With hybrid working looking set to become the mainstream practice, the UK’s largest accountancy firm is encouraging young workers back into the office particularly those from lower socio-economic backgrounds.
The chair and senior partner of the Big Four firm stated that that the main reason young people, especially those from lower socio-economic backgrounds, are missing out by working solely remotely is that they get less opportunity to ‘learn from others and build confidence and networks’.
Ellis said that accountancy firms were ‘people businesses’ that thrive on diversity of people and ideas working with a shared purpose and values which drive the culture and if young workers came back to the office, then it would benefit both the business and the individuals particularly those whose ‘home set-up is far from the perfect working environment’.
Ellis’ comments come after PwC published its socio-economic background pay gaps for the first time which revealed that around 14% of the 80% of PwC employees who shared their data were from a lower socio-economic background.
It also revealed that those from a lower socio-economic background were typically paid 12% less than their colleagues.
Ellis said: ‘Professional services firms are built around learning and development. A big part of learning comes from face-to-face interaction - observing others, reading people’s reactions, consulting with others over decisions and judgments. That’s one of the key reasons I want to give younger employees the opportunity to come into the office.
‘Firms will obviously see the benefit of this, but there are other important reasons to let young employees use an office. We know from speaking and surveying the younger people in our firm that many don’t have a suitable space to work at home, particularly those who come from disadvantaged backgrounds’.
PwC announced that it has a targeted action plan in place to increase social mobility through its recruitment, development, and progression of employees.
Earlier this month the firm announced that it wanted 29% of its partners and directors to come from ‘working-class backgrounds’ which compares to just 23% of partners and 20% of directors at the moment.
PwC classed working-class backgrounds as those whose parents had ‘routine and manual’ jobs such as drivers, cleaners, and farm workers.
Ellis continued: ‘Closing the profession’s socio-economic pay gaps involves attracting more people from lower socio-economic backgrounds and ensuring more progress up to senior roles.
‘If people have the opportunity to socialise and learn from others, make friends and build networks, I believe they are more likely to enjoy their work, be successful, and want to build careers in the profession.’
November last year, the firm was ranked the top UK employer in the Social Mobility Employer Index 2020 which is the second year that PwC has topped it.
The Index, created by the Social Mobility Foundation, identifies Britain’s employers that have taken the most action to improve social mobility in the workplace.
Earlier this year PwC announced its flexible working deal for its 22,000 employees in the UK which allowed its workers a blend of 40%-60% working from home and in the office and other client sites.
PwC has stated that it is investing more in its offices to make sure that its employees have the option to work from the office more if they prefer.
