Working to close the gender pay gap

We are deeply committed to continuously improving our diversity and inclusion. Our own research shows that it is a strong driver of growth and innovation. It drives creativity, inspires a sense of belonging and provides an environment where our people are empowered to be their best, professionally, and personally.

Our goal is to employ equal numbers of women and men for those whose gender is binary and that 30% of managing directors will be women by 2025. Critical to achieving these goals are specific investments in hiring, retention, development, and inclusion for women.

Simon Eaves
Market Unit Lead – UKI

Our FY20 gender pay gap numbers

The UK gender pay gap is a measure of financial gender equality that highlights discrepancy between the average earnings of men and women. As you achieve a 50/50 gender mix at all levels then any gender pay gap is eliminated so it is an important measure of progress.

Accenture’s median gender pay gap in the United Kingdom is 12.1 percent, versus a UK-wide median of 15.5 percent across all companies. These metrics are calculated on salary data as of 5 April 2020.

We have made good progress at improving the numbers of women at all levels, with a particular acceleration at more junior levels. However, this has had the effect of reducing the mean pay for women, reflecting lower salaries for more junior employees. Consequently, in the twelve months leading up to 5 April 2020, our gap widened. Continuing to grow our junior levels is critical to building a strong pipeline of senior women for the future and we take seriously our commitment to promote and retain women at all levels.

What actions are we taking?

To drive greater gender equality, we are focused on four key areas:


Hiring equal numbers of men and women at entry level.


Focusing on the specific training of our women, delivering programmes that help them flourish and address the challenges they may be facing.


Scaling and extending our coaching programmes and focusing on promoting key talent across all our business areas.


Investing in wellbeing and specific benefits to help all our people to achieve a healthy work/life balance.

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To read more about all that we are doing to build the world’s most diverse company, please read our Impact Narrative.

View our UK Gender Pay Gap Numbers

Overall AT 5 APRIL 2020 AT 5 APRIL 2019 AT 5 APRIL 2018
UK Median 15.5% 17.3% 17.9%
Accenture Median 12.1% 9.8% 10.6%
Accenture Mean 17.4% 16.6% 16.7%

Percentage of Employees
in Each Quartile

AT 5 APRIL 2020 AT 5 APRIL 2019 AT 5 APRIL 2018
Quartile Male Female Male Female Male Female
Q1 48% 52% 51% 49% 54% 46%
Q2 62% 38% 67% 33% 65% 35%
Q3 62% 38% 65% 35% 66% 34%
Q4 69% 31% 70% 30% 72% 28%

Bonus Gender Pay Gap

AT 5 APRIL 2020 AT 5 APRIL 2019 AT 5 APRIL 2018
Median Mean Median Mean Median Mean
41.2% 52.1% 35.4% 46.4% 20.1% 57.9%

Percentage of Male and
Female Bonus Recipients

AT 5 APRIL 2020 AT 5 APRIL 2019 AT 5 APRIL 2018
Male Female Male Female Male Female
57.1% 61.2% 57.7% 61.2% 61.0% 61.7%
  • Quartile Pay Band: The workforce is split into four equal parts based on lowest (Q1) to highest (Q4) paid.
  • Bonus Pay Gap: The difference between the bonus pay that eligible male and female employees receive.
  • Median: The midpoint of a distribution of values.
  • Mean: The average of a set of numbers.
  • Data excludes Avanade, one of Accenture's consolidated entities.

Gender pay gap and unequal pay – what’s the difference?

Unequal pay

Is paying men and women differently for doing comparable work. This has been unlawful in the UK since the introduction of the Equal Pay Act in 1970.

Gender pay gap

Is the difference between the median and mean of men's and women's pay more generally – across the UK, a sector or an entire company. We aim to close this within a generation.

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