Our top challenges

In 2016 we concentrated our efforts to understand what sustainability means for PwC and to identify the sustainability challenges that we needed to prioritise and integrate in our firm’s strategy. As sustainability can mean so many different things, it was vital for us to concentrate on our core business in tax, audit and advisory.
 

In 2016 we performed our first materiality study to identify our sustainability priorities through a comprehensive stakeholder engagement. We are persuaded that this initial analysis, together with a continued commitment to fulfil our vision, will empower the firm to achieve greater responsible, profitable growth.

We performed this materiality analysis using four steps.

  • Determine potentially material sustainability challenges that surround our business
  • Understand the sustainability priority challenges for our management
  • Identify our stakeholders
  • Understand the sustainability priority areas for our stakeholders


As we embark on our sustainability journey, our stakeholders guide us in the right direction. They give credibility to our choices, provide a different perspective, and will help us identify risk and opportunities. By understanding their needs and expectations we are able to focus on where we can be most impactful in adding value to Society.

Our stakeholder engagement enabled us to determine the seven key challenges we need to focus on as we move further in our sustainability journey.


What we're doing about them


legitimacy


Legitimacy and ethics


Legitimacy and ethics is the most important material issue for PwC Luxembourg. It came out as a priority for both our internal and external stakeholders, and rightly so: they are deeply connected to the nature of our core business and the type of services we provide to our clients.
Here are some actions and tools we use to regain trust from public and employees, as well as improve opinion about our conduct and business:

Our tax services statement

Whistleblowing procedure

Speaking up when something doesn't seem right demonstrates our integrity and that we have the courage to do the right thing. Speaking up helps to prevent mistakes and misconduct and foster innovation. Whistleblowing reporting mechanisms are the channels through which concerns are raised.

Global Tax Code of Conduct

Learn more about the principles we apply

 

 



Societal impact


At PwC Luxembourg we have three axes in place:

 

 



Conflict of interest and Independence


We need to ensure that PwC works in total independence, across its core activities, and that each collaborator avoids and discusses all (potential) conflicts of interest. Read how we face these challenges in our report (page 34).
 



Health


As a service company, our people are our capital. We need them to deliver high-quality results and bring creative solutions to our clients' needs. We are fully aware that our profession can, at times, be very demanding, with several missions overlapping, tight deadlines and increased demand from our clients. If we aren't careful of the accumulation of these factors, it can lead to intense fatigue and ultimately to burnout.  In our efforts to reduce burnout rates, we have a distinctive approach targeting three levels: individual awareness, responsible management and an organisational culture of caring.



Attractiveness


Our objective: build a meaningful journey for our people.

In the last ten years, we have started moving from recruiting mainly junior profiles, straight out of university, towards more experienced profiles. This can be seen in our on-boarding repartition: while in 2007 experienced profiles accounted for 20% of our newly recruits, in 2017 they represent 29%.
 

Ratio Experienced Profiles* on total Entries

We are developing a strategic workforce planning (SWP), a capability which will guide us in making forward-looking decisions about the shape of our future workforce to deliver new business success. The SWP considers:

  • the impact of technology on our way to do business and deliver our services
  • the future profiles needed (whether new hires, increased use of international mobility, or redeployment and upskilling of our current employees).
     


We use the People Engagement Index in our Global People Survey (GPS) to assess our people's engagement towards our firm across different axes: their overall satisfaction, their pride, whether they would recommend the firm, and their intent to remain.




Client satisfaction


"We really appreciate the efforts to build and maintain a strong working relationship. Our PwC contact are flexible and adapt to our needs."

"The business is complex and PwC really understands it and is able to respond to complex questions."

"We have access to the right persons and have built strong relationships."

"PwC clearly understands our needs and gives us opportunities to improve as an organisation."



Continuous learning


PwC enjoys a good reputation as a skills-based company and is recognised as an excellent place to start your career and learn a lot. Stakeholders know us for developing a well-educated workforce which keeps a high employability rate on the market. Our commitment to develop our people is also being recognised by our employees.

Contact us

Youcef Damardji

Communications & Media Relations, PwC Luxembourg

Tel: +352 49 48 48 5821

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