inclusion across industries. As part of this, Bob ourselves to ensure our people represent the diversity their approach to pay equity, including Australia, the Moritz, our Global Chairman, has appointed Leandro of our clients and society, and foster inclusion so all US, the Netherlands, and the UK. Our Switzerland Camilo, a partner in PwC Brazil and the local Inclusion our people can thrive. and Netherlands ifrms have obtained the EQUAL- and Diversity head, as Global Disability Leader to help SALARY certiifcation after having been audited by an drive accelerated change across our network. Beyond Ensuring fairness in pay independent third party. this, local support was pledged by other member At PwC, we believe in paying people equitably, ifrms, including Australia, Chile, France, Italy, the irrespective of their race, gender or age. All of our This year, for the ifrst time, we have published a Netherlands and the UK. member ifrms have processes and controls in place global gender pay gap as measured using the World to comply with all applicable local wage laws. PwC Economic Forum deifnition as the ratio of the average We are committed to reimagining accessible member ifrms also regularly conduct comprehensive woman’s pay to the average man’s pay at each employment and helping to build accessible and reviews of compensation data to understand staff level. The calculation is based on the weighted inclusive workplaces. One great example of this is differences among staff. Some member ifrms may average of gender pay gaps at each staff level in our the PwC Australia Ability@PwC employee network, choose to add additional types of pay equity reviews, 21 largest territories. where people from across the ifrm volunteer their such as compensation differences among partners, time to help break down the stigma that people with or an analysis along racial/ethnic lines. Several of The gender pay gap at each level is largely driven disability can all too often face in the workplace, our member ifrms make public disclosures detailing by there being a greater proportion of men in the by delivering disability conifdence training ifrm- wide. This helps to raise the visibility of people with disabilities, and celebrate role models across the Gender Pay Gap ifrm. Another example is the Inclusion and Mentoring Programme for people with disabilities that our Brazil ifrm launched in 2021. The programme aims to Grouped Ratio of basic Ratio of basic eliminate barriers and implement tools to improve the Management salary: Female salary and bonus: Level to Male % Female to Male % experience and enhance the career of our people with disabilities through internal process improvements, Associates 95.7% 95.4% soft and hard skills development, and one-to-one Managers 94.9% 94.0% mentoring sessions with PwC Brazil partners. Directors 92.0% 91.4% While many of our people feel proud of our efforts to foster an inclusive and diverse culture, we must not be complacent. We will continue to challenge