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April 15, 2019

How PwC is supporting equality at home

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Equality needs to start in the home, but this isn’t possible to achieve without being matched with professional support. It’s why at PwC we’ve implemented progressive policies that equally support all of our people. Through a flexible working culture we’re continually reimagining how we can enable women to progress in their chosen careers without any fear, concern or guilt over competing family or personal demands. 

Some of the ways we’re doing this is through an 18 week Parental Leave policy for mums, dads, foster carers and parents of stillbirth, which is includes superannuation contributions and has no minimum service requirements and supplying ongoing mentoring and coaching programs, as well as inclusive leadership training.  

Partner in Deals, Chelsie Harris, works part-time in our Sydney office and is an advocate for the importance of surrounding yourself with strong female mentors who you can identify with. During her time in the London office, Chelsie found this in a female Partner who she describes as “nailing it” and providing her with the confidence that she could do it too. Now herself a mentor, Chelsie is set on paying the message forward.

“The saying ‘You can’t be what you can’t see’ really drives me each day. I want young women coming up through the firm not to be able to see me balancing having a demanding career with working part-time (four days a week) with two young children.”

We’re determined to have more women in senior leadership positions in the immediate future while also developing a strong pipeline for our next generation of female leaders. We have set some of the most progressive gender targets with 50/50 entry to Director level roles and a 40 per cent minimum for admission to Partner level. 

Beyond the policies and targets, we’re committed to fostering a culture where people feeling comfortable in bringing their whole self to work each day. Chelsie’s advice to all professional women is to persevere and use your unique difference to your advantage.

“Early in my career I thought that I had to model myself on my male colleagues in order to be successful. Over time, thought, I’ve learned you have to find your own style. I passionately believe that to succeed you have to be true to yourself.”

About PwC 

With 83% of the team using some form of flexible working and 0% pay gap on like-for-like roles, it’s not hard to see why PwC has a reputation as a great employer. To see what else is on offer, visit their employer page and then set up a job alert so you don’t miss an opportunity.
Learn more here.

About WORK180

WORK180 is an international jobs network that connects smart businesses with the very best female talent. We pre-screen every employer on our jobs board to see where they stand on pay equity, flexible working, paid parental leave, equal opportunities and a range of other criteria. We also take into account diversity initiatives focusing on age, ability, ethnicity and sexual orientation.

The information we uncover is made public on our website, so that everyone knows what to expect from each employer before applying for a job. We continually review and evolve our pre-screening criteria to ensure workplaces are fair and equal for everyone.

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About the Author
WORK180 promotes organizational standards that raise the bar for women in the workplace. We only endorse employers that are committed to making real progress so that all women can expect better.

Looking for a new opportunity?

Our transparent job board only has vacancies from employers we endorse and lets you see what benefits, policies and perks come with the job.