Leadership support has been fundamental to the success of PwC’s diversity programmes. In order to manage diversity and inclusion every day, globally, PwC has a dedicated National Office of Diversity, market-based Diversity Leaders and a broad network of committed professionals who support their Chief Diversity Officer, Maria Castañón Moats.
In 2006, the Global Gender Advisory Council (GAC) was established to educate and raise awareness around the business case for better female retention and development across all territories. While gender diversity remains a priority, the GAC evolved to become the Global Diversity & Inclusion Council in 2011.
With the support network by the leaders, the National Office of Diversity and GAC, PwC is able to utilise an integrated approach to create a more flexible work environment for the employees.
In Malaysia, the WLPP was implemented after consolidating the results of the annual Global People Survey and feedback from their employees. The Human Capital and Leadership Team launched the WLPP based on the results of an employee survey which showed increasing value in the importance of work-life balance. PwC believes in empowering their people and giving them the tools to help them succeed in their jobs by providing them various work arrangements based on the needs of the local office.
Aimed at addressing employees’ concerns of maintaining a healthy balance between work and personal life, the WLPP offers three options:
- Flexible Work Arrangements
The FWA was an extension of the current policy whereby employees from all levels may opt to apply for a 2.5-day (half day every day), 3-day or 4 day work week. All benefits and leave entitlements are pro-rated against the number of days worked.
- Time Out
The Time Out programme allows employees to plan in advance for additional time off beyond the annual leave entitlement for up to a maximum of one (1) month. It is an enhancement to the unpaid leave policy. In line with the practice, the following benefits apply:
- Salary:
Salary is pro-rated according to the number of days of unpaid leave taken while benefits such as bonus and annual leave entitlements will change if the total accumulated unpaid leave in a year is one month or longer.
- EPF/Socso:
Contributions will be computed against the salary earned after deducting the time off.
- Travel Allowance:
Will not be paid for that particular month off.
- Bonus:
The first 20 days of unpaid leave taken during the financial year is waived. The company will only pro-rate the bonus payout if any staff has taken more than 20 days of unpaid leave during the financial year.
- Medical/ Hospitalisation:
Employees on medical / hospitalisation leave during the unpaid leave period will not be provided with any replacement leave.
- Career Break
Gives the employee the flexibility to apply for one continuous month or up to a maximum of three months in a year for personal and professional development. In line with the practice, the following benefits apply:
- Salary:
Salary is pro-rated according to the number of days worked.
- EPF/Socso:
Contributions will be computed against the salary earned after deducting the number of days taken for the career break. Travel Allowances will not be paid for that particular month off.
- Bonus:
The first 20 days of unpaid leave taken during the financial year is waived. The company will only pro-rate the bonus payout if any staff has taken more than 20 days of unpaid leave during the financial year.
- Medical/ Hospitalisation:
Employees on medical / hospitalisation leave during the unpaid leave period will not be provided with any replacement leave.