1.

The challenges might PwC face in adapting to a more diverse applicant pool of college
graduates are if the college graduates have lack in skills of the certain job, it might be a
problem to the company. Because the college graduates dont have any experience and they
do not expert to do their job, the company have to take more time to train them to make
sure they can do their jobs perfectly. Besides, they also have to face the employees that
have high expectations and demand. They are not satisfied with their income and career
status, and many feel that they deserve more considering their high level of education. On
the other hand, newer employees are less committed to staying with the same company,
whether they have a loyalty problem, see better opportunities elsewhere, or just get bored
with their jobs. They might find another job if they get bored.
2. Businesses often face the dilemma of retaining diverse employees once theyre trained.
PwC can Involve all staff to retain its diverse employees. Make sure that the commitment
to diverse employees involves every member of the business or organization, especially
those in top management positions. The point of having a diverse workforce is not simply to
have diverse skin colours in the building, but to take advantage of the presence of diverse
ideas. If employees are left to struggle with different ideas, with no support or involvement
by management in the incorporation of those ideas, the minority employee is going to feel
like an outsider and is never going to feel welcome or accepted. Besides, PwC also can
mentor people who are from different cultural or ethnic backgrounds or gender from you.
Help them in doing their job to make sure the companys position is good. Then, It will help
you become more comfortable with other people and will help your staff grow in their
careers.
3. The advantages and drawback PwCs mentoring program provides:
a) ADVANTAGES:
i) Diversity enhancement
Contributes most significantly to the retention of women and minority
employees.
Can drives their decision to remain with or leave their organization.
Help support, develop, and keep the talented employees from all backgrounds,
bolstering a creative knowledge-base, and establishing a competitive advantage
with increase diverse clientele.
ii) Develop Top Talent

Mentoring motivates and engages top-talent employees.

To most crucial employees at the PwCs organization provide the company with
the means to build the sustainable talent pipeline.
A targeted mentoring program enablesbto actively motivate and engage the
most promising people. This is an indispensible part of successful workplace
planning and succession planning strategy.

b) DRAWBACK:
i) Frustration

Mentor may feel that the mentee is not progressing quickly enough or doesnt seem
able or willing to follow her direction, leading to frustration.
The mentee may also become frustrated if she feels that she is not getting the
guidance she needs.
In either situation, it may be necessary for the mentee to find a new mentor if
practical before the situation erodes further.
ii) mismatched pair

If the mentor-mentee relationship is forced, such as when a supervisor assigns an

experience employee to tutor a new hire, it is possible he doesnt have the time to
fulfil the role while still carrying out his normal job duties.
The strained relationship can be counter productive and even make the mentee
feel he is not welcome addition to the company.