CareerDeal programme for accounting university students
Innovative thinking, breathtaking thinking, new perspectives all start with our people. People development remains at the forefront of what we do. Starting as early as during their college or university years, our student programmes focus on giving selected students a taste of what a graduate career at PwC is like. Whether our students have an accounting, STEM or law background, our programmes are structured to give trainees practical and relevant experience as well as insight into Life@PwC.
The success of our student programmes lies in the support we give to students throughout their studies whilst also preparing them for their future at PwC within our firm. Our students are given exposure through internships, job shadowing, volunteering, attending technical & business skills training and participation in projects.
The relevance and structure of our student programmes is reviewed on a regular basis in such a way that these programmes are flexible and focus on enriching the students’ academic journey and experience.
Accounting careers
Students can join our accounting careers programmes either by joining the CareerDeal programme (aimed for students pursuing their accounting qualification at the University of Malta), by joining the ACCA programme (mainly aimed for college students who wish to pursue an accounting qualification through PwC’s Academy) or by embarking on our Blend programme (aimed for students who are reading a first-degree in a non-accounting discipline and then complementing this with an Accounting degree).
Both programmes have been running successfully for a number of years and are highly sought after in the market.
Voluntary work
Part of our student summer programme is dedicated towards supporting our heritage and historical sites. Our CareerDeal students have been hard at work last summer supporting Din L-Art Helwa at the Msida Bastion Garden.
Science, Technology, Engineering and Mathematics (STEM) careers
Digital disruption is deeply transforming the way we work. We are constantly developing our service offering, increasing the need to broaden our skillsets to answer our clients’ challenges. We need to equip our people with the right skills, therefore we have been taking on several students and experienced hires from STEM areas of study.
Law careers
Students reading for a Masters of Advocacy at the University of Malta are able to complete internships in both summer and winter months. They will have the opportunity to form part of the Tax and Legal line of service and get a practical perspective of tax law, corporate and commercial law. Through this opportunity they will be able to work on local and international clients and put their studies into practice.
PwC Experience prize
The firm’s annual PwC Experience prize was in 2019 awarded to Braden Sammut.
The PwC Experience programme seeks to optimise the way our people interact both with clients and with their peers. PwC Experience is looking to differentiate the client’s experience in working with our firm.
Upskilling our people
Technology, automation and artificial intelligence are disrupting how we work. In this rapidly changing world, technical capabilities are no longer enough. When it comes to building trust and solving important problems, the skills that make us uniquely human will matter most: problem solving, building trust, creativity, innovation, agility, relationships and leadership.
At their happiest, most productive, most engaged and most creative, our people are unstoppable. It’s their “human difference” that will help them thrive in life and at work, get our clients to where they want to be, create value for our stakeholders and set PwC apart in the market.
Tomorrow will belong to the organisations that know how to recognise and enhance the human difference. At PwC Malta, we’re reimagining our people’s experience to realise the human difference in everything we do. Inspired by our purpose and values, we`re creating an environment where people and technology thrive together to accomplish more than they could apart.
We’re matching our people’s curiosity with continuous learning opportunities through an upskilling journey and rethinking development so we can lead and build trust at all levels. We’re creating a culture that will enable our people to achieve more, and embracing technology and raising our digital IQ to help us go further, faster.
Ongoing training programmes
The ongoing development of staff once they join the firm centres around a personal development and coaching system, supported by comprehensive and fully integrated training programmes across all lines of service. This formal learning is delivered using a blend of delivery approaches, which include remote access, classroom learning and on-the-job support. Ongoing training ensures that our people are alert to regulatory changes, reinforces their awareness of key compliance matters, and supports the wide range of industry expertise and specialist skills available across the firm. Besides the formal technical curriculum, our people follow a business skills curriculum which includes grade specific programmes such as ‘Altitude’ and ‘Leading Teams’ and the upskilling programme (referred to above) through which we are able to give our people opportunities to gain the knowledge and ability they need to use advanced and ever-changing technologies in the workplace and in their daily lives.
Altitude programme
Altitude is a leadership development programme, designed specifically for our newly promoted Senior Associates 1. In 2019, 50 people took part in this event.
Leading teams
A three-day leadership and management skills training for our newly promoted managers and our experienced hires joining at a managerial grade. Nearly 40 people participated in our Leading teams programme in 2019.
Be well, work well
From gender equity to mental health, inclusiveness is critical to supporting employee well-being. When people are diagnosed with a physical illness, they receive a flood of support from colleagues. But that’s not often the case with mental health.
Embracing a mindset where mental health issues are no longer considered a stigma and raising awareness on the subject was one of our main well-being priorities this year. Our Human Capital team along with selected managers across our lines of service attended Richmond Foundation’s ‘Mental Health First Aid’ programme. Through this programme our managers and HC team are now more aware of mental health illness symptoms, assistance available locally, do’s and don’ts and more importantly they are now better equipped with skills to listen and to encourage people to talk openly about their issues.
More specifically on the physical aspect of well-being we continue to organise initiatives that encourage people to lead a healthy lifestyle. Physical well-being represents our fundamental source of energy - that energy expenditure should be balanced with intermittent energy renewal, so performance is at its best in a sustainable way. Practising a sport and maintaining a healthy and balanced diet are practical ways of ensuring this balance is kept. Initiatives such as reduced hours during the summer months, participation in our annual sports day, taking part in team sports/activities such as The Grid, engaging in recreational activities (including overseas travel) are encouraged by the firm.
Sports Day
The Grid
Another aspect of physical well-being which the firm has continued to invest in over the past year has been the embellishment of our canteen and outside terrace area. The Corner offers a relaxed environment where our people can give their bodies and brains the needed renewal break. The food offered is varied and provides healthy, well-balanced meals that allow our people to re-fuel and re-energise within fun surroundings.
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