Don’t be bound by legacy
Australian workplaces have come a long way in terms of perks and benefits, but it’s a continually evolving landscape, says Braddick.
“Some of the things I’ve come across are really progressive and I would say world leading, particularly around the human elements being embraced with flexibility and providing for family time.
“But I still think we’ve got a long way to go in terms of not just recycling the same benefits.
“Companies that can move rapidly and not be bound by legacy are the ones that will have the happiest workforce and the best results.”
In Australia, multinational professional services network PwC is known for its impressive benefits, and is a highly desired workplace, consistently ranking in the top six on LinkedIn’s annual list of the top 25 companies people want to work for.
PwC Chief People Officer Dorothy Hisgrove says the company is all about creating a culture of high trust, embracing everyone’s differences so that they feel valued, and giving people more choice.
The company offers flexible working and generous leave entitlements, including birthday leave and the ability to work a public holiday and take a different day off instead. It has a ‘Dress for your day’ policy, rewards great performance with bonuses and profit share, and offers paid study and discounted membership for health and fitness services.
“Our flexible options empower our people to work smarter, in a way that suits their lifestyle, anywhere,” says Hisgrove.
“The All Roles Flex policy enables them to choose how, where and when they work, so they can structure it around their lives, rather than the other way around.
“When our people take leave, they also do so in a way they prefer. Our 18 weeks paid parental leave gives our mums, dads and foster carers the chance to take their leave flexibly, with no minimum service requirement and including superannuation contributions.”
PwC invests in benefits and perks, as well as “purpose, values and behaviours”, Hisgrove says, because they know higher engagement levels are strongly correlated with higher levels of discretionary effort, where employees go above and beyond what is expected of them because they choose to – that is, they see reciprocal value in the relationship.
The company’s benefits help to attract talent from interns and graduates to experienced hires, Hisgrove adds.
“Our people engagement index has remained steady, averaging 81 percent over the last three years.”