Pwc Company Case Summary

MGS 2030 W5 Group Assignment
Group members: Anthea Evelyn Gloria Lyndon Sherry
Wu yu
Shi yijun
He lingtian
Fu shiyi
Zhang jianing

Group Analysis(PwC)
The purpose of this case analysis is going to discuss the PwC company case in how diversity influence PwC. In presenting our discussions, we will follow three steps: importance, methods and challenges.
PwC is a successful service company and its key to success is their diversity management. PwC start their diversity management at the top and their top team members are from different countries. Then they appoint chief diversity officer and rotate this position every 2 years. Moreover, they use diverse talent employees and perform mentoring program. These measures help PwC develop
PwC’s “rotating” chief diversity officer (CDO) is one of unusual and useful approaches in their diversity management. By definition, the chief diversity officer is “an organization’s executive level diversity and inclusion strategist”. In particular, in PwC, partners are rotated in and out of the role every two years. Hence, what advantages and drawbacks do they have in such an arrangement?
As we mentioned before, because of globalization and other factors, PwC hire people from different countries. Therefore, their workers and managers will have variety of perspectives when facing one problem. Chief diversity officers, as managers in an organization, have responsibilities to direct the activities of others. On account of age, gender, race and ethnicity, religion, GLBT, ability and disability, CDO is supposed to be thoughtful and take many factors into consideration. PwC’s “rotating” CDO is unusual because it creates an opportunity for managers to solve problems from different points of view, and make this position more credibility, importantly, and accountability. CDO is also helpful to deal with the relationships between different employees. They will understand each other, and respect each other behaviors towards things. What’s more, it helped a lot when creating organization’s
Mentoring program is one of the methods the PWC adopts to have the diversity management. Mentoring program is a method, in which the senior employee sponsors and supports the less-experienced employee. However, this mentoring program may cause both advantages and drawbacks on the less-experienced employee, the senior employee and the whole company.
There are many benefits the less-experienced employees can get from this mentoring program. Firstly, they can establish the specific career plannings. Instead of only telling the less-experienced workers how to do the specific work well, the senior employees also share their experiences with them. Such valued experience can show less-experienced workers the career development of the senior workers. The less-experienced employees can learn a lot from the career development.Secondly, the less-experienced workers can realize the organization’s culture deeply and entirely while communicating with the senior employees. In order to adjust themselves to fit the work, knowing the company’s culture is the most essential thing they should do. While interacting with the senior employees, the less-experiences workers can contact culture through both their words and