Diversity at Oliver Wyman Australia & New Zealand

Strong employee groups supporting women, LGBTQ+, and ethnic diversity at OW. Recent positive shifts around child care support. The lack of work life balance is a challenge in retention.

Dedicated employee groups and initiatives dedicated to developing all of the above with substantial involvement from senior leadership

Ongoing and genuine efforts to increase diversity, inclusion and policies such as paternity and maternity leave and flexible work initiatives.

A multitude of work, communications, events and social platforms present to support and maintain commitment to diversity.

It is a work in progress, but as it gets more senior you will notice it is not very diverse which affects how consultants feel about progression

Firm is quite diverse at the junior levels, but is seriously lacking at the top. Initiatives starting to take place to address this, but not ideal

Limited at the moment, the recruiting approach was heavily skewed towards applicants from high socio-economic backgrounds. This appears to be a goal for recruiting change, and there is a new scholarship.

There is probably room to improve in this space

Currently lacking in this space. Most people still come from select universities with little effort made to seek those from less privileged backgrounds