- Customer Stories
- Sep 13
PwC Australia: tapping into a diverse talent pool for the workforce of tomorrow
Learn how PwC Australia sources, evaluates, and matches mature age talent to meet business needs in a fast, consistent, and reliable way.As one of the nation’s leading companies and employers, PwC Australia knows the value of diversity and inclusion – more engagement, less attrition, new sources of ideas, knowledge, and ways of working. PwC Australia is now going beyond traditional diversity recruiting with a fresh and innovative approach to tap into new pools of hidden talent, strengthen internal culture and provide clients with the best service.
Australian Bureau of Statistics (ABS) data show more than 600,000 mature age (45+) Australians are seeking meaningful employment, and demographics suggest this will only increase as more people stay healthy and remain active in their mature years. Research also shows that a seven per cent increase in mature age labour force participation could deliver a $25 billion increase in GDP by 2022.*
“The big thing Maturious has done is to get us thinking differently about what skills we actually need”.
With the average age of a PwC Australia employee around 27 years old, according to PwC Partner Ewan Barron, the company saw clearly the challenge and the opportunity of hiring for generational diversity:
“We’ve recruited essentially the same way for decades. The challenge is that the average time a graduate stays with us is not that long. We knew there must be a population of people who had the right skills, but it meant the business had to think differently and bring people on board who they might not have considered in the past.”
PwC Australia wanted a solution to complement their existing talent sourcing model, identify skills they needed to support future business growth and quickly find the right people, with the right skills, at the right time.
PwC turned to Maturious – a bias-f ree, 360° capability profiling and talent matching platform that helps employers’ source, match and hire capable and qualified mature age talent.Maturious worked closely with the PwC Leadership Team to build a shared understanding of the workforce problem and show how the whole team could contribute to the solution.
A 1.5-hour design sprint identified and prioritised business challenges, workforce opportunities and stakeholders, a shared long-term goal with barriers to overcome, and a framework for the implementation of a workplace pilot.“Whenever you bring something new there are always people who embrace change and others that don’t. The key is to really listen and ask questions to truly understand the concerns,” says Barron.
“The big thing Maturious has done is to get us thinking differently about what skills we actually need. “They’ve been really quick to establish trust and transparency and engagement about the framework and there’s a lot of confidence it will work for our business,” he says.
Using the outcomes of the design sprint to inform capability mapping and planning for mature age pilots in specific teams, PwC Australia was able to identify the key capabilities and actions they needed to take to diversify and broaden their resources and talent pool to underpin their business growth.
Eleven highly experienced mature age people are now thriving in their roles as part of the PwC Australia workforce as a result of the company’s partnership with Maturious.
“People look to firms like ours, around what we’re doing on different issues, I think once it starts to get out that we are doing this, people will realise it’s a good conversation for us to be having,” says Barron.
"Maturious really helped us identify what was important and open our eyes to the fact that people from different industries and different occupations could actually be very successful in roles with PwC”.