Working to close the gender pay gap

Equality in the workplace has never been more relevant than it is today. In fact, our research shows that equality is a powerful multiplier of innovation and growth. It drives creativity and inspires a sense of belonging. It's why we're committed to championing a culture of equality where our people are empowered to be their best, professionally and personally.

Our diversity helps us bring unique perspectives and skills to the table and our culture ensures we can all leverage these unique contributions to the benefit of our clients and our communities. As equals, anything is possible.

The UK gender pay gap is a measure of financial gender equality that highlights discrepancy between the average earnings of men and women. Identifying this figure is the first step on the path to eliminating gender-based pay disparity, creating equality in the median and mean of men and women's pay and setting our standards higher by committing to do better. This means continuing to drive investment in the hiring, retention and development of our women as well as raising awareness of the unique challenges faced by women in the workplace, including the specific challenges of LBT, BAME and disabled women as well as those with children and other caring obligations.

Accenture's median gender pay gap in the United Kingdom is 9.8 percent, versus a UK-wide median of 17.3 percent across all companies.

Oliver Benzecry
Market Unit Lead – UKI

Accenture UK Gender Pay Gap Numbers

Overall AT 5 APRIL 2019 AT 5 APRIL 2018 AT 5 APRIL 2017
UK Median 17.3% 17.9% 18.1%
Accenture Median 9.8% 10.6% 10.2%
Accenture Mean 16.6% 16.7% 16.7%

Percentage of Employees
in Each Quartile

AT 5 APRIL 2019 AT 5 APRIL 2018 AT 5 APRIL 2017
Quartile Male Female Male Female Male Female
Q1 51% 49% 54% 46% 55% 45%
Q2 67% 33% 65% 35% 64% 36%
Q3 65% 35% 66% 34% 68% 32%
Q4 70% 30% 72% 28% 72% 28%

Bonus Gender Pay Gap

AT 5 APRIL 2019 AT 5 APRIL 2018 AT 5 APRIL 2017
Median Mean Median Mean Median Mean
35.4% 46.4% 20.1% 57.9% 33.4% 52%

Percentage of Male and
Female Bonus Recipients

AT 5 APRIL 2019 AT 5 APRIL 2018 AT 5 APRIL 2017
Male Female Male Female Male Female
57.7% 61.2% 61% 61.7% 61.6% 62.5%
  • 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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What are we doing to close our gender pay gap?

Accenture has committed to achieving a gender-balanced workforce by 2025 and to increasing the percentage of women in managing director roles to at least 25 percent worldwide by 2020. To reach these goals we are focused on four key areas:

Recruitment

Hiring equal numbers of men and women at entry level

Development

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

Progression

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

Retention

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

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