{ "media_type": "text", "post_content": "Diversity & Inclusiveness is hollow talk. If you are an Indian, Chinese or Black your chances of being a PP are pretty limited- ED is more feasible. Agree?", "post_id": "584c00d0a4dffe0016a53892", "reply_count": 26, "vote_count": 14, "bowl_id": "552d1d24dc1c586b09d2d051", "bowl_name": "Consulting", "feed_type": "crowd" }

Diversity & Inclusiveness is hollow talk. If you are an Indian, Chinese or Black your chances of being a PP are pretty limited- ED is more feasible. Agree?

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No.

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Top roles in a firm shouldn't be judged by race, color or gender, the best person on the job should get it. We are the future leaders, if we start thinking that particular group of ppl need to be represented by x% of leadership then we are making far more terrible judgement than the current ones. It may seem impossible, but remember you need to be change that you want to see in others.

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Yes

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yeah PwC leadership is largely a sea of whiteness. but, thats also the result of how the partners that brought them in (ie:our grandparents) thought. i do think its changing, a bit slowly for my taste--but surely.

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I don't see diversity in leadership at PwC that mirrors the diversity of the staff or society in general. I know of few women partners and not many black partners or even directors for that matter.

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For women, I think the travel demands of partners just create a smaller pool of candidates. Not really a PwC issue so much as a societal thing that women tend to do more of the child care than men (obviously not always, but it's not 50/50 yet and SAHDs are much more rare than SAHMs).

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its about equity not equality https://goo.gl/images/F1FceD

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P2 & 3 - not sure I agree, I know several women, Asian and black partners - across the network and in the US. There is a real push for inclusiveness and diversity which I find very different from the other members of the Big4.

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I am a PP of Asian origin and some of the discussions I hear don't point a fundamental shift in way of thinking. The thought process is bot being diverse and inclusive is bad for our brand, so what can we do to promote our brand as D&I - rather than a fundamental shift in thinking that everyone should have an equal opportunity.

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I am seeing new Indian partners here and there. Also our head of advisory is not white. But few women and minority partners overall.

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it would be interesting to see stats on partner diversity for the US. i personally know a few female and a few non-white partners, but its still not in the numbers i'd hope for in 2016.

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The main problem I see with some of the arguments before is that people are being impatient when it comes to equality. If you step back and think about it, it might take upto a generation for you notice a change, to P3's example above, what you have to focus on is a whether the processes put in place work as they are intended to. We can't see a sudden change in mix of partners if the firm has been predominantly homogeneous. That would either require hiring an equal number of partners as the homogenous group (double in size) or fire and replace half. Neither of the above are practical.

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C1, i agree that the best people need to be at the top, the problem with just stopping there is that with issues like implicit racism and implicit sexism the people making the decisions one who is "best" may be unconsciously biased against talent that isnt like them (ie: straight, white, and male). we need to strive for diversity at the top. period.

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@pwc3 what I take from your argument is straight white men leaders 'might' be incapable of making diverse decisions but leaders from other diversity always make diverse decisions... You are saying exactly what you are accusing current leadership of their wrong doing. We are definitely part of a huge change, and as part of this change either you or me could be a leader of tomorrow and we need to train ourselves not to look at race/color/gender. We need diverse workplaces but don't make it diverse based on percentage and ratio.

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Lol @C1. I didn't get that from what @P3 said. But let's be honest, there's been one norm in leadership (not just at this firm) and that has NOT evolved to the degree needed over the last century. So it's reasonable to be skeptical that some of those leaders care to make the change now. ITS NOT EVERYONE but there are some who don't push for a fair environment. Yes there should be a fair spread of diverse leaders to represent the broader group. You can have minorities and find "the best" for roles. But ALL should be included in that consideration.

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@P3 I agree that we see ruminants of the older way but I don't see many minorities promoted to director. It's going to take that to improve future diversity at the Partner level. Hopefully you're right though.

@P4 Glad you know of a few but if diversity doesn't even reach 30-40% of the Partners firm wide (even just in the US), then it's not inclusive enough. I am aware a some black and Indian partners but only a handful. At this point, I'm hoping to see more diversity promotions to manager and director. That's the pool of future partners.

@P2 - agree, comes from the bottom up given our pyramid structure, that said, I am aware of more than a handful, not arguing the broader scale that's needed, but not sure that the situation is as dire as its being made out to be... anyway, that's my $0.02, I obviously have only my narrow slice of information that feeds my overall view, but where I sit, future looks positive 👍🏽

*on who is best

First generation Indian - seems to mostly end up as ED

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