Flexibility is not a one-size-fits-all concept
25 Apr 2018
Over the course of my career, being able to work in an agile way has been really important to me. Now that my children are teenagers, the challenges are different from when they were little – though I do continue to work from home one day a week and flex my time to extend holidays when needed.
It is for this very reason, that I am proud that PwC is supporting the Hire Me My Way campaign – as I believe everyone should have some control over how, where and when they work. PwC welcomes conversations about flexible working as part of the recruitment process.
At PwC, we believe working flexibly can have a positive impact on people’s resilience, engagement and performance in the work they do. Flexibility is not a one-size-fits-all concept. We encourage people to define it for themselves by creating an environment that aims to accommodate their lives inside, and outside of work.
Our flexible working policy is open to all our people, and all grades. We support requests to vary working hours, or working days. Applications are agreed if the arrangements requested are compatible with the needs of the business. Once agreed, the flexible working arrangement is then reviewed regularly to make sure it continues to meet both the individual’s needs and those of our business.
Of course, there are a variety of formalised flexible working arrangements that work for our people – from working a reduced number of days per week through to job-sharing.
When it comes to shared parental leave, we offer enhanced shared parental leave and pay arrangements to qualifying employees. Shared parental leave provides an opportunity to both parents to share the caring responsibilities for their child. Subject to a new mother taking two weeks’ compulsory recovery time following a birth, the remaining 50 weeks of leave, and 37 weeks of statutory pay, may be split between the mother and her partner.
But of course, working flexibly is not only a formal arrangement. There are also more informal flexible ways of working too. And there are some great examples of this across our firm, for example, our Tax business, is encouraging more agile ways of working across all teams and grades, such as, starting an hour earlier than usual if people have something going on one evening which they need to get away a bit earlier for; or starting work a bit earlier and leaving a little later so people can take a longer lunch or get to the gym. It is still important that mutual agreement is sought to avoid any impact on client delivery.
A ‘Smarter Working’ initiative has also been launched by our Forensics business unit. This encourages everyone to find the right balance between how, when and where they work, changing attitudes about work from being ‘somewhere we go’, to being ‘something we do’.
Our Flexible Talent Network programme is another way we support flexible working. It provides a great way for people to work for part of the year, and use the rest of the year for other things that matter to them. Maybe they have a start-up business that only takes up some of their time, or perhaps they volunteer and want to get paid work around volunteering? There are all sorts of reasons why a regular working pattern may not be right for people. Everyone’s lives are different.
If you want to discuss flexible working as part of your application to PwC, please speak to our recruiters.
Gaenor Bagley is Head of Purpose at PwC.