With PwC’s Diversity Days taking place on 12 –13 May, aligning with *Diversity Day Lëtzebuerg 2026, it seems the perfect time to ask  Birgit Goldak, Partner and AML Services Leader, member of the Supervisory Board at PwC Luxembourg, and PwC Luxembourg’s Diversity, Equity, Inclusion & Wellbeing Leader, to offer her thoughts on the company’s position and strategy.

Birgit Goldack: While DEI & Wellbeing (Diversity, Equity, Inclusion & Wellbeing) initiatives face pressures of varying strength across the globe, it’s important to point out that at PwC Luxembourg, we have always seen diversity as one of our greatest strengths.  We currently bring together 3,600 people from 90 different countries, speaking multiple languages and contributing different perspectives. It has never been a trend. This is part of our DNA. This richness strengthens our teams, our decision making and the way we serve clients in a global and local context. Our diversity makes us more agile, more balanced, and more successful as a team.

What is interesting is how DEI & Wellbeing at PwC Luxembourg has expanded over time from a narrow lens into an integrated people strategy. How it goes beyond gender or single dimensions of inclusion and reflects the full diversity of who we are: cultures, nationalities, languages, generations, and more. We firmly believe wellbeing includes physical and mental wellbeing as well as psychological safety. Thus, we encourage openness, curiosity, and mutual respect, enabling people to bring their authentic selves to work while fostering one firm, one team.

DEI & W supports performance, innovation, and trust.

For us, embracing diversity and fostering inclusivity isn’t just the right thing to do, it’s key to driving innovation, solving complex challenges, and achieving long-term success. By prioritising DEI & W, which I am leading since July 2025, we aim to create a workplace where everyone can reach their full potential, delivering greater value to our clients and making a positive impact on society.

DEI & W is not a standalone initiative. This is a point we wish to emphasise. It’s embedded in our HR strategy. It’s integrated across the full employee lifecycle: attraction and recruitment, onboarding, talent development, performance management, leadership development, wellbeing, flexibility, and career progression.

Employee networks play an essential role in strengthening a sense of belonging.

Our employee networks create spaces where people can connect across backgrounds, share experiences, support one another’s development, and build awareness and allyship. These communities also provide opportunities to amplify diverse voices, foster learning, and contribute ideas that help shape a more inclusive workplace for everyone (see below for more details on our communities).

Finally, inclusion and allyship are about how we work, not just who we are. They are present in how we listen to one another, how we create space for different perspectives, and how we support each other’s growth. When inclusion becomes part of everyday workplace behaviour, it allows everyone to feel respected, confident, and able to contribute, no matter their role or background.

Although our DEI & W is woven into our people strategy every day, on 12 and 13 May, we celebrate it through our Diversity Days.

Each of our key pillars composed of “Wellbeing” and “Networks”  have a stand open during the day where we invite any staff members to come visit, to ask questions, to participate in a game to learn more, to share what’s in it for them, spread awareness and recruit for the initiatives.

The following areas are represented:

Wellbeing:

Be well, work well is a programme that aims to make people’s physical and mental wellbeing central to how we work.  Over the past years, we established sport sessions onsite, special offers with personal trainers, kine@work and opened a nap room, a mother’s room, and a quiet room for our employees and coaching. 

The "Back and Happy programme" promotes a supportive workplace culture, facilitating smooth reintegration for returning parents and accompanying unplanned long-term absence. It provides valuable resources, peer support, and fosters work-life balance, while raising awareness of organisational rights and responsibilities. With the right support, employees experience better overall health, enhanced morale, and lower levels of anxiety and stress.

Networks:

Women & Men: to create awareness on the importance of gender balance and allyship, to attract, retain and grow women into leadership positions.

Ability Diversity: to foster an environment where people with disabilities are included, empowered, and given access to the support and adjustments they need, and to raise awareness about disability and neurodiversity.

Embrace: to celebrate our cultural diversity and promote inclusion.

Shine: Our inclusive business network focused on the LGBTQ+ community and allies.

SAGE: fosters inter-generational collaboration, promotes a positive workplace for senior employees (people over 50), and nurtures a culture of knowledge sharing and mentoring.

This is a shared responsibility. DEI & W is not owned by a single team or group. It is everyone’s role, partners, leaders and employees alike, to contribute to a respectful, inclusive, and high performing workplace.”

 *Diversity Day Lëtzebuerg 2026 is scheduled for Wednesday, May 13, 2026, marking the 12th annual national day dedicated to promoting inclusion and diversity within workplaces and public organisations across the country. This also aligns with European Diversity Month. PwC Luxembourg is a signatory to the Diversity Charter.

Find out more about Diversity, Equity, Inclusion and Wellbeing at PwC Luxembourg.

Photo ©Olivier Toussaint