Creating a resilient foundation for Our leaders have been prioritising regular connectivit y times of change with employees – and this seems to be bearing fruit, with our leadership effectiveness scores increasing i n At PwC, we are building a strong and lfexible a number of areas. For instance, 72% of respondents foundation for our people and our network through say the leaders they work with make a point of being the values, systems and healthy habits that enable transparent with information. Furthermore, 70% report our people to conifdently navigate the evolution having personally relevant discussions with their of our business and live up to our ambition of leaders around their development and 92% say that The New Equation. the feedback and coaching they receive allows them to make immediate improvements in their performance. Maintaining a positive, healthy, and engaging workplace While we are proud of our Global People Survey In order to build a resilient foundation for the future, results, we know we can always do better. For we are working to reinforce a positive workplace example, the results have also highlighted a clear where our people feel empowered and supported need to remain focused on improving employee “As a new joiner, I felt a bit nervous, in their careers. In FY21, we re-launched our annual wellbeing, especially as the pandemic continues to especially starting in a virtual world with Global People Survey after a temporary pause in FY20 impact our lives. While 72% of survey respondents people I had never met before. However, in favour of more local, real-time feedback during the say they are able to talk to their teams and leaders I felt conifdent because the training pandemic. The survey is a great indicator of how our about the support they need, only 50% of these period led by the instructors was people feel about working at PwC. It reveals insights respondents currently feel they can both have a insightful. My ifrst ofifcial engagement that help our leaders understand where we’re doing healthy lifestyle and also be successful at PwC. was the best I could have possibly asked well and identify areas that need more work. This is a mismatch we need to address. for. The team was extremely kind and friendly and made it so easy to reach out This year we adopted a new People Engagement Developing inclusive leaders for to them if I needed help. Starting a new Index that focuses on more personalised aspects a shifting world job is always nerve-racking, but PwC of the engagement experience. The index serves as has shown me that it is really home away an overall litmus test for how our people are feeling We have a long-standing commitment to inclusion from home. I love it here.” about PwC, and the early results have been very and diversity (I&D) as a means of delivering on our positive, with 77% of our people having a favourable purpose and strategy. We can only solve the world’s Anonymous feedback from New Joiner One- impression of PwC. Additionally, 84% of survey most important problems if we have diverse teams month Survey. respondents are proud to work at PwC and 74% and foster a culture of inclusion and transparency. enjoy working at PwC and would recommend it as a Knowing this ambition needs to be driven from great place to work. the highest levels, we appointed a