Crowe Horwath LLP

Crowe Mobility

Challenge

The need to transform and modernize our workplace brought on by the needs of our people, shifting demographics and technological advances. 

Actions

 The firm launched a new mobility strategy beginning in December 2015 that included two policies integral to the firm’s focus on helping our people manage the daily demands of our profession. The first initiative, “What to Wear,” dictates that if you’re in the office and aren’t meeting with clients, you can keep it casual and wear jeans any day of the week. The second, “Where to Work,” allows our people to work wherever it’s convenient and they feel they will be most productive based on the work they need to get done.

Given we are in a client service business, our people understand the importance of building relationships with and delivering high quality work to our clients. At the same time, technology advances allow us to accomplish our work differently than what’s traditionally been done in our industry. Rather than focus our energies on an outdated dress code or making people travel to the office, we’re concentrating on measuring what matters and allowing our professionals to deliver the best possible client experience while tending to the diversity of their needs outside of work.

In order to create a diverse workforce and an inclusive workplace, we believe a culture shaped by these changes allows people to feel a sense of belonging in our environment and to feel trusted in making the decisions that are best for them based on the work that needs to be delivered and overall life priorities.

Outcomes

We have experienced a two-point increase in our year-over-year annual people engagement index and are also experiencing higher levels of retention across the firm. While the mobility strategy is not the sole influence on these measurable changes, we believe, based on feedback from our people that it has had a direct impact. We are also hearing positive feedback from candidates who have indicated they are pursuing opportunities with our firm, in part due to what they have heard about our support for mobility.

Contact

Julie Wood: [email protected] 

Creating an inclusive culture and building a diverse workforce is a strategic driver for our business. Leveraging the diversity of experiences, background and perspectives leads us to make better decision, fuels innovation and creates an environment where our people feel a sense of belonging. We know that the tone from the top of the organization matters when trying to drive change. I am personally committed to the pledge of the coalition and believe we can achieve greater results by working together with other leaders and organizations in making an impact in the workplace.

James Powers

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