Given the legislation’s threshold for reporting is 250 employees, Accenture is required to publish a further breakdown of statistics for specific entities within our operations in Ireland that individually meet the reporting threshold. The tables below also show sub-sections of this overall data for these two specific entities. Please note that the figures shown in these tables have already been accounted for in the reporting table for all employees at Accenture in Ireland.
Accenture Limited
| Regulation | Category | Gender Pay Gap |
|---|
| 7(1) (a) | Mean hourly remuneration | 11.06% |
| 7(1) (b) | Mean hourly remuneration (part-time employees) | 31.47% |
| 7(1) (c) | Mean hourly remuneration (temporary employees) | -0.43% |
| 8(1) (a) | Median hourly remuneration | 2.61% |
| 8(1) (b) | Median hourly remuneration (part-time employees) | 17.75% |
| 8(1) (c) | Median hourly remuneration (temporary employees) | -0.15% |
| 9(1) (a) | Mean bonus remuneration | 29.99% |
| 9(1) (b) | Median bonus remuneration | 7.13% |
| 9(1) (c) | % of employees paid bonus remuneration | 61% of Male employees | 65% of Female employees |
| 9(1) (d) | % of employees paid benefit-in-kind | 58% of Male employees | 63% of Female employees |
| | % of employees who fall within: | Male | Female |
| 10(1) (a) | - Lower remuneration quartile pay band
| 50% | 50% |
| 10(1) (b) | - Lower middle remuneration quartile pay band
| 50% | 50% |
| 10(1) (c) | - Upper middle remuneration quartile pay band
| 51% | 49% |
| 10(1) (d) | - Upper remuneration quartile pay band
| 55% | 45% |
Accenture Global Solutions Limited
| Regulation | Category | Gender Pay Gap |
|---|
| 7(1) (a) | Mean hourly remuneration | 1.77% |
| 7(1) (b) | Mean hourly remuneration (part-time employees) | 45.73% |
| 7(1) (c) | Mean hourly remuneration (temporary employees) | -19.77% |
| 8(1) (a) | Median hourly remuneration | 6.42% |
| 8(1) (b) | Median hourly remuneration (part-time employees) | 53.64% |
| 8(1) (c) | Median hourly remuneration (temporary employees) | -15.59% |
| 9(1) (a) | Mean bonus remuneration | 5.5% |
| 9(1) (b) | Median bonus remuneration | 5.09% |
| 9(1) (c) | % of employees paid bonus remuneration | 90% of Male employees | 89% of Female employees |
| 9(1) (d) | % of employees paid benefit-in-kind | 93% of Male employees | 93% of Female employees |
| | % of employees who fall within: | Male | Female |
| 10(1) (a) | - Lower remuneration quartile pay band
| 45% | 55% |
| 10(1) (b) | - Lower middle remuneration quartile pay band
| 33% | 67% |
| 10(1) (c) | - Upper middle remuneration quartile pay band
| 48% | 52% |
| 10(1) (d) | - Upper remuneration quartile pay band
| 45% | 55% |
We take an organisation-wide approach to delivering on actions that will help reduce our gender pay gap. Visit our Action Plan to learn more about how we’re committing to do this.
