WEF Metrics and Disclosures

Pillar

Theme

Metric and Disclosure

URLs

Comments

Principles of 

Governance

Governing Purpose

Setting purpose

The company’s stated purpose, as the expression of the means by which a business proposes solutions to economic, environmental and social issues. Corporate purpose should create value for all

stakeholders, including shareholders.

Why we Exist

Our Purpose and Values are the foundation of our success. We exist to build trust and solve important problems, and our values help us deliver on that Purpose.

Quality of governing body

Governance body composition

Composition of the highest governance body and its committees by: competencies relating to economic, environmental and social topics; executive or non- executive; independence; tenure on the governance

body; number of each individual’s other significant positions and commitments, and the nature of the commitments; gender; membership of under- represented social groups; stakeholder representation.

Governance

Stakeholder engagement

Material issues impacting stakeholders

A list of the topics that are material to key stakeholders and the company, how the topics were identified and how the stakeholders were engaged.

Our Corporate Responsibility and Sustainability Journey

In 2016, we identified 15 sustainability topics material for PwC Luxembourg, 7 of which are of priority. We use these 7 topics to share where we, as PwC can and should make a difference for all our stakeholders and how we measure success as a result, both financial and non- financial.

Ethical Behaviour

Anti-corruption

1. Total percentage of governance body members, employees and business

partners who have received training on the organisation’s anti-corruption policies and procedures, broken down by region. a) Total number and

nature of incidents of corruption confirmed during the current year, but related to previous years; and b) Total number and nature of incidents

of corruption confirmed during the current year, related to this year.

2. Discussion of initiatives and stakeholder engagement to improve the broader operating environment and culture, in order to combat corruption.

Independence and Conflict of Interest

Ethical Behaviour

Protected ethics advice and reporting mechanisms

A description of internal and external mechanisms for:

1. Seeking advice about ethical and lawful behaviour and organisational integrity; and

2. Reporting concerns about unethical or unlawful behaviour and lack of organisational integrity.

Legitimacy and Ethics

Legitimacy and Ethics is one of our material sustainability topics. Ethical behaviour, values and purpose are fundamental for our business, and for the trust our clients, communities and people place in us. 

Risk and opportunity oversight

Integrating risk and opportunity into business process

Company risk factor and opportunity disclosures that clearly identify the principal material risks and opportunities facing the company specifically

(as opposed to generic sector risks), the company appetite in respect of these risks, how these risks and opportunities have moved over time and the response to those changes. These opportunities and risks should integrate material economic, environmental and social issues, including climate change and data stewardship.

Message from our CEO

Planet

Climate Change

Greenhouse gas (GHG) emissions

For all relevant greenhouse gases (e.g. carbon dioxide, methane, nitrous oxide, F-gases etc.), report in metric tonnes of carbon dioxide equivalent (tCO2e) GHG Protocol Scope 1 and Scope 2 emissions. Estimate and report material upstream and downstream (GHG Protocol Scope 3) emissions where appropriate.

Environmental Impact

‘Greenhouse Gas Emissions’ was a sustainability topic identified through our stakeholder engagement; and Environmental Impact is one of our core Corporate Responsibility Pillars. 70% of our GHG emissions come from our staff commuting from a neighbouring country on a daily basis. This is the priority for us for our journey to become net zero.

Climate Change

TCFD implementation

Fully implement the recommendations of the Task Force on Climate-related

Financial Disclosures (TCFD). If necessary, disclose a timeline of at most three years for full implementation.Disclose whether you have set, or have

committed to set GHG emissions targets that are in line with the goals of the Paris Agreement – to limit global warming to well below 2°C above pre industrial levels and pursue efforts to limit warming to 1.5°C – and to achieve net-zero emissions before 2050.

Omission

While we have a team working on TCFD implementation for our clients, we have not yet started to process within our own firm.

Nature Loss

Land use and ecological sensitivity

Report the number and area (in hectares) of sites owned, leased or managed in or adjacent to protected areas and/or key biodiversity areas

(KBA).

Omission 

This disclosure is not relevant for us because the sites we own are not located in or adjacent to protected areas and/or key biodiversity areas. 

Freshwater Availability

Water consumption and withdrawal in water-stressed areas

Report for operations where material: megalitres of water withdrawn, megalitres of water consumed and the percentage of each in regions with high or extremely high baseline water stress, according to WRI Aqueduct water risk atlas tool. Estimate and report the same information for the full value chain (upstream and downstream) where appropriate.

Omission

This disclosure is not relevant for us because we are not located in a water-stressed area.

People

Dignity and Equality

Diversity and inclusion (%)

Percentage of employees per employee category, by age group, gender and other indicators of diversity (e.g. ethnicity)

People Statistics

It is a GRI disclosure to provide information on the scale of your organisation, which is why we include this information. 

Dignity and Equality

Pay equality (%)

Ratio of the basic salary and remuneration for each employee category by

significant locations of operation for priority areas of equality: women to men,

minor to major ethnic groups, and other relevant equality areas.

Diversity and Inclusion

Diversity and Inclusion is one of our four Corporate Responsibility pillars, and pay equality is a material topic within this field. 

Dignity and Equality

Wage level (%)

Ratios of standard entry level wage by gender compared to local minimum wage. Ratio of the annual total compensation of the CEO to the median of

the annual total compensation of all its employees, except the CEO

Omission

PwC Luxembourg is in compliance with the minimum social wage in Luxembourg. Therefore, this metric is not material for us.

Dignity and Equality

Risk for incidents of child, forced or compulsory labour

An explanation of the operations and suppliers considered to have significant

risk for incidents of child labour, forced or compulsory labour. Such risks could emerge in relation to: a) type of operation (such as manufacturing plant) and type of supplier; and b) countries or geographic areas with operations and suppliers considered at risk.

Health and Wellbeing

Health and safety (%)

The number and rate of fatalities as a result of work-related injury;

high-consequence work-related injuries (excluding fatalities); recordable work-related injuries; main types of work-related injury; and the number of

hours worked. An explanation of how the organisation facilitates workers’ access to non- occupational medical and healthcare services, and the scope of access provided for employees and workers.

Health and Wellbeing

Health and Wellbeing is one of our material sustainability topics.

We track statistics on Occupational Health and Safety injuries, but our priority focus remains to achieve our zero burnout target. This ensures that our staff are healthy (physically and mentally) and in a healthy work environment.

Skills for the Future

Training provided (#, $)

Average hours of training per person that the organisation’s employees have undertaken during the reporting period, by gender and employee category

(total number of hours of training provided to employees divided by the number

of employees). Average training and development expenditure per full time

employee (total cost of training provided to employees divided by the number of employees).

Continuous Learning

Continuous Learning is one of our material sustainability topics. It is the basis of solving important problems for our clients, it allows us to create shared value in society.

While we disclose statistics on training provided, we do not categorise it by gender; nor do we provide expenditure costs.

Prosperity

Employment and wealth generation

Absolute number and rate of employment

1. Total number and rate of new employee hires during the reporting period, by age group, gender, other indicators of diversity and region.

2. Total number and rate of employee turnover during the reporting period, by age group, gender, other indicators of diversity and region.

People Statistics

Employee Journey

Employee Journey is one of our material sustainability topics.

We use factors such as “Attractiveness” and “Retention” to identify 1) how we stand on the market in comparison to our competitors and what we can offer; and 2) the level of employee “care” we provide and the beneficial experience they gain with us.

Employment and wealth generation

Economic contribution

1. Direct economic value generated and distributed (EVG&D), on an accruals basis, covering the basic components for the organisation’s global operations,

ideally split out by:

– Revenues

– Operating costs

– Employee wages and benefits

– Payments to providers of capital

– Payments to government

– Community investment

2. Financial assistance received from the government: total monetary value of

financial assistance received by the organisation from any government during the reporting period.

Community Engagement

Financial information we disclose includes: Turnover, Net Revenues, Percentage of Turnover Per Line of Service, Growth Per Line of Service, Percentage of Turnover Per Industry, and Total Capitalisation.

We also disclose yearly philanthropic contributions that we raised for local initiatives.

We do not disclose information on operating costs, employee wages and benefits, payments to providers of capital and payments to the government, due to confidentiality reasons.

Employment and Wealth Generation

Financial investment contribution

1. Total capital expenditures (CapEx) minus depreciation, supported by narrative to describe the company’s investment strategy.

2. Share buybacks plus dividend payments, supported by narrative to describe the company’s strategy for returns of capital to shareholders.

Omission

We do not disclose this information due to confidentiality reasons.

Innovation of better products

and services

Total R&D expenses ($)

Total costs related to research and development.

Community and social vitality

Total tax paid

The total global tax borne by the company, including corporate income taxes, property taxes, non-creditable VAT and other sales taxes, employer-paid payroll taxes, and other taxes that constitute costs to the company, by category of taxes.

Pillar

Theme

Metric and Disclosure

URLs

Comments

Principles of Governance

Quality of Governing Body

Remuneration 

1. How performance criteria in the remuneration policies relate to the highest governance body’s and senior executives’ objectives for economic, environmental and social topics, as connected to the company’s stated purpose, strategy and long-term value. 2. Remuneration policies for the highest governance body and senior executives for the following types of remuneration: – Fixed pay and variable pay, including performance-based pay, equity-based pay, bonuses and deferred or vested shares – Sign-on bonuses or recruitment incentive payments – Termination payments – Clawbacks – Retirement benefits, including the difference between benefit schemes and contribution rates for the highest governance body, senior executives and all other employees.

Process for determining remuneration

It is a GRI requirement to disclose information on the process for determining remuneration. Therefore, we aim to be transparent on this point. 

Planet

Air Pollution

Air pollution 

Report wherever material along the value chain: nitrogen oxides (NOx), sulphur oxides (SOx), particulate matter and other significant air emissions. Wherever possible estimate the proportion of specified emissions that occur in or adjacent to urban/densely populated areas.

Environmental Impact

Environmental Impact is one of our core Corporate Responsibility Pillars. 

Our main carbon emissions, polluting the air come from our daily commuters travelling from neighbouring countries (70% of GHG emissions) and business flights. We tackle this on our way to becoming net zero.

Solid Waste

Single-use plastics

Report wherever material along the value chain: estimated metric tonnes of single-use plastic consumed. Disclose the most significant applications of single-use plastic identified, the quantification approach used and the definition of single-use plastic adopted.

Environmental Impact

Environmental Impact is one of our core Corporate Responsibility Pillars. 

We are part of the IMS (Inspiring More Sustainability) Zero Single-Use Plastic manifesto to eliminate all single use plastics within our premises.

Solid Waste

Impact of solid waste disposal

Report wherever material along the value chain, the valued societal impact of solid waste disposal, including plastics and other waste streams.

Environmental Impact is one of our core Corporate Responsibility Pillars.

We are aware of the environmental and societal impact of our waste, and therefore eliminate where possible and report on our progress.

People

Dignity and Equality

Pay gap (%, #) 

1. Mean pay gap of basic salary and remuneration of full-time relevant employees based on gender (women to men) and indicators of diversity (e.g. BAME to non-BAME) at a company level or by significant location of operation. 

2. Ratio of the annual total compensation for the organization’s highest-paid individual in each country of significant operations to the median annual total compensation for all employees (excluding the highest-paid individual) in the same country.

Diversity and Inclusion

Diversity and Inclusion is one of our four Corporate Responsibility pillars. 

It has been our aim to reduce and eliminate a pay gap between our male and female staff. Every year we further reduce the gap. 

We do not disclose the comparison of the highest-paid individual vs the median annual total due to confidentiality reasons.

Health and Wellbeing

Employee well-being (#, %) 

1. The number of fatalities as a result of work-related ill-health, recordable work-related ill-health injuries, and the main types of work-related ill-health for all employees and workers. 2. a) Percentage of employees participating in “best practice” health and well-being programmes, and b) Absentee rate (AR) of all employees.

Health and Wellbeing

Health and Wellbeing is one of our priority sustainability topics.

Throughout our journey to achieve our zero burnout target, we have various practices and programs in place to minimise the number of burnouts each year and to ensure our staff have the best possible health.