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    PwC

    PwC Australia helps organisations and individuals create the value they're looking for. We are a member firm of the PwC network, made up of 161,718 people who are committed to delivering quality in assurance, advisory, tax & legal, and private clients services.

    PwC Australia helps organisations and individuals create the value they're looking for. PwC Australia is a member firm of the PwC network and employs over 5,500 people who are committed to delivering quality in Assurance, Consulting, China Practice, Deals, Legal Services, Private Clients and Taxation.

    We're always seeking people looking to realise the potential of their career

    We provide the right opportunities in an environment which inspires you to be your best. This includes the opportunity to develop your talents and those of others, to be your open and authentic self, and to make an impact in a place where creating value, contributing to society and performance matters. The skills, insights and experiences available to you at PwC provide that opportunity, wherever your passions may take you.

    Across our global network, we embrace differences and offer opportunities to extend individual strengths, interests and career goals. We work hard to realise and discover potential for our clients, who range from start-ups to the largest global organisations, governments and other not-for-profit organisations. We also contribute our skills and expertise to helping solve some of the biggest challenges facing our society, and to have a voice on issues that matter.

    We are known for delivering quality in assurance, tax and advisory services, but our portfolio is growing all the time with opportunities in new markets and new ways to serve existing markets. We have a hunger for growth and we care about our clients, the community and our team.

    Come and join us and have a go at being your best.

    Life at PwC

    Partner Content

    Step up and be counted in the workplace

    June 29, 2015

    Confidence is one thing, but having a strategy, seeking the right advice and even getting more education can help you secure the career you want.

    Knowing one’s worth can be an underlying struggle in any professional’s career. In particular, women can feel they lack the seniority, expertise or contacts to apply for a promotion or pay rise. Others might feel qualified for a new role, but seem to be consistently overlooked by management.

    According to the Australian Bureau of Statistics, the national gender pay gap is currently at 18.8% with men coming out on top. The source of the discrepancy is complex, but gaining confidence and recognition in the workplace can be an important step for women hoping to maximise their pay potential.

    Louise Harvey-Wills, Executive General Manager, People at NAB, says even in egalitarian workplaces women can do more to leverage their skills.

    “You can be working somewhere with the best policies, programs and practices that give both men and women the same career opportunities, but if you don’t believe in yourself and take advantage of the career opportunities then you may be compromising your personal value.”

    Those career opportunities might not be immediately obvious. With women often feeling as though they need to be overqualified for a position, Harvey-Wills says they should be proactive and try to push their own boundaries.

    “To get noticed we should all take chances and step out of our comfort zones to make this happen. Don’t wait for opportunities to come to you.”

    That same proactive solution can apply to women who feel undervalued in the workplace. Harvey-Wills advises women to communicate directly with their senior managers, raising constructive solutions, not just complaints.

    Don’t just wing it

    Taking control over one’s career requires not just confidence, but also time and research.

    “One tip I have for women to improve and gain more confidence around financial matters and their careers is to ensure they invest the adequate time in themselves,” says Harvey-Wills. “Talk to people who have the knowledge and skills that you’re after.”

    She also recommends women thoroughly research both global and local trends in their industries and other markets.

    “And leverage your networks to test your thinking and your reasoning to give you the confidence you need.”

    The importance of role models, sponsors and mentors – one’s personal board of directors – should not be underestimated, notes Harvey-Wills.

    “Your sponsors are integral in your career progression and development, so use them.”

    The professional networks gained in the course of a woman’s career can help expand her skills and consolidate her expertise.

    For those looking to gain new skills or change the direction of their career, education can also be a valuable source of confidence. Study, says Harvey-Wills, can give professionals new ways of utilising their existing skills, and challenge their thinking.

    However, she advises women think carefully about what they hope to gain from study before embarking on a new course.

    “When determining if study is right for you, be clear on what you want to achieve from it and how it relates to your career aspirations,” she says.

    “Technical skills and experience are important and can often be achieved learning on the job or from a secondment opportunity.”

    Success lies in your attitude

    Ultimately, Harvey-Wills says, having the right attitude can be one of the biggest assets in a woman’s career.

    “You need to have the confidence and self-belief to back yourself, whatever your age or experience. If you believe you can do something and present it confidently, then you minimise the chance of underselling your true skills and the value you can bring,” she explains.

    “Be authentic to your values. If you are true to yourself, your ambitions and your priorities, it can only strengthen your earning potential.”

    For more information on NAB’s Start Counting program visit: www.startcounting.com.au.

    Written by: Jessie Richardson

    What's on offer at PwC

    Partner Content

    In order to qualify as a Select Employer, we ask employers to address at least 60% of the ten items on the Select Employer criteria list including:

    Senior leadership

    The employer has a rising number of women in senior positions and a pipeline of female talent.

    Flexible careers

    The employer can demonstrate where flexible working arrangements have led to promotions.

    PwC has long been committed to creating a leading place to work by helping our people achieve balance through a range of workplace flexibility options, supporting employees through all life stages as they progress their careers with the firm.

    We have many examples of people pursuing flexible careers as they embark on an overseas assignment, study leave, carers leave, career breaks and much more. We also acknowledge the importance of family and celebrating special events like your birthday – you can take your birthday off at PwC.

    We have a range of flexible work options available designed to support you to achieve your personal and professional goals including: part time arrangements; reduced hours; nine-day fortnights; job sharing; working from home; varying your working hours; accelerated study options; purchasable additional annual leave (PAAL); and leave of absence.

    International travel

    The employer offers opportunities for employees to gain experience in international markets.

    Being a globally networked firm, PwC employees have access to opportunities in more than 158 countries and 776 cities around the world. We’re a firm that encourages people to move around to explore different markets, clients and industries. It makes part of what makes our PwC People Experience so great.

    Parental Leave

    The employer offers paid parental leave.

    PwC Australia offers competitive parental and spouse leave benefits for both paid and unpaid leave. We’re proud to offer parents up to 18 weeks of paid parental leave and up to 24 months of unpaid leave.

    Eligibility for the paid parental leave program is available to all full time or part time employees who have completed a minimum twelve months of continuous service or six in the case of spousal leave) and meet the minimum requirements according to our internal policies. If you have a child through surrogacy or by adoption, you’re also entitled to this leave.

    Leadership Training

    The employer offers leadership training programs to staff, either internally or externally.

    Women on the board

    At least 20% of the employer’s board positions are occupied by women.

    The Governance Board acts as the oversight body for PwC Australia and is made up of 11 partners who elect the Chair and Deputy Chair. Of the 11 members, 4 are women.

    The Board is responsible for a range of activities including: providing input into firm strategy; the approval and oversight of partner matters including partner admissions; retirements and transfers; setting partner policies; protecting the interests of partners; oversight of the partner income scheme; decisions on major investments and transactions; and conducting partner votes.

    Women on shortlists

    The employer has a demonstrated policy of ensuring women are always shortlisted for positions.

    Our ‘Leadership Talent Pool’ consists of approximately 100 senior managers and directors with the potential to make partner. Thirty six per cent of participants in this pool are female. Participants in this pool also receive a differentiated development experience which helps to accelerate their readiness for partnership.

    Mentoring and sponsoring

    The employer offers mentoring and/or sponsorship programs to women.

    Diversity Program

    The employer boasts a wide-ranging diversity program that has the buy-in of key senior leaders.

    We’re excited to have launched a new Diversity & Inclusion strategy to the firm that builds on the great work we’ve been doing for several years now.

    Our Diversity & Inclusion program has nine dimensions including age, culture, disability, flexibility, gender, indigenous, religion, sexual orientation and strengths/skills. The program is supported by the Firm Executive, which recognises the need to ensure Diversity & Inclusion is embedded at all levels across the firm to help deliver quality services to our clients, and provide a safe, fair and equitable environment for partners and staff. This is why we’ve decided to focus on three initial dimensions to get us started: culture (specifically focusing on Asia), disability and gender.

    We’ll be setting targets on recruitment, promotion and retention to ensure we’re tapping in to the right talent pools. We’ll also be introducing an ‘Inclusive Leadership’ program, consolidating networking groups to promote more inclusion, further expanding our flexibility model and holding ourselves accountable for measuring progress and reporting this progress back to the Firm Executive.

    Gender Targets

    The employer publicises and actively works to achieve gender targets across different levels.

    As part of our new Diversity & Inclusion strategy, we’ll be introducing gender targets for recruitment, promotion and retention. We’re aiming to be more strategic and targeted about where we’re recruiting from, and how these employees progress through the firm.

    We’d love to share these with you right now, but we’re still working on them.
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