Written in collaboration with Mary Carey, a member of The Blog team.
Our five DEI employee networks, each built around key drivers for change, play a crucial role in creating a culture of belonging. With dedicated leaders, volunteers who wish to be allies, and a clear sense of purpose, these networks empower individuals, inspire collaboration, and ignite meaningful change across the firm. They also are important components of our business success.
In this blog, we explore the unique value, purpose, and initiatives of each group, highlighting the people and stories at the heart of our approach.
Oh, how we long for the day when there is no longer the need for specialised groups inside companies. But that day has not yet arrived. And no, this doesn’t mean we think DEI is a dirty word (a sentiment that has sadly gained popularity of late). Quite the opposite. Here at the blog, we believe the goal of DEI is to aim for the spot where everyone’s uniqueness in all its intersectionality meets in a welcoming space. Where everyone can be their authentic and true selves. Let’s call it the comfort zone.
We are using the occasion of welcoming Birgit Goldak, Partner, AML Services Leader, Member of the Supervisory Board at PwC Luxembourg, now our new Diversity, Equity, Inclusion and Well-Being Leader, to look at our DEI employee networks, built around five key drivers for change: gender, LGBT+, disability, multiculturalism, and generational collaboration. They play an essential role in advancing our DEI and wellbeing ambitions by fostering inclusion, raising awareness, and supporting our people throughout their journey at the firm.
As Birgit says, “Inclusion is a daily practice and a core value. Our five core networks allow voices to be heard, stories to be shared, and ideas to shape growth. These networks are more than social spaces; they drive impact.”
The business case for diversity, equity, and inclusion. Yes, it still exists
One of the pillars of our culture at PwC is that we walk the talk. We believe in what we commit to. We do what we say we will. So, we have not changed our minds when it comes to the value of diversity, equity and inclusion, and we still stand by the underlying business logic of it. (Check out our diversity in the workplace episode of PwC People Pulse).
Often the elements of DEI are viewed as a good to have or a moral responsibility, but as Forbes pointed out in an excellent article in 2023, “Forbes Business Development Council members share the reasons why diversity, equity and inclusion are essential to business development success and how promoting diversity can lead to a more innovative and productive workforce, help companies better understand and serve diverse customer bases and improve overall business performance.” The article goes on to list 15 proven reasons why DEI is an essential element for firms, including better customer engagement, attracting top talent and enhanced productivity. A very worthy read!
At PwC Luxembourg, the vision for Diversity, Equity, Inclusion, and Well-Being (DEI) has always centred on fostering an environment where everyone—regardless of background, identity, or experience—can feel genuinely welcome and supported. A vital part of this “inclusion first” journey is the role of our “employee Networks”, voluntary, employee-led communities that serve as the voice of our people, driving meaningful change across these key areas. Let’s get to know them.
Women and Men Network
Led by Alessandro Ingardi, Partner at PwC Luxembourg, Alternatives and Banking and Lauren Williams, PwC Managed Services Partner, PwC Luxembourg, the Women and Men Network is dedicated to nurturing a workplace where all individuals—regardless of gender—can lead, grow, and thrive. The network addresses gender dynamics, fosters connections and alliances, and champions opportunities for professional development. Its ambition is to align a committee of women and men who collaborate to promote gender balance, diversity and inclusion through a variety of firm activities, events, and external channels. This commitment not only enhances the PwC brand but also offers substantial growth and networking prospects for all employees.
Key focus areas include empowering women in finance and technology, which makes sense and is in line with our business strategy.
Lauren tells us that the network supports women to reach their full career potential and ensures female representation at all levels, particularly through its community of finance professionals, networking events, and mentorship programmes. In the realm of technology, the network encourages women’s leadership and confidence, creating opportunities for personal growth alongside exploration of emerging tech.
Allyship lies at the core of this network, aiming to cultivate a culture where gender equity is a shared responsibility. Members are encouraged to lead inclusively, challenge stereotypes, and drive sustainable change. The organisational structure encompasses monthly committee meetings, operational subnetwork discussions, ally contributions, and collaboration with other PwC offices.
The network has spearheaded a range of impactful events, including role model sessions, AI Journey events, a landmark gathering with 100 Women in Finance, WMN breakfasts, and business sponsorships. It has also established a mentoring programme with over 50 participants and celebrated Diversity Days and International Women’s Day. Looking ahead to next year, the strategy focuses on greater inclusion, supporting intersectionality, growth for the firm, and amplifying the network’s social media presence.
As Alessandro says, “Our Women and Men Network is about lifting each other up by creating opportunities, sharing stories, and building a workplace where everyone can lead, grow and thrive.The network is also a space for reflection on gender dynamics, connection and allyship, where we challenge stereotypes, support each other, and grow into more inclusive leaders.”
Ability Diversity Network
Franck Pansera, Audit Partner at PwC Luxembourg, leads the Ability Diversity Network, a group focused on representing colleagues with both visible and invisible disabilities, including neurodiversity. The network aims to foster a work environment that recognises different ways of thinking, moving, and being, and encourages all employees to contribute.
This voluntary network works to ensure people with disabilities feel supported, empowered, and able to thrive at work. Members champion awareness about disability and neurodiversity, cultivating a safe and inclusive workplace.
Recent efforts include improving processes for workplace adjustments, expanding digital accessibility, and organising events like Inclusion Week and Disability Day. Collaborations exist with organisations such as Atelier protégés, Handicap International, IMS, and the PwC Foundation helps broaden the impact, while communication has grown through updates, podcasts, and articles.
The Ability Diversity Network aligns with PwC’s global strategy, focusing on leadership, representation, awareness, support, data, and accessibility. As a signatory of the Diversity Charter Lëtzebuerg, PwC Luxembourg collaborates closely with IMS to advance inclusion for people with disabilities.
As Franck puts it, “This network champions the voices of our colleagues with visible and invisible disabilities, including neurodiversity. We have some work to do, but our goal is to create a culture where every way of thinking, moving and being is valued and empowered.”
Interested in this topic? Read more on our blog Creating inclusive and accessible work environments for neurodiversity
Generational Empathy Network
The Generational Empathy Network is known as SAGE—Seeking Age and Generational Empathy—and is led by Christelle Crépin ,Audit Partner at PwC, who says, “We honour the value each generation brings, proving that age is just a number when it comes to connection and collaboration. We celebrate the wisdom of experience and seniority, as well as the fresh perspectives of youth, bringing harmony between generations.” Hear hear, we say at the blog, since we are all ages and believe the mix of generations not only adds to the richness of our corporate culture, but also the value of our insights.
This network highlights the importance of valuing the contributions of every generation, celebrating both the wisdom gained from experience and the innovative thinking of younger colleagues. SAGE is committed to fostering harmony between generations, ensuring the voices of all age groups are heard and respected.
By providing a platform for intergenerational dialogue and collaboration, SAGE encourages knowledge sharing and mutual support. Events and initiatives are designed to bridge generational gaps, promote empathy, and challenge assumptions about age and seniority. The network aims to create a space where every employee, whatever their stage of life or career, feels their perspective is valued and their growth is supported.
SAGE’s efforts help sustain a workplace culture in which learning is a continuous journey, regardless of age. The network’s activities include celebrating milestones, organising roundtables and mentoring sessions that pair colleagues from different generations, and facilitating discussions on evolving workplace trends.
LGBTQ+ Shine Network
Oliver Weber, Tax Partner, Real Estate at PwC Luxembourg heads Shine, the LGBTQ+ employee network. By fostering a culture of acceptance and visibility, Shine ensures that diversity is celebrated and that all employees are empowered to reach their potential.
Oliver says that “Leading Shine is about contributing to an environment at PwC where everybody, including our LGBTQ colleagues, feel safe and proud to be truly themselves. Because by being our true selves, we all shine brighter and can make a real difference for us, for our colleagues, for PwC, and for our clients.”
Shine keeps the spirit of inclusion vibrant through a packed calendar of events that bring together LGBTQ+ employees, allies, and friends. From the legendary annual Shine BBQ, where good food and great company take centre stage, to monthly afterwork drinks at local venues and regular internal Shine lunches, the network creates space for connection, support, and celebration. Shine also takes part in wider community events like the Luxembourg Pride Run, where members proudly walk or run to support LGBTQ+ organisations like Rosa Lëtzebuerg and Centre Cigale. The network even hit the airwaves in March on ARA City Radio, with a dedicated “PwC People Pulse” radio episode exploring Shine’s role within the firm.
Shine also keeps its community informed and engaged by spotlighting key LGBTQ+ news and developments. It celebrated the expansion of adoption rights in Luxembourg and hosted “Walk the Talk: Family at Heart,” a powerful in-house event featuring EU Parliament Quaestor Marc Angel and discussions on rainbow families in the workplace. Shine helped mark International Women’s Day alongside AMCHAM and Baker McKenzie, highlighting the growing importance of pay transparency. And when Luxembourg slipped in the Rainbow Europe Index, Shine didn’t shy away, reporting the facts, flagging areas for progress, and reinforcing the importance of continued advocacy.
Multiculturalism Network
More than 160 nationalities live in the Grand Duchy of Luxembourg, a fact that influences all aspects of life in the country, so it only makes sense to celebrate this. It is one of our superpowers.
Led by Alix Altenor, Director at PwC Luxembourg, the Multiculturalism Network, Lëtz Embrace, celebrates the diversity of traditions, languages, and histories that enrich our workplace. With a community representing more than 90 nationalities, the network is committed to ensuring that all employees, regardless of cultural background, feel accepted and supported from their first day and throughout their journey at PwC Luxembourg
Lëtz Embrace seeks to promote cultural awareness and develop cross-cultural competencies at every level of the firm. Its primary goals include combating biases and prejudices and fostering collaboration between people of all backgrounds. The network has played a pivotal role in integrating cultural competency training into the firm’s soft skills programme, ensuring that employees can work effectively across cultures.
Recent highlights include the Traditional Cake Contest—held on 20 May with 15 participants and 18 bakers—where colleagues shared the culinary delights of their heritage. This is for sure one of our most popular days and the amount of work some of our colleagues put into it, along with the pride in their cooking, is absolutely joyous. For Diversity Days, the network set up a culture map, inviting employees to place pins that represented their origins. The Multiculturalism Quiz, delivered during Staff Day, added an element of learning and fun, while the network’s online community grew significantly, reflecting increased engagement across the firm.
Alix explains, “We celebrate the richness of traditions, languages and histories that define us and our workplace. With more than 90 nationalities in PwC Luxembourg, embracing cultural differences isn’t just important, it’s essential. Each of us carries multiple identities. We are not shaped by only one thing. We are shaped by a combination of things. Our gender, our ethnicity, our age. This is what we mean when we talk about intersectionality. Whether you’re a member, an ally, or a leader, there’s a place for you in this story.”
We found Alix’s words so fitting, we decided to use them for our conclusion. Because it is all about having a place, where you feel comfortable, in the bigger story. The comfort zone.
If you want to hear from many of the people in our networks, check out our PwC People Pulse segment on Ara City short engaging chats in a relaxed atmosphere.