Valuable 500 at a global level and we are also members of Business Disability Forum and Neurodiversity in Business. We work with these networks to improve our processes as well as influence the broader conversation in society.

Adjustments in recruitment
Workplace Support
Inclusive communities

Adjustments in recruitment

If you’re a person with a disability, if you’re neurodivergent, or if you have a condition that you believe may affect your performance during our selection process, we’ll be happy to make reasonable adjustments to our processes for you. You’ll have the opportunity to let us know about any adjustments you may need as you complete your application. We’ll continue this conversation if you join us as an employee, and we’ll work with you to make sure you have the adjustments you need to succeed in your role.

Here are some examples of adjustments we have made, to give you an idea of what is possible:

Extra time for online assessments.
Providing alternative accessible formats.
Providing some extra information about what to expect.
Hard copy accessible materials e.g. large print.
Office orientation before an in-person assessment.

For any queries relating to the adjustments process at PwC please contact us via our recruitment queries webpage.

Workplace Support

We know that people can have different needs in recruitment and in the workplace, so when you accept an offer of employment with us we’ll ask you to confirm any adjustments you need for the workplace (including any professional qualifications you may be taking).

We’ll discuss your adjustments with you before joining as far as possible and we’ll always fully collaborate with you on any support to be put into place.

We also have a central cross-team IT Workplace Adjustments group who can help get you the equipment you need to carry out your role successfully, such as ergonomic hardware or assistive software, and our on-site Tech Lounges offer demos of different products.

Some example of adjustments we’ve made for colleagues currently working at PwC are:

BSL interpreters
Priority desks in our flexible workspace environment
Providing a different type of phone or laptop
Ergonomic chairs
Adapted keyboards and mice
Speech-to-text and magnification software, such as Dragon, ZoomText and SuperNova
Adjusted responsibilities and workload

Inclusive communities

Our fourteen people networks share the aim of providing a sense of community, inspiring and supporting diverse talent and raising awareness of diversity within our firm and creating a genuinely inclusive culture at PwC.

DAWN, our Disability, AWareness Network, is for everyone, whether you're affected personally, support a colleague or relative, or are interested in learning more. The network includes colleagues who are disabled, neurodivergent and who have long-term health conditions, and they offer different ways to connect with peers and share experiences.

We want to use our position as a large employer to challenge perceptions on disability and neurodiversity. One way we are doing this is by collaborating with partners such as Auticon. You can find out more about our partnership with Auticon in our 2019 annual report. We voluntarily published our disability pay gap for the first time in our 2021 annual report and are taking actions to improve disability inclusion in our workplace.