Inclusion

Recognising and celebrating inclusive behaviours and role models who demonstrate inclusive leadership and are making an impact on the ground. The impact can be as small as making you feel included in a conversation to as big as creating a diverse team.

To ensure our performance management system is inclusive and void of biases, we have senior leaders from business, identified as inclusion champions, who facilitate the performance and promotion moderation discussions as they undergo extensive training to provide bias-free and objective inputs.

• Retain your rating: High-performing employees can retain their previous year's rating even if they have been on extended leave during the current year due to unexpected personal reasons.
• On-Site crèche facilities: We offer crèche facilities, coupled with corporate subsidies, to assist employees in managing their responsibilities effectively along with reimbursements for at home nanny services availed by employees.
• Flexibility policy: At PwC, our flexibility policy is designed to support our people in achieving a healthy work-life balance through a range of routine and long-term flexible working options.
  • Remote working – Employees have the flexibility to work remotely based on business needs and role requirements.
  • Flexitime – Employees can adjust their work timings by up to two hours while ensuring collaboration during core working hours.
  • Flexible Fridays – Eligible employees can avail select Fridays off by meeting defined working-hour requirements over preceding weeks.
  • Reduced working hours – Employees can opt for part-time work arrangements to better manage personal commitments and different life stages.
• Sabbatical: Employees can apply for a sabbatical for various reasons, including pursuing higher education, family exigency, medical reasons, maintaining a work-life balance, community service, or other purposes, subject to PwC approvals.
• Prefcab: The preferential cab for expecting mothers is a benefit available to female employees in their third trimester of pregnancy, allowing them to travel to work comfortably. Eligible employees can claim reimbursement for cab or personal vehicle expenses for commuting to the office, provided they meet certain guidelines.
• Travel accompaniment: The Travel accompaniment policy for new mothers allows employees to book fully PwC sponsored travel for their children and a caregiver under specific conditions such as critical client related travel.
• Full Circle Programme: Allows PwC’s women employees who wish to devote themselves to full-time caregiving for their children to opt for a break from work for up to three years and still remain connected with PwC.
• Personal assistive devices policy: This provision goes beyond reasonable workplace adjustments. It encourages a supportive and caring culture that goes on creating a more inclusive society where everyone feels valued and empowered. The policy financially supports differently-abled users in meeting their specific need of assistive devices.