Uptree

At our first employer webinar of 2023, we were joined by Sarah Delaney, Talent Engagement Manager at PwC. She shared some practical tips and insights on how Early Careers employers can foster a sense of belonging from the recruitment process, right through to a candidate's start date.

“We want to have a culture where all of our people feel empowered to be themselves, and to bring something unique and different to work.” - Sarah Delaney, 2023

Belonging at work

According to Sarah, belonging in the workplace is important for both employers and employees. It’s vital for employees to bring their authenticity to the workplace and, at the same time, it’s important for employers to have diversity of thought and for the business to have a representation of all different backgrounds.

Sarah discussed that inclusion and diversity is so important to PwC that it’s a prominent feature of their inclusion strategy. PwC’s global Inclusion First strategy is centred on the following elements. Action: building a culture of change. Accountability: PwC holds leaders, themselves and their member firms responsible for change. Advocacy: acting as a voice for change, within PwC and beyond.

Bridging the gap between offer and start date

Often companies might have a prolonged break between interviewing an apprentice candidate and welcoming them into the team, so keeping young people engaged during that time is another crucial element that companies need to take into consideration.

Sarah explained that introducing ‘keep warm’ events and activities to foster belonging at work is important. One effective method is through social media engagement. By showcasing day-to-day activities and behind-the-scenes footage on social media platforms, companies can get young people excited for their future with the organisation. This also allows them to get a better understanding of the company culture and the people they will be working with.

Another activity is bringing young people into the office. This provides them with an opportunity to meet other employees and experience the office environment. Moreover, it allows young people to build strong connections and friendships with other students, creating a sense of community before their start date.

Organising webinars or virtual events is another excellent way to engage young people. These events can cover various topics, such as the day-to-day life of an apprentice, what to expect during their time at the company, and tips for making the most of their experience. Additionally, companies can use virtual events to introduce young people to their peers and mentors, allowing them to build relationships before their start date.

Finally, providing access to online resources such as blogs, videos and podcasts can be highly beneficial. These resources can help young people gain valuable insights from previous apprentices or employees, helping them to prepare for their new role.

Lastly, Sarah explained that as part of the recruitment process, PwC measures motivational fit. Motivational fit is measured by asking the candidate why they want to join the company and about their interest in other professional qualifications that come with it. This also increases a candidates’ sense of belonging as they get the chance to discuss how their values match the organisation’s values.

Strategies for sustaining a sense of belonging

Sarah said that PwC prides itself on fostering a sense of belonging and representation amongst its employees through its communities. She explained that anyone can set up a community and they have different types of communities for groups that are underrepresented. One of the communities is the Black Network, which holds monthly events such as film screenings with popcorn. Other communities include a Christian group that recently gave away sweets in the office to celebrate Easter and a group that supports employees during Ramadan and put-up posters around offices to support anyone fasting.

To ensure that employees feel included, the company has implemented a range of initiatives. For example, employees can swap up to two bank holidays each year, allowing them to celebrate their own cultural holidays if the bank holidays are not relevant to them.

Another way companies can maintain a sense of belonging is by valuing employees’ feedback and regularly conducting surveys, such as the “You Matter” survey that PwC uses to improve their work environment. Sarah highlighted the benefits of flexible working policies, where employees are able to work around their personal lives. Finally, employees are given the opportunity to use volunteering days to support various causes that matter to them.

Lastly, Sarah mentioned that using career coaches who are dedicated to helping employees with their career development is another way companies can maintain a sense of belonging. New joiners at PwC are paired with a buddy, someone who is a few years ahead in their career, to help them settle in and feel included.

Creating an inclusive workplace

Sarah suggested that acknowledging areas for improvement is crucial when it comes to fostering inclusivity in the workplace. This can involve creating a working group of individuals from diverse backgrounds and asking for their input, rather than assuming what might work best for them. According to Sarah’s experience at PwC, it’s also essential to ensure that any inclusive initiatives benefit everyone and not just a particular group.

Providing a range of benefits, such as flexible work arrangements and opportunities to work in the office, can create a sense of belonging for all employees, regardless of their preferences. Ultimately, building an inclusive workplace means making sure that everyone feels valued and included.

Sarah said that PwC prefers to call young people when offering them a role so they have an instant connection with the person by talking to them, instead of sending an email. This can build a sense of belonging and make them feel valued.

Ensuring representation of local communities

Sarah from PwC discusses the importance of representation and avoiding tokenism. She explains that it is crucial for individuals from underrepresented backgrounds to see people who look like them, or who come from similar backgrounds in positions they aspire to, as this creates a sense of belonging and encourages them to apply. Sarah suggests reaching out to a variety of schools, not just high-achieving ones, and utilising virtual events to reach students from hard-to-reach areas. PwC also dropped their degree requirements to open doors for graduates from diverse backgrounds.

Inclusive language and being aware of potential disadvantages in the recruitment process are other important factors to consider. Overall, Sarah emphasised the need to constantly evaluate and improve the recruitment process to ensure inclusivity and diversity.

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