We are building a culture of equality, based on respect, inclusiveness and shared ethical values, to ensure our people can achieve their professional and personal aspirations.
We recognise that true belonging means being accepted for who we are. To enable our people to present their authentic selves, we take a zero-tolerance stance on discrimination based on ethnicity, gender, sexual orientation, disability, or any other form of diversity.
Diversity of thought and lived experiences are crucial to unlocking new value. Different perspectives create new thinking and new solutions, enabling us to better serve our clients and communities. As we lead through change, we continue to go beyond compliance; building trust into everything we do, exercising good judgement and always acting with integrity.
We believe that equality drives innovation. We’ve set a public goal of reaching gender parity by 2025. In FY22 the UK had a 41.7% women recruitment mix across all levels and is on course to have 30% women managing directors by 2025. We’re dedicated to fixing gender imbalances through our benefits too. Our people in the UK are entitled to 32 weeks of fully paid maternity, adoption, or shared parental leave, alongside our support for menopause, fertility, pregnancy and the first year of a new baby.
At the same time, we are making progress in driving towards greater representation across our business. Our aim is to increase the number of our Black colleagues from 4% to 7% of our total UK workforce by 2025, and to double the number of our Black managing directors from eight (when the goal was set in October 2020) to 16 within the same timeframe.
Our inclusion and diversity networks play an important role in creating an inclusive environment, stimulating fresh thinking and unlocking new value for us as a company and for our clients.
We strive to support each other as true allies. We’ve pioneered a series of support networks for our people, using insights from their lived experience to drive positive change. We have a global network of allies committed to actively advancing the culture of inclusion through intentional, positive and conscious efforts that benefit our people and help us learn and grow together.
Pride at Accenture was founded to support our LGBTIQ+ colleagues with possibly unseen challenges. Accent on Gender helps women and men drive change and work together towards gender equality. Accent on Family offers support for life events like becoming a parent, bereavement, adoption and fertility treatment. Elsewhere, our trained network of Mental Health Allies provide compassionate support and essential information around mental health and wellbeing.
Watch the video and find out what impact means to our network leads in the UK. Watch now.
We’re creating new technology jobs all over the UK, expanding Accenture’s presence in Birmingham, Bristol, Edinburgh, Glasgow, Leeds, Manchester and Newcastle to ensure that we can appeal to talent across the country. The new roles will encompass services in platforms, cloud engineering, cybersecurity, data and intelligent operations.
We believe the future workforce is an equal one and have set bold goals to accelerate gender equality.
We achieved our goal of 25% women managing directors by the end of 2020 and set a new goal of 30% by 2025. We are well on our way to our goal to achieve gender parity—for those whose gender is binary— by 2025.
We have a strong pipeline of women talent at all levels, from university graduates to managing directors, and we invest in, support and mentor women through a suite of leadership development programmes, which are complemented by the sense of community our Accent on Gender network provides.
We encourage and support our people to return to work after a career break, provide flexible working arrangements and offer shared parental leave. We’re also working to support those that experience menopause by providing better access to healthcare support and resources, as well raising awareness of the issues and encouraging allyship.
UKI women recruitment mix in FY22, with the UK recruitment mix at 41.7%, up from 36% in 2015
UK MD promotions were women in fiscal 2022, up from 24% in 2015
UK employees have taken shared parental leave since May 2020
Providing menopause healthcare for all
“The more everyone is aware of these issues, the less scary it will be to access the help you need.” Read more.
Rebalancing work and family
Sam Jackson saw shared parental leave as an opportunity to be a more involved father and husband—and to challenge a few stigmas. Read more.
We embed inclusion and diversity in everything we do. We set goals, share them publicly, collect data to continuously improve and hold our leaders accountable.
We are committed to increasing the representation of our Black colleagues to 7% of our workforce by December 2025. We will also double the number of our Black managing directors to 16 or more. We routinely track our performance against these goals and ensure we have the right programmes and policies in place to help us create an inclusive and representative environment for all our people.
In 2022, we expanded our efforts for racial and ethnic inclusion across our organisation. We are continuing to make progress toward our goals by increasing our pool of qualified candidates to reflect the diversity of talent in the marketplace. In addition, we created Engage!, a leadership journey for Black employees, their direct managers and sponsors, focusing on culture change and inclusive behaviours across the employee ecosystem.
Employees have participated in Engage! since 2021
Black headcount growth since representation goals were set in 2020
growth in Black MD headcount since representation goals were set in 2020
of our new joiners in FY22 were Black, Asian or from other ethnic minorities
Taking a stand against racism
We are deepening our commitments to equality for all. This means continuing mandatory training on identifying, speaking up and reporting racism, bigotry or hate of any kind; communicating with communities and other partners to promote equality, fight racism and create more opportunities for employment and advancement.
Amplifying under-represented voices
“By supporting projects like The Voices In The Shadow, we can inspire more Black women to pursue a career in tech.” Read more.
Taking further action around inclusion
“We developed Engage to improve Black representation and transform Accenture’s culture so that everyone can thrive.” Read more.
Don’t miss the talent in front of you
“Trying to find your feet and find a role isn't easy. It's something that we need to do collaboratively.” Read more.
3. Social mobility
We continually innovate to find new ways of creating and building more inclusive career pathways.
We are investing in our communities to reach and empower previously untapped pools of talent. By making this investment, we are widening Accenture’s diversity of thought and experience, and expanding opportunities for all while delivering tremendous value to our people and our clients. To do so, we partner with governments, nonprofits and others to educate, train and support the workforce through apprenticeships and other roles at Accenture.
Accenture is a founding partner of Movement to Work, a collaboration of UK employers committed to tackling youth unemployment through the provision of vocational training and work placements for young people who are not in education, employment or training. In FY22, we hosted more than 150 placements and hired 11 people.
Using tech and design to overcome bias
Accenture’s early talent recruitment team is using leading-edge technology to see human potential more clearly. Read more.
From estate block to coder: Skills open new routes
Skills to Succeed Academy helped Michelle O’Neill see her potential, then a Movement to Work programme set her on the path to a tech career. Read more.
Innovative career pathways beyond our organisation
We co-founded Progress Together, focusing on progression, retention and socio-economic diversity in the financial services industry. Read more.
We are committed to empowering people with disabilities or mental health concerns by removing any barriers around issues that affect us all.
Our Enablement Project is improving how we support our disabled colleagues. One example is The Enablement Passport, a tool that helps identify what support an employee might need. This is supplemented by our Accommodation Support Tool, which enables any employee to easily ask for adjustments they may need, such as assistive technology, flexible work arrangements, sign language interpreters, screen readers and more.
As part of our well-being initiatives, we created the Mental Health Allies programme, training 19% of our UK workforce to be “go to” resources for support. Our corporate partnership with Thrive Global, a behaviour change platform offering science-based solutions to lower stress and enhance well-being and productivity, has enabled us to deliver customised workshops to help our people achieve a sense of belonging and purpose.
Accent on Enablement network members support our people with a disability to perform at their best
of our UK workforce are trained as Mental Health Allies
of our people have completed Thrive Global programmes since FY20
Mental Health Awareness Week
For Mental Health Awareness Week 2022, three of our people shared their mental health stories, revealing how they found a sense of Belonging and Connecting through the Mental Health Ally network. In previous years, some of our people’s inspiring stories were brought to life by Giulia Sagramola in the form of two mini graphic novels, The Power of Sharing and The Art of Kindness, showing the different ways we offer support to those affected by mental health issues.
By sharing a mental health training course with clients like Mondelēz, Accenture helps companies support their employees. Watch now.
“Accenture came along and suddenly the whole outlook was very different. Their approach was ‘just tell us what you need, and we’ll accommodate you’.” Read more.
As part of our commitment to inclusion and diversity, we created the LGBTIQ+ Allies programme.
We have 3,719 LGBTIQ+ Allies in the UK. The programme offers tools and resources to create a workplace where employees can perform at their full potential. We provide specialised training, networking support and mentoring for our LGBTIQ+ people and help promote a workplace where everyone feels they belong and can thrive. Accenture mentors a number of FTSE 250 companies to help them grow their own networks.
To be inclusive of LGBTIQ+ people—and all other sexual orientations, gender identities or gender expressions—we offer equal access to medical plans for LGBTIQ+ employees and their partners through Accenture-sponsored medical plans*. We also offer coverage for transgender-inclusive health care to 95% of our people through Accenture-sponsored medical plans or government-provided plans*.
*where legally allowed or available in the market
The freedom to be your best
“When people are open about themselves, they open up their minds.”
Celebrating 50 years of turning countless moments into historic opportunities. Watch now.
How we can be better, more inclusive, allies
Accenture’s Further Together commitment celebrates the LGBTQ+ community marching alongside Black communities. Read more.
Bringing our identities to work
In our ID Hub, we tap into the power of stories to help employees connect the philosophical ideal of diversity with the lived experience of inclusion. The hub gathers together videos, blog posts, and photographs contributed by Accenture employees with stories to tell about identity and why it matters. In partnership with Yemeni photographer, artist, and refugee Thana Faroq, the first-person narratives explore the idea of what it means to feel a sense of belonging from diverse perspectives.
The hub also provides data, practical tools, and recordings from live events that can help everyone take meaningful action. For example, one report details progress on Accenture’s efforts to achieve gender parity by 2025. In doing so, we believe we’ll be better equipped to harness the power of technology and human ingenuity for the benefit of everyone—not just the dominant culture.