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Regardless of the role in question, no lists of candidates for jobs at the professional services firm can be male-only, the company announced on 5 June. PwC is the first of the so-called Big Four professional services firms to adopt such a measure. The company’s aim is to boost female presence in key roles, having recently revealed a gender pay gap that is larger than its competitors.At PwC men are paid 43.8% more than women on average, which compares to pay gaps at Deloitte, EY and KPMG of 43.2%, 38.1% and 42% respectively. PwC also plans to ensure diversity in the first stages of recruitment and to take a greater interest in the career development of employees, offering access to ‘progression coaches’ if necessary. PwC's chief people officer Laura Hinton says: “We're also going one step further and setting ourselves a 50/50 shortlist target for all direct recruitment activity. This is part of our wider action plan to promote diversity and inclusion in all forms, including gender, ethnicity and social mobility.” According to observers, other such firms are likely to adopt similar measures.
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