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Frequently Asked Questions

Here are the most common, frequently asked questions about applying to and working at Accenture.

Early careers FAQs

Our advice is to follow Accenture ANZ on our social channels where we will announce when applications are opening. Plus, you can register your interest via the below links where you’ll be notified when applications open for roles relevant to you.

Yes, we also recruit roles in NZ. Similarly to the above advice, you can register your interest via the below links where you’ll be notified when applications open for roles relevant to you.

We want you to bring your best self to work each day and we will support you to gain skills and real-world experience that will help you launch your career. Check out what’s available here.

 

As well as our Analyst Experience (Grad Program) and Internship Program, we run the following initiatives throughout the year;

 

Technology Bootcamps

 

Our Tech Bootcamps are an immersive 4 day experience where you will experience how you can take coding, app development, big data analytics, AI and machine learning to help businesses and communities. Work through a real-world problem while learning from Accenture’s Tech experts and building connections that could last a lifetime! Register your interest in the next Bootcamp here!

 

Virtual Internship (Discovery Program)

 

Self-paced job simulations that take 5-6 hours to help students connect to companies. You’ll learn relevant tools and skills necessary to complete tasks that will give you an understanding of what a day in the life of an Accenture Analyst/ Consultant looks like! You’ll receive a certificate upon completion of the programs. We currently have these available for Technology and Strategy & Consulting. Sign up here!

 

Open House Events

 

Need inspiration for your uni project? Join our live tech demos, presentations and Q&A sessions to get ideas and guidance.

Analyst positions are highly competitive, we receive many applications and the number of roles available depends on our current business demand. If you express interest in one area of Accenture but we think you could be a good fit for another area, we will speak to you about the available opportunities.

We welcome applicants from all disciplines. Having a technology, engineering, policy, economics or commerce background is a plus, and a good understanding of one or more advanced analytical tools (i.e. programming languages such as Python or R) is looked upon favorably. 

 

If you’re interested in career in Technology, a STEM degree or qualification would be preferred. If you’re looking at roles in Industry X, an Engineering degree would be preferred.

Many of Accenture’s clients are in the public sector, and most of our Analysts have the opportunity to work on public policy engagements.

Yes, we’re open to candidates applying again for our Analyst experience. We strongly encourage you to take our previous feedback on board and demonstrate how you have addressed it to increase your chances of success.

Yes. In the application form, you are welcome to state a preference to work at Accenture’s offices across Australia and New Zealand.

We want everyone to have an equitable experience, so if you need adjustments to the recruitment process or have a preferred communication method, please email exectalent@accenture.com or contact us on +61 2 9005 5000.

Unfortunately, we are not able to sponsor candidates at this time. You need to be an Australian or New Zealand citizen or an Australian permanent resident to apply but please watch this space for any changes to this requirement in 2024 – always be sure to review eligibility criteria for each role as they may vary between business groups.

Our Analyst Experience recruitment process takes approximately 2 months and includes first-round interviews, a group assessment or skills interview and final-round interviews. For some roles a coding assessment is also involved.

 

You can see an overview of the application journey here.

Our assessments will be run virtually over Teams, with some locations being invited into the office for an in person final stage interview.

Our 2024 graduates will commence from March 2024 onwards. In the online application, you can include any special circumstances regarding your availability. We are now starting to pipeline for 2025 roles also.

Please email exectalent@accenture.com and we’ll be happy to help.

We welcome applications from recent graduates and anyone with less than 3 years of professional experience who is interested in an Analyst level role.

For current students, yes. However if you have already completed your studies/ training and are actively looking for an analyst level role then we welcome you to apply when applications open.

LGBTIQ+ FAQs

Making a career move is a big decision, and we recognise how important it is to get your questions answered so you can make an informed decision. We have compiled some of the questions that we know are top of mind for candidates when considering a career at Accenture.

Accenture has a pride network in Australia and New Zealand that any employee can join. The network provides support to LGBTIQ+ employees and leads initiatives to improve the experience of LGBTIQ+ employees in the organisation. This includes education, social events and HR inclusion activities.

There are also local city networks and peer networks that you will be able to access through the overarching pride network.

There are over 1800 pride allies in Australia and New Zealand.

Our policies are inclusive of LGBTIQ+ employees and are reviewed periodically to identify further improvements. Some examples of our inclusive policies are:

  • Parental leave for the birth of a child, regardless of your gender or the gender of your partner
  • Our dress guidelines are gender neutral
  • Gender affirmation leave to support our people who are affirming their gender through surgery
  • Leave for our people trying to conceive via assisted reproductive treatment, including IVF
  • We have zero tolerance for discrimination, bullying or harassment

For further information, contact Bree White.

Accenture supports our peoples’ decision on clothing and appearance that reflects their identity and personal characteristics, including but not limited to sex, gender identity and expression and sexual orientation.

If you are working on a client site, we will support you to ensure you are able to dress in a manner that best reflects your gender identity and expression and sexual orientation if it is required.

Accenture has a pride network in Australia and New Zealand that any employee can join. Once you join this network you will have access to members of the community and allies for support, advice and social connection, including local city networks.

Every employee also has a HR people partner that can provide support.

Our policies are inclusive of people of diverse sexualities and are reviewed periodically to identify further improvements. Some examples of our inclusive policies are:

  • Parental leave for the birth of a child, regardless of your gender or the gender of your partner
  • Leave for our people trying to conceive via assisted reproductive treatment, including IVF
  • Our dress guidelines support our peoples’ decision on clothing and appearance that reflects their sexual orientation
  • We have zero tolerance for discrimination, bullying or harassment

For further information, contact Bree White.

Accenture has a pride network in Australia and New Zealand that any employee can join. Once you join this network you will have access to members of the community and allies for support, advice and social connection, including a trans, gender diverse and questioning (TGDQ) peer network and local city networks.

Every employee also has a HR people partner that can provide support.

Our policies are inclusive of TGDQ employees and are reviewed periodically to identify further improvements. Some examples of our inclusive policies are:

  • We have gender affirmation guidelines that outline the support you can access
  • We have gender affirmation leave to support our people who are affirming their gender through surgery
  • Our dress guidelines support our peoples’ decision on clothing and appearance that reflects their gender identity and expression
  • Parental leave for the birth of a child, regardless of your gender or the gender of your partner
  • We support employees to use the restroom that best aligns to their gender identity and expression
  • We have zero tolerance for discrimination, bullying or harassment

If you provide a preferred name as part of your application process, this will be used in the majority of Accenture systems as part of your enterprise ID if you are successful. Your legal name will only be used where there is a legal requirement to do so.

For further information, contact Bree White.

If you provide a preferred name as part of your application process, this will be used in the majority of Accenture systems as part of your enterprise ID if you are successful.

Your legal name will only be used where there is a legal requirement to do so.

Only a limited number of people within our HR area will be able to see your legal name, and will not access this without a strict need-to-know.

Accenture has a pride network in Australia and New Zealand that any employee can join. Once you join this network you will have access to members of the community and allies for support, advice and social connection.

Every employee also has a HR people partner that can provide support.

We understand that some people with intersex variations would benefit from workplace adjustments and accommodations, flexible working arrangements and provisions for personal leave. In the first instance you should reach out to your HR people partner to discuss any support which may be required.

For further information, contact Bree White.

Accenture has a pride network in Australia and New Zealand that any employee can join. Once you join this network you will have access to members of the community and allies for support, advice and social connection, including local city networks.

Every employee also has a HR people partner that can provide support.

For further information, contact Bree White.

Accenture’s code of business ethics supports zero tolerance for discrimination, bullying or harassment within our teams. This extends to teams working with clients and/or located on client sites.

If you are working for a client you are still able to access support Accenture has in place for LGBITQ+ people.

Disability FAQs

Disability has the meaning given in legislation. Specifically, for Australia, it is the Disability Discrimination Act 1992 (Cth) and for New Zealand it is the Human Rights Act (1993). 

 

The definition of disability under both laws is broad and can include learning disabilities as well as physical disability and impairment. The disability can be present from birth or arise because of a medical condition, accident, or injury. The disability can be visible or invisible and be permanent or temporary.  

 

If you are unsure you are covered by this definition but you would still like consideration for an adjustment, please reach out to us at exectalent@accenture.com  or call us on +61 02 9005 5000 +64 44666056 (New Zealand). Our priority is to remove any barriers to the recruitment process and provide an accessible and inclusive experience. While our Reasonable Adjustments policy is used to clarify and support our mission, we take a people-first approach to enabling our candidates to present their best selves throughout the recruitment process. 

Disabilities can vary greatly in complexity and expression, so workplace adjustments will look different for every person. Our team will coordinate with you to organise adjustments that will work for you and your needs. You can ask for adjustments at any stage of the application process. The earlier we know, the more we can do.

 

Some examples of adjustments may include the provision of a sign language interpreter, alternative assessment options or alternative methods of communication. 

At any stage, you can contact us at exectalent@accenture.com or call us on +61 2 9005 5000 (Australia) or +64 44666056 (New Zealand) to request support or adjustments. If you can quote the Job Number for the role you are interested in, this will help us direct your query to the relevant recruiter. You can find the Job Number at the top of the Job Advertisement, underneath the role title.  

 

One of our recruiters will then be in touch to discuss your needs and organise adjustments as required. 

 

If you are already progressing through the recruitment process and have been in touch with one of our recruiters, you can discuss your requirements directly with them at any stage.  

No. Accenture employees are chosen based on their ability to meet the essential requirements of the role.  

 

Our commitment to Inclusion & Diversity (I&D) includes ensuring we reduce barriers in our recruitment processes for all, including for individuals with a disability. We recognise that creating an inclusive and accessible workplace environment with equal opportunities for all, enables people to perform at their best, unlocking innovation, boosting creativity and enhancing growth and development.   

We ask candidates to consider sharing their diversity information so we can continue to build more inclusive and accessible recruitment processes.  We acknowledge that having a disability can sometimes mean that standard processes can result in unexpected barriers. We aim to reduce those barriers to allow people to perform at their best. Any information shared as part of the voluntary and confidential survey questions will not be linked to the candidate’s application. Therefore, you can feel assured that your information is kept confidential in accordance with our Privacy policies.  For more information on how we handle personal data, please see our privacy statement. Where?  

 

Should you require any accessibility adjustments or support throughout the recruitment process, or have a preferred method of communication, you will need to let us know by contacting exectalent@accenture.com or call us on +61 2 9005 5000 (Australia) or +64 44666056 (New Zealand). 

Our Health, Safety and Wellbeing team, as well as our HR Partners, People Leads, buddies and internal and external support partners will work with you to understand what adjustments can be provided to suit your accessibility requirements. This may include the provision of assistive technology or ergonomic equipment, flexible work arrangements, modifications to your workstation and more, subject to business needs. 

 

Accenture also offer a wide range of health and wellbeing support mechanisms which help balance your personal requirements with your working life. We have generous leave policies and flexible working arrangements as well as a variety of health and wellbeing programs to suit different needs, which you can learn more about on our careers website. Our Employee Assistance Providers also provide confidential and complementary counselling and other support for employees and their family and friends. 

 

Employees also have the support of our Disability Inclusion Employee Resource Group (ERG) which is made up of people with disability, carers, and allies. This welcoming group offers opportunities to network, make friends, share stories, attend events, celebrate days of importance, access resources, and spread good news.

 

Accenture has also established an Accessibility Centre in our Melbourne and Sydney offices which showcase some of the assistive technology available for employees with disability. These centres provide employees with the ability to determine which options best satisfy individual needs.  

No, but we hope you feel comfortable and supported to do so.

  

Our policies and practices do not require you to share anything that is unrelated to the performance of your role responsibilities. This means you can ask for adjustments, modify your work setup, or join our community network without anyone needing to know about your disability. 

 

That said, we want to provide the right kind of support at the right time and knowing a little more about  your disability can help That way, we can offer all the options available to you. 

 

When you become an employee of Accenture,  information about your disability is confidential and is only available to the Accenture team members assisting you where relevant and with your permission. 

Please see our privacy statement.

Accenture offer’s Carers Support leave for employees supporting someone with disability subject to the terms of the policy. This provides an additional 5 days of leave (full time employees, and pro-rata for part-time) to give employees the time they need to fulfil their role as carer of someone with disability. 

 

This leave is in addition to the statutory Personal s Carer’s leave entitlement under the National Employment Standards. 

Our Employee Resource Groups (ERG’s) are critical to supporting our employees across a number of I&D priority areas. One of those groups is our Disability Inclusion ERG, who advocate for disability inclusion both within Accenture and externally. In addition, this group provides mentoring, creates awareness and champions for improving the experience of people with disability in the workplace, including carers of people with disability.  Employees are encouraged to become a member of the ERGs for I&D priority areas of interest, to be involved in initiatives and events throughout the year.   

Veterans FAQ

A Veteran is defined as a person who has served, or is serving, as a member of the Permanent Force or as a member of the Reserves of a nation’s military forces, in Australia this is the Australian Defence Force.

 

Reference: Australian Veteran’s Recognition (Putting Veterans and Their Families First) Act 2019. 

 

If you are unsure you are covered by this definition but you would still like consideration as a Veteran, for a position with Accenture, please reach out to us at exectalent@accenture.com  or call us on +61 02 9005 5000 +64 44666056 (New Zealand). Our priority is to remove any barriers to the recruitment process and provide an accessible and inclusive experience. While our Reasonable Adjustments policy is used to clarify and support our mission, we take a people-first approach to enabling our candidates to present their best selves throughout the recruitment process.

If you are an active member of the Australian Defence Force Reserves, you may take up to 10 days paid military reserve leave in each calendar year to undertake military reserve training. Any additional days required for this purpose may be requested in circumstances where it is necessary, and approval will be determined by your project lead and HR Partner.

The Accenture Veterans Network acts as a touch point for recruitment of ex-service members and reservists. We can provide information to assist you in your application process.

Accenture has a culture, and policies, which support flexible work arrangements This means that all request are treated with equal value on the principle that the time and well-being of every person matters.  

Flexible hours: 

  • Flexible hours: can mean starting later, earlier, avoiding peak travel, or adjusting your working hours to communicate with team members in different time zones. When working flexibly, your working hours in one week must add up to 37.5 hours (or, for part-time employees, to your agreed weekly working hours). 

  • Flexible hours can be a one-off, semi-regular or regular arrangement, providing it is agreed by your team lead. Different projects and teams have different demands, so be aware that particular flexible hours may be workable in one team and not workable in another. 

  • Working compressed working weeks means working Accenture’s standard 37.5 hour week over four days rather than five days (or working over nine days rather than 10 days). Under this formal arrangement, which must be agreed by your Group Lead or Service Lead and HR Partner, you will be treated as having full-time employment status. 

  • Part-time employment is working less than 37.5 hours a week and being renumerated for your agreed hours on a pro-rata basis. Certain leave entitlements are also pro-rated for part-time employees. 

  • Accenture supports part-time employees by encouraging equal consideration for career progression opportunities as full-time employees. Part-time employment can be arranged through HR providing it is agreed by your team lead and subject to business need. Team leads are also requested to consider the work schedules of part-time team members in planning training and events and understand that part-time employees may decline to work on non-scheduled workday. If you have to work hours or days in addition to your usual work days, you will be paid for the additional hours worked at your usual rate (or such higher rate that may be required by an applicable modern award).

At any stage, you can contact us at exectalent@accenture.com or call us on +61 2 9005 5000 (Australia) or +64 44666056 (New Zealand) to request support or adjustments. If you can quote the Job Number for the role you are interested in, this will help us direct your query to the relevant recruiter. You can find the Job Number at the top of the Job Advertisement, underneath the role title. 

 

One of our recruiters will then be in touch to discuss your needs and organise adjustments as required.  

 

If you are already progressing through the recruitment process and have been in touch with one of our recruiters, you can discuss your requirements directly with them at any stage.

No. Accenture employees are chosen based on their ability to meet the inherent requirements of the role. 

 

Our commitment to Inclusion & Diversity (I&D) includes ensuring we reduce any barriers in our recruitment processes for all, including for individuals with a disability. We recognise that creating an inclusive and accessible workplace environment with equal opportunities for all, enables people to perform at their best, unlocking innovation, boosting creativity and enhancing growth and development.

The Accenture Veterans Network (ERG) is open to all Accenture employees. Their vision is to provide an inclusive culture and supporting environment for Veterans to thrive. The Veteran Network are dedicated to providing new joiners with assistance during their transition into Accenture. 

 

Employee assist program (EAP) – Accenture offers a number of resources to support you and help you care for you and your loved ones. The EAP is a free and confidential counselling program available to every Accenture employee. All providers are available 24/7 for phone counselling. They can assist with personal or work-related issues that may affect your job performance or mental, emotional of physical wellbeing.  

 

In addition our Health, Safety and Wellbeing team, as well as our HR Partners, People Leads, buddies and internal and external support partners will work with you to understand what reasonable  adjustments may be required to suit accessibility requirements. This may include the provision of assistive technology or ergonomic equipment, flexible work arrangements, modifications to your workstation and more.

No, but we hope you feel comfortable and supported to do so.  

 

Our policies and practices do not require you to share anything that is unrelated to the performance of your role responsibilities. This means you can ask for adjustments, modify your work setup, or join our community network without anyone needing to know about any disability. 

 

That said, we want to provide the right kind of support at the right time and knowing a little more about any disabilities can help. 

 

When you become an employee of Accenture, information about any disabilities is confidential and is only available to the Accenture team members assisting you where relevant and with your permission. 

Please see our privacy statement.

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