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Kevin aims to create a culture where everyone feels empowered to be the best they can be, whatever their background and however they identify. This is why PwC has voluntarily published their ethnicity pay gap for the past two years in their digital annual report, alongside a clear action plan to drive diversity and inclusion. PwC have invested in creating progression coaches to provide career advice and advocacy specifically aimed at high-potential ethnic minority and female directors. The programme is designed to directly improve gender and ethnicity pay gaps by ensuring PwC has a strong pipeline of senior people to fill these roles in the coming years. Kevin has also changed PwC’s partner income allocation process to ensure those leaders within PwC who are making a positive contribution to gender and ethnicity targets are recognised and rewarded. This is helping to drive accountability for diversity and inclusion among each of the firm’s leaders who all have a role to play in setting the right tone from the top. With Kevin’s guidance, PwC has recently joined forces with UKBlackTech to encourage greater diversity in the technology sector and to inspire more young people from a range of backgrounds to pursue careers in technology. Passionate about social mobility and ethnic diversity, Kevin championed PwC’s investment in Bradford as a way of enacting change in an area identified by the government as an opportunity area. Kevin also mentors ethnic minority future leaders from other PwC network firms and is the long-term sponsor of PwC’s GLEE (gays, lesbians and everyone else) network, which has grown to over 900 members.

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