1. How do we support our employees' work-life balance needs?

BDO Stoy Hayward has a long and successful history of maintaining a great work life balance. The firm offers various flexible working schemes supporting employees’ responsibilities and interests outside of work. Partners have an active interest in their employees. Significantly improved mobile technology means that more staff have the flexibility to utilise mobile working (2,000 laptops, 900 BlackBerrys, 1,400 mobile phones and 1,500 3G cards currently issued). In addition, there are various special contracts in use around the firm tailored to assist with individual situations.

In 2004 and 2005 BDO Stoy Hayward came out top at the Accountancy Age Award and was the only accountancy firm to appear in 2006 The Sunday Times Top 100 Best Employers – both of which recognised the firm for its flexible working options and benefits package.

And although investing in latest technology to support flexible working builds a serious business case there are some further benefits to it as Helen Roberts, Chief Accountant, confirms: “I love my 3G datacard … it means I can sit in my garden and be chilled out when I work”.

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2. Retaining women at senior positions in the organisation?

Financial Mail has teamed up with accountant BDO Stoy Hayward to determine how senior working women define their own success. Our research has found that high-ranking women are less driven by money and job titles than having fulfilling jobs and making time for their lives outside work. One strong theme was the role that companies have to play in women’s ability to achieve success on their own terms. Good work is being done in some companies, but others still have much to learn.

About four out of ten female executives felt that women were under-represented at the top levels of their business, while unsupportive colleagues were cited by a quarter as a barrier to their own success. But a third believed that women were fairly represented and those who were self-employed and working in smaller businesses were particularly upbeat.

Large firms can get it right. Sylvia Ross practices what she preaches as head of cultural development for BDO Stoy Hayward. Sylvia, 39, from Finchley, north London, runs initiatives to develop staff within the business and coaches other employees. ‘We’re lucky because BDO’s managing partner has a belief that a business is not just about money, but sustainable development and staff training,’ Sylvia says. Earlier this year, Sylvia took a four-month sabbatical to travel in South Africa and New Zealand and when she returned went part-time, working three-and-a-half days a week. ‘I’m not the only person without children working part-time and flexible working schemes are commonplace,’ she says. ‘I have time to cycle, study, play gold and I love my job. I’m very lucky.’

Kathryn Britten, BDO’s head of dispute resolution and founder of the research, says: ‘Successful women have an important role to play in supporting other women. They have often faced pressures and barriers in achieving their own success and are well placed to help by mentoring or acting as role models. From personal experience, seeing other women benefit from my experience gives me a sense of achievement and fulfilment.’

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3. How hard do we try to recruit top talent into our organisation?

We are perfectly aware of our reputation and image. Having gender appropriate marketing and recruitment materials is as understood as applying an inclusive ‘values based’ language. It goes without saying that discrimination is not tolerated and as noted in our Employment Proposition, BDO Stoy Hayward’s culture is one where individuality and diversity is respected and valued. We have approximately a 50:50 gender split in our organisation but recognise the need to further advance women to senior positions. Thus a number of specific initiatives to support women are being developed and have already been implemented within the business, such as the delivery of a “Values based leadership programme” targeted at women and further coaching to increase the ratio of female partners.

We have very ambitious growth plans and in order to realise those plans it is recognised that we need to attract, develop and retain the best people.

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