Page 16 - PR3_Case study_Final version _English

Profile

PwC is an accountancy firm that provides audit and assurance, consulting,
and tax services, in more than 155 countries, with a global workforce of
approximately 327,000 employees, including more than 1000 in Cyprus.
PwC is considered the most prestigious of the Big Four companies with a
strong and established audit client base and 50.3$ billion in solid revenue
for 2020.

Challenge PwC Annual HR Pulse Survey conducted in 2020, revealed that 47% of
respondents planned to implement greater flexibility in work hours and
move away from a traditional eight-hour work block.
Solution Revise a flexible arrangement that will help embed a hybrid working
model and align with PWC’s Net Zero commitment (reduce the company’s
climate impact by 2025).
● PWC implemented flexible working arrangements initially in 2013.
Policy parameters ● A new flexible arrangement called ‘The Deal’ (2021) responding
to changing working patterns accelerated by Covid was
implemented, allowing for even more flexibility.
● 73% of PWC’s professionals reported to like flexible remote work
options to continue once the pandemic recedes, and 70% of
managers say they’re more open to flexible models for their
teams than they were pre-pandemic.
Development & Several measures have been developed and systematized within the
oversight company:

● Will give employees an ‘empowered’ day by allowing them to
decide for themselves their most effective working pattern,
including whether to do their core hours by either starting earlier
or finishing later.

● Will give employees the flexibility to continue working from home
as part of blended working, with an expectation that people will
spend an average of 40-60% of their time co-located with
colleagues, either in our offices or at client sites
● Will give employees a reduced working day on a Friday during July
and August, with the assumption the majority of our people will
finish at lunchtime having condensed their working week
● The company measures the benefits of its flexibility program via
surveys (Well-being, satisfaction, productivity, etc.,) administered
by the HR team.
Outcomes ● The changes supported greater work-life balance and gave our
people more confidence to work flexibly.
● Flexible working became the norm, not the exception and our
people reported to feel trusted and empowered.”
● Shortened hours improved employee’s general well-being to a
great extent”.
● More than 90% thought the ‘Deal’ policy, and specifically the
Friday reduce working day was a good idea. Three-quarters said
spending more time with family and friends was the greatest
benefit. However, not everyone could take every Friday, but they