#Wellbeing

#PwCWellbeing

Across the PwC network, our leaders have highlighted our people's wellbeing as a People Priority. In an effort to live up to this, we've implemented and continue to innovate on various initiatives that make our people's wellbeing central to how we work here at PwC Malaysia. Wellbeing continues to be a key focus during the Movement Control Order (MCO) which started in March 2020 and its impact continues with our people still mostly working from home almost 2 years in. We acknowledge our people’s feedback on managing work and personal responsibilities and the blurring of boundaries and recognise that a culture of wellbeing will take time and commitment from every team member and leader. So we have collaborated with teams across PwC, to help our people navigate these unprecedented times.

2,044

participants across all wellbeing programmes in FY21

2,263

participants across all wellbeing programmes in FY20

40%

It is possible to have a healthy lifestyle and be successful at PwC (Global People Survey 2021, decrease 11% from 2020)

“We need to be more mindful of the challenges the team may be facing, and be more aware of their personal circumstances and show care”

a Tax director

Be well together

301 participants

8 Be Well Together workshops in FY21

314 participants

6 Be Well Together workshops in FY20

The Be Well Together workshops are designed for Managers and above. The learning outcomes include developing awareness on taking care of their own wellbeing and learning to re-energise when needed, and encouraging the teams they lead to be well. There are also discussions around recognising mental health red flags and knowing what to do when team members face mental health challenges.

Block your o’clock

This guidance was developed to help our people manage and protect their time while respecting one another’s time. We encourage our people to have well planned and shorter virtual meetings, set up protected time to finish work and avoid meetings during lunch time.

Wellbeing pact

As the lines between our personal and professional commitments have become increasingly blurred, we need to work together as a team to define and plan for how, when and where we work, based on a common understanding of working towards better wellbeing. The main outcome we wanted for the Wellbeing pact was to enable our people to have a long term career at PwC and be well at the same time.

Work on the Wellbeing pact started in October 2020 with many focus groups across all lines of service and at every level. This was timely as we were in the midst of tackling the challenges of working from home. The feedback we received mirrors the results from our Global People Survey but we also asked what has worked for them or ‘Wellbeing enablers’.

These input helped form the Wellbeing pact, which was communicated to our people mid-2021. It covers work boundaries, how team leaders can set the tone for the firm's wellbeing behaviour, understanding working styles and communication of each team member, among other best practices. We recognise that making a culture change takes time and consistent work and we hope to share positive changes in our next reporting cycle.

World Mental Health Day

Our work on increasing awareness and helping our people take care of their mental health started in November 2017 when we began offering the Employee Assistance Programme (EAP). Since then we have organised panels and sharing sessions with internal and external guests to address the stigma of mental health, ways to address wellbeing barriers, and how to take care of themselves and their teams.

	Number of participants FY21	Number of participants FY20
Body
KakiJalan - a step count competition running from April to November yearly	390	680
Virtual exercise classes - weekly exercise classes	283	240
Mind
Mindfulness classes - 30-minute mindfulness class conducted fortnightly by a certified meditation teacher that focus on basic muscle tension release and the practice of conscious relaxation.	466	32
Employee Assistance Programme (EAP) - A free and confidential counselling hotline for our people. This provides them with an avenue to share their problems (work or personal) with external professionals, if needed.	3% utilisation rate	2% utilisation rate

Message from Soo Hoo, Managing Partner PwC Malaysia

82% agreed that ‘The people I work for trust me to use flexibility options and allow me to have a healthy lifestyle, without compromising the quality of my work.’

(Global People Survey 2020)

Assurance and Tax Wellbeing Challenge

The wellbeing challenge encourages the adoption of wellbeing habits and creating a culture of care as a team to sustain our Assurance and Tax people through the busy period. flexPoints are awarded to the winning team.

Tax:

First year
3 teams
47 participants
2 months (15 Feb - 18 Apr 2021)

95%

said they enjoyed the challenge

100%

said team morale improved as a result of the challenge

Our team is very very quiet... with this challenge, the team had to talk more to each other on non-work related matters. This helped to bring the team together.

With this wellbeing challenge, we feel more connected to each other especially now that we are all working from home, and we are able to share some stories, and chit chat during our virtual lunch or dinner.

Assurance

Third year, piloted in 2019 with 3 teams
42 teams
552 participants
4 months (Jan - April 2021)

80%

enjoyed the challenge

70%

will continue practising wellbeing habits on their own

95%

gave a rating of 4 & 5 (5 being the highest) when asked if team morale improved as a result of the challenge

Team grew closer despite being in a work-from-home environment, which I believe was a challenge at first. With the help of the wellbeing challenge, we improved our team morale, worked together closely and were willing to help each other when needed.

For me personally, participating in the challenge really helped me to stay motivated and persevere through the peak period. My experience during peak this year has been so much better with the wellbeing habits I've adopted individually and with my team. I was able to stay resilient through difficult times and I'm happy to say that up to today, I have not had to take a single day off work due to stress or health-related issues.