Our support networks in the UK
At Accenture, we strive to support each other as true allies.
That’s why we’ve pioneered a series of networks that support our people and channel insights from their lived experience to our leaders, central functions and HR to drive positive change. These networks have even inspired some of our clients and partners to start similar employee groups of their own.
Our Pride at Accenture network is a crucial visible presence that was founded to support our LGBTQ+ 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. Meanwhile, our Mental Health Allies network is a trained group of ambassadors and trusted “go-to” resources for people seeking support or information.
Taking on the gender imbalance means looking holistically at the issue in order to fix the system.
We achieve results by combining external best practices with internal data-driven insight and real leadership accountability. Monthly scorecards combined with digital insight tools help us monitor recruitment, retention and progression.
We overhauled our recruitment strategy to ensure we have a strong pipeline of female talent at all levels, from graduates to managing directors. We encourage women to return to work after a career break, provide flexible working arrangements and offer Shared Parental Leave. We invest in, support and mentor women through programmes such as our Accent on Gender network.
Female UK recruits in 2020, up from 36% in 2015
UK MD promotions were women in 2019, up from 24% in 2015
UK employees have taken shared parental leave (since 2015)
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.
Our Getting to Equal research found that workplaces with cultures of equality help everyone advance to higher positions and are powerful multipliers of innovation and growth.
In 2015, we recognised our Black employee representation was less than the national census data and negligible at the leadership level. And only 5.6% of our new joiners were Black. Teams across Accenture together were determined to change this; setting targets for the recruitment, retention and development of Black employees. Working with the Accenture African-Caribbean Network, they went on to create Accelerate, a data-driven, insight-led, highly collaborative programme for supporting and promoting future Black leaders.
Black employees participated in Accelerate
Black headcount growth in five years
Of recruits are BAME
We are deepening our commitments to equality and justice for all, with zero tolerance for racism, bigotry and hate of any kind. This means introducing mandatory training to identify and speak up about racism, and community investments that will help drive change. We will increase the representation of our Black colleagues to 7% of our workforce by 2025, from 4% (currently 420 people). We will also double the number of our Black managing directors (currently eight).
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.”
Everyone brings something different to the table
Civil war drove Ebtihal Okok from her home, now working for Accenture in the UK, she’s led a project to help British athletes stretch their limits while pushing tech boundaries. Read more.
Inclusive work cultures enable everyone to thrive. We are committed to empowering people with disabilities and removing barriers around issues that affect us all, like mental health.
Through our Enablement Project, we’ve worked on improving how we support our disabled colleagues. One of the innovations generated from the project is The Enablement Passport, a tool that explores the day of an Accenture employee to help identify what support our people need to thrive.
Our research shows that nearly nine in ten people are affected by mental health issues, much higher than the commonly cited figure of one in four. As part of our well-being initiatives, our team created the Mental Health Allies programme—training 2,400 of our people, or 22% of our UK workforce, to be “go to” resources for support.
Accent on Enablement network members support our people with a disability to perform at their best
Of UK workforce trained as Mental Health Allies
Mental Health Awareness: When words fall short
“A key factor in my joining Accenture was the Mental Health Allies Programme and that people were openly talking about mental health.”
As part of our ambition to be the most inclusive organisation in the world, we created the LGBTQ+ Allies programme.
The programme offers tools and resources to create a workplace where employees can perform at their full potential. Accenture mentors a number of FTSE 250 companies to help them grow their own networks.
Accenture regularly presents at LGBTQ+ conferences in the UK and Europe, promoting the value that diversity brings to business and coaching managers on how to lead diverse teams. We encourage our people to bring their personality, humanity and sensitivity to everything we do. We believe to be your best you need the freedom to be your authentic self.
The freedom to be your best
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