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Hi Fishes, I have got an opportunity at PwC for a role of a Business Analyst. Wanted to know how's the work and culture there and how much hike shall I expect (in percentage) ??
I have heard there is a lot of pressure in the Big4s, and there's no work life balance as such. PwC
YOE- 3 years
Current Fixed- 10Lpa
Bowl Leader
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Hi! Trying to leave a toxic work environment that is not good for professional or personal development.
Any willing referrals to Gilead Sciences, Facebook (Meta), Google, Visa, Mastercard & Amazon
10 YOE, customer service, patient experience, executive/administrative assistant, project/program coordinator, & leadership (external).
Any assistance helps! Thank you!
Additional Posts in Women in STEM
Women in principal roles. I'm sick to death of women being given the "babysitting" and less technical roles. I swear people assume we are less technically competent as a result when really we end up having to be in these roles because the others struggle to grasp the value of the human/business/pragmatic facets of the role rather than being less technically competent.
Can you say it louder for the ones in the back. I could not agree more with this comment. They always give us the babysitting jobs. Its so annoying and I wish we would stop getting treated this way.
This is a super invaluable point to bring up. Women leaders are leaving companies for other opportunities at the highest rates ever. I'd expect it to be the same for young ambitious women who will be tomorrow's leaders.
I’m the only woman in my team atm. I’m in the final stages interviewing for another company where I may be the only woman of that team also. It doesn’t really bother me too much. Tbh software development is very male dominant. Only team I ever worked in where there was majority or equal women was a software support team in my early days. I think the main thing is equal opportunities and mutual respect. Sounds simple, easier said than done in most cases I know. But I’ve been lucky to have very supportive managers and colleagues during my professional tenure. The manager is probably key as you report to them and your professional roadmap and opportunities are determined by them (least in my exp). I’ve never been explicitly dismissed by gender, I consider myself very lucky. But interviewing this company I asked them, they said they don’t look at genders specifically, they really look at the person, skills etc. That’s what you want really. To me that’s probably more inclusive than a company that specifically goes out of their way to hire more women, when the availability pool may be less. Equal opportunities employer
I worked for a company that had an ERG for women engineers. It was nice for us (we made up less than 10% of the company) to be able to come together and talk about things that impacted us specifically, like parental leave (which was available, but men almost never took advantage of, and women found the job too tough to handle as a newly postpartum person) and dealing with harassment from customers.
The president of the company was a woman who had been in the industry for decades, and I think it was refreshing for her to be able to share her stories of harassment, especially earlier in her career, without being second guessed or automatically thought of as a liar.
The company shouldn't just have policies, but goals and stats that track their progress. Having a goal to hire more women (and other URMs) to be more represented goes hand in hand with creating inclusive policies. No one is pressured to hire specific individuals, but we are required to interview URMs for all roles, this has created a lift in hiring women and URMs across the company. Sure, I still find myself as the only women in some pretty large mtgs, but they are fewer than a few years ago and there are several women leaders that I can work with regularly. An interviewer might not know the stats off the top of their head, but they should be aware of such goals and tracking and policies.
Also, ensuring compensation parity across the company (regardless of sex, race, etc). Of course, I believe women leaders are imperative to culture, but ALL leaders need to fully support the policies/behaviors.
I think it goes in a) their policies but also b) how they talk about their policies. I recently switched jobs and I've noticed htere's a big difference in promoting the inclusive policies and reminding people about it. Basically, it's not there for the sake of it but they want people to actively use it