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INCLUSION & DIVERSITY


Equality drives innovation

WORKING TO CLOSE THE GENDER PAY GAP

The UK gender pay gap is a measure of financial gender equality that highlights any average-earnings disparity. To us, it is the path to eliminating gender pay gap in the UK and creating equality in the median average of men and women’s pay. It means setting our standards higher and saying, we can do better.

Accenture’s median gender pay gap
in the UK is 10.6%, versus a UK-wide median for all employees of 17.9%.


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Our UK Gender Pay Gap Numbers
Accenture’s median pay gap in the UK is 10.6 percent (10.2 percent in 2017)–versus 17.9 percent across all companies in the UK–and our mean pay gap is 16.7 percent (16.7 percent in 2017). Our median bonus gap is 20.1 percent (33.4 percent in 2017) and our mean bonus gap is 57.9 percent (52 percent in 2017).

  • Quartile Pay Band: The workforce is split into four equal parts based on lowest (Q1) to highest (Q4) paid.
  • Bonus Gender 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 VS. UNEQUAL PAY

Unequal Pay


Paying men and women differently for doing comparable work (illegal in the UK).

Gender Pay Gap


The difference between the median average of men’s and women’s pay as a whole (we aim to close this in a generation).

WHAT ARE WE DOING TO CLOSE OUR GENDER PAY GAP?

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

RECRUITMENT


50/50 men and
women at entry level

DEVELOPMENT


Global high-performing women courses

PROGRESSION


Scaling and extending our external coaching programmes

RETENTION


Helping everyone to achieve a work/life balance