How our people power our business

Our people power our business and talent strategy, driving our ability to be a great place to work for our people—our Reinventors.

Our talent strategy is based on three pillars—how we:

• Access talent
• Create talent
• Unlock people's potential

To access and create the best talent and unlock our people's potential, we, among other actions, work to ensure our people feel they are better off for working at Accenture across four dimensions: marketable skills, working for a purpose, well-being—physical, mental and financial—and trusted relationships where our people feel they belong and can thrive.

Reinventing for the future

Our purpose is to deliver on the promise of technology and human ingenuity and our talent strategy is designed to ensure our workforce is prepared to lead in an era of transformation and innovation, aligning leadership, talent and culture with our business strategy. We are building on our established strengths including innovation, delivery excellence and global expertise, while embracing the evolving demands of the business landscape. Because of our people, Accenture is positioned as a trusted reinvention partner capable of delivering innovation and growth at scale for our clients.

To drive reinvention, innovation must be at the forefront, which requires us to attract, develop and inspire top talent. Talent is one of our most important areas of competitive differentiation. As part of our talent strategy, we embrace the variety of viewpoints and insights that we believe are essential to drive the innovation needed to reinvent.

At Accenture, we are committed to equal opportunity, a workplace free from bias and providing all of our people with the opportunity to thrive and unlock their full potential. We are a meritocracy.

Our intention is to foster a culture and a workplace in which all of our people feel a sense of belonging and are respected and empowered to do their best work and to create 360° value for all our stakeholders. We expect our leaders to foster this culture and embody our core values.

Finding the best people

Our ability to lead with skills—matching the right people with the right projects at the right time—is essential to delivering results. As a talent-and innovation-led organization, we anticipate our talent needs through skills data and signals from the market, allowing us to proactively identify the skills we need today and tomorrow.

Using core technologies and strategic sourcing, we identify untapped talent pools to help build teams of exceptional people, and we expand our talent pools through apprenticeships and other opportunities.

We also have the agility to source talent internally to meet our clients’ needs and to give our people new opportunities to grow vibrant careers. By bringing together people with technology, AI and data, we can access talent at the speed of business and at scale.

People are drawn to our purpose, the cutting-edge work we do with industry leaders and our talent brand. We have been able to access a broad range of talent because we look for people with high learning agility using a variety of recruiting resources, and we hire for skills over credentials.

Welcoming our new Reinventors

Our award-winning global onboarding program is a year-long experience that immerses new joiners in our culture, core values and purpose. Our New Joiner Experience (NJX) is a robust, end-to-end journey that helps new joiners feel supported, empowered and confident in their decision to join Accenture.

NJX begins before Day 1, with the signed acceptance letter followed by an invitation to an engaging portal that offers a taste of what it’s like to work at Accenture.

Once on the job, NJX provides onboarding activities ranging from interactive storytelling, gaming and networking moments with a small “start group” cohort to in-person gatherings and an immersive experience at One Accenture Park, a virtual world built exclusively for Accenture's new joiners to help them learn about Accenture and how we help clients.

Our top source of hires in fiscal 2025 came from referrals, representing 24% of our overall hires.

Anticipating tomorrow’s skills today

We put skills at the heart of everything we do. This approach helps us proactively seek candidates globally, prioritizing skills reflecting our clients’ needs along with our own strategic priorities and culture.

We closely monitor the market to help us see our clients' needs at the earliest stages of our sales pipeline, and identify emerging skills before they are needed. Our AI-powered skills engine helps us ensure that we know the skills our people have—so we can make the best decisions to hire or upskill our people.

Our Talent Orchestration dashboard puts integrated data at our leaders’ fingertips and breaks down silos across functions. The dashboard also enables smarter, faster, more accurate workforce planning for clients, holistically assessing impacts across demand, skills, revenue, payroll and more.

Ultimately this enables us to be more predictive and ramp up or rebalance our skills footprint through agile recruiting and training aligned to market needs. The console is part of Accenture’s 360° Value Navigator, a data and analytics platform that measures how we deliver 360° value across our business.

Apprenticeships open vibrant career pathways

We continue to invest in our communities to reach and empower previously untapped pools of talent, and to innovatively create career pathways and opportunities.

We partner with governments, nonprofits, community colleges and other organizations to educate, train and support the workforce through apprenticeships and other roles at Accenture.

Professional apprenticeship remains pivotal to building recruiting pipelines that reflect the entire available labor market, so we can hire the best talent.

Our fiscal 2025 apprenticeship and other work-based learning programs include:

United States and Canada

Since 2016 we have hired, trained, coached and provided career opportunities for untapped talent through our Apprenticeship Program in the United States and Canada, where apprenticeship hires made up 20% of our entry-level hiring in fiscal 2025.

A majority of apprentices stay at Accenture after completing the program. We have also engaged more than 200 companies to launch or scale their own apprenticeship programs.

In fiscal 2025, to help connect talent with opportunity, we collaborated with the University of the District of Columbia (UDC) and PeopleShores to launch a new Cybersecurity Tech Hub at UDC’s Congress Heights campus in Washington, D.C. This partnership is designed to expand career pathways and invest in the future of the District of Columbia’s workforce. Apprentices experience robust cybersecurity technical training, hands-on project experience with Accenture teams and mentoring from industry experts, all while receiving competitive pay and full benefits.

United Kingdom

Accenture’s U.K. apprenticeship programs create powerful career pathways offering two distinct career routes. Our undergraduate degree apprenticeships are designed for individuals with little or no prior experience, blending academic study with real-world experience to help individuals build strong foundations in technology and consulting. Launched in fiscal 2025, our AI engineer apprenticeship is tailored for career-changers with non-technical degrees who are looking to upskill in AI. This program provides practical skills and experience to launch a career in AI, with the option to progress to a master's degree, for qualifying candidates.

Japan

In fiscal 2025 we launched an internship program in Japan for developing engineers whose disabilities limited their ability to pursue or complete higher education. The program is designed to empower participants with an 8-week work experience and training that helps participants advance their engineering careers and manage their physical and mental health. They receive individualized support from mentors, and upon completing the training, they are assigned to projects where they can make meaningful contributions for our clients.

Learning for growth

We continually prepare our Reinventors to meet new demands and, in turn, help ensure they remain highly relevant with vibrant career pathways, inside or beyond Accenture.

Creating talent means investing in our people’s capabilities so they can work with purpose, and boldly and innovatively solve problems.

Continuous learning is our superpower

To help our people discover new opportunities and expand their skill sets, we invested $1 billion during fiscal 2025 in the learning and development of our people. With our digital learning platform, we delivered approximately 47 million training hours, an increase of 9% compared with fiscal 2024, with an emphasis on generative AI.

Our award-winning programs include job-relevant, digital and industry-aligned skills training through always-available learning, built by our experts, grounded in neuroscience, and powered by leading content providers, certifications and global university partnerships.

Our people at all levels have opportunities to build leadership capabilities and grow their careers. To help deliver significant value to our clients, we also certify our people in key technologies from our ecosystem partners, from the largest players in tech to smaller, specialized providers.

Skilling in the age of AI

Besides helping us access talent, skills data also helps us create it. By enabling our people to identify, grow and track the development of their unique skills, we can deliver a more personalized employee experience—while flexibly responding to evolving client needs.

Using skills data, we tailor learning recommendations and offer staffing opportunities that align with individual interests and client priorities. Our ability to identify emerging skills early allows our people to build in-demand capabilities and advance their careers while helping our clients reinvent.

As new skills emerge, we work to integrate them into our skills architecture, enabling our people to signal their aspirations and track their growth through learning, staffing and networking opportunities.

Our AI skilling strategy is anchored in three pillars—Educate, Enable and Embed—designed to build AI fluency, hands-on ability and deep integration into how we work, based on role and need. Our AI learning programs are helping us expand our advanced AI specialists, with a focus on using new AI tools equitably, sustainably and without bias. In fiscal 2025, we deepened our emphasis on advanced AI and launched additional education efforts through our Technology Quotient (TQ) program—an ongoing technology skills curriculum and learning program—to help our people understand the growing impact of agentic AI.

As of August 31, 2025, over 550,000 of our people have completed training on the fundamentals of generative AI.

With the integration of Udacity, our technology learning platform, we have enhanced our content offerings and learning experiences to support the development of skills in key areas like advanced AI. Udacity focuses on practical, hands-on, mentor-supported learning, including enablement on proprietary AI tools.

Additionally, our advanced AI skilling roadmap includes role-based boot camps, in-person summits, partnerships with leading educational institutions and cross-service learning pathways—positioning our people to be not just AI-enabled, but agentically empowered.

We continue to grow our AI & Data workforce. We reached approximately 77,000 skilled professionals at the end of fiscal 2025, against our goal of doubling our AI & Data workforce to 80,000 by the end of fiscal 2026. Our people are learning to guide clients across industries in reinventing their businesses through advanced AI utilizing immersive experiences like Consulting Day and Strategy Day to bring AI tools into real-world scenarios.

Strengthening leadership skills

People expect more from their leaders than ever before. Great leadership is fundamental to our culture and an integral part of how we run our business. We believe leadership is everybody’s responsibility across all levels—from an experienced analyst who mentors a new joiner to the most senior executives leading our business. We are cultivating future-ready leaders who can navigate complexity, drive reinvention, and inspire teams across all levels.

In addition to targeted and curated learning for specific audiences, we work to embed the importance of leadership across our learning experiences including our performance, rewards and recognition processes utilizing generative AI tools and learning workshops. For example, a generative AI conversation simulator allows leaders to practice coaching conversations so they can be more effective in the moments that matter, the everyday developmental conversations with their teams.

We also recognize and celebrate those who role model leadership every day with a People Leadership award in our recognition platform.

Learning that increases understanding

We provide our people with a robust catalog of learning opportunities to build greater understanding and help foster an inclusive workplace. Examples include:

• Neuroinclusion training modules are available for our global workforce, people leads, HR business partners and recruiters. In addition, members of our neurodivergent community co-developed guides on autism, ADHD, dyslexia, dysgraphia and dyscalculia to educate and raise awareness of inclusive behaviors.
  
  
• To empower our people to work more effectively and inclusively across their teams, we offer, along with Aperian, an online learning platform that helps bridge work-style, communication and cultural difference, to help our people learn about cross-cultural differences and cultural styles.

Sustainability Quotient training

Our award-winning Sustainability Quotient (SQ) learning program, previously honored with the Brandon Hall Group Excellence Gold Award, features expert-curated content from Accenture leaders. SQ includes 10 concise, real-time learning modules that provide valuable insights into the importance of sustainability in driving business impact and value creation.

Striving to help people feel “Better Off”

We believe we are uniquely positioned to help drive positive change by unlocking people's potential with our clients and in communities around the world through partnerships, community impact, skilling and employment opportunities.

Unlocking people’s potential starts with a fundamental question: Are they “Better Off” working here? Leaving our people Better Off means that we meet their fundamental human needs so they feel they are:

• Healthy and well—physically, emotionally and financially 
• Connected, with a strong sense of belonging
• Doing work that has purpose and makes a meaningful difference 
• Building market-relevant skills that lead to vibrant careers

Our research shows that meeting these human needs can unlock up to two-thirds of a person’s potential at work.

Improving through listening

Listening to the voices of our people provides the input to help make sure they have the tools and resources to do their jobs and the right learning opportunities, and that they can explore meaningful career pathways and experience a positive and respectful work environment.

Growing vibrant careers

Our vibrant career paths are flexible by design, so that our people are encouraged to develop their skills, bring new ideas, suggest creative solutions and lend their bold, authentic voices to their work. We want Accenture to be the best place for our people to achieve their personal and professional aspirations—a place to learn, grow and thrive.

Our people are empowered to share their career interests and be supported in charting a career that aligns with their interests and ambitions. Throughout the year, people leads are responsible for guiding individuals on how to develop and grow to achieve their ambitions.

Our Performance Achievement approach helps our people get and stay on track to make an impact, through quality priorities, honest self-reflections and reflections from priority reviewers.

We hold annual talent discussions to help our people reflect on their performance and to identify meaningful development opportunities and actions to support their career growth.

In fiscal 2025, we promoted approximately 97,000 people. Our proprietary Careers Marketplace app supports our people to pursue new opportunities. Our people use it to explore and apply for open roles within our company.

We support all career journeys

Mentoring and returnship programs are critical drivers for the development, engagement and retention of our talent and complement our leadership development programs.

Mentoring
Mentors promote holistic personal and professional development, connecting our people with a shared interest, experience or passion for advancing our culture. Our mentoring programs, which are open to all our people, give participants the opportunity to grow their global network and learn from a variety of perspectives.

Returnship
These programs focus on clearing barriers to workforce re-entry through mentoring, training and skilling opportunities and other support. For example, in the Netherlands, our Parental Reboarding Program supports a smooth return to the workforce with personalized return-to-work plans, mentorship, coaching and community support through our Working Parents Network.

Celebrating each other’s achievements

Our new recognition platform, Recognize, is transforming how our people celebrate each other’s achievements and making gratitude a natural part of daily work life. Utilizing generative AI-assisted messaging, this platform provides an enhanced digital experience for our people to celebrate key milestones and accomplishments—resulting in an average of nine recognition moments being shared every minute since its launch in April 2025.

Our culture

We value and respect all our people, and we are committed to creating an environment that enables everyone to fully contribute. Consistent with our Core Value of "Respect for the Individual," we treat each other, and those we interact with, respectfully. We strive to maintain a safe and non-threatening workplace, and perform our work in an environment of respect, collaboration and meritocracy.

With zero-tolerance for discrimination, a workplace free from bias and a culture where all our people feel they are respected, we empower our people to do their best work so we can more effectively help our clients reinvent their businesses. We build teams that embrace differences because we believe that different perspectives can create better, more innovative solutions for our clients.

Our employee networks

Our employee networks are open to everyone to build community and nurture trusted relationships, mentorship opportunities and avenues for growth, benefiting participants across all career levels and fostering community and inclusion.

Our networks include those for women, persons with disabilities, military veterans and families, LGBTIQ+ people, neurodivergent individuals, and people from various racial, ethnic and cultural backgrounds as well as people of faith and non-faith beliefs.

• Pride at Accenture: 90+ networks across 45+ countries
• Neurodiversity-based networks: 20 countries
• Gender-based networks: 130+ vibrant communities in 35+ countries
• Disability-based networks: 30+ countries
• Cultural diversity: We also have networks for Caregivers, Race & Ethnicity, Indigenous People, Refugees, Socio-economic inclusion, Interfaith and Veterans, where locally relevant.

Commemorating cultural observances

We recognize and celebrate the different cultures of our people to create an environment where everyone is valued for who they are. The publicly recognized observances we marked this year provided opportunities to celebrate, connect and show support for all our people.

These observances include the following globally celebrated moments:

International Women’s Day
We celebrated our 21st annual IWD with more than 135 virtual and face-to-face events for our people, clients and partners in more than 40 countries.

World Interfaith Harmony Week
We recognized World Interfaith Harmony Week, focusing on the importance of mutual understanding and interfaith dialogue to promote a culture of peace for all people, expand our knowledge about how our faith or non-faith traditions inform our identities and build bridges. In the United States and Canada, our people also attended, in-person and virtually, our first Interfaith Summit, which focused on a theme of “Honoring Difference with Respect”.

International Day for Persons with Disabilities
We participated in PurpleSpace's #PositivelyPurple initiative at 125 of our locations to celebrate the contribution of people with disabilities in the workplace around the world.

International Day for the Elimination of Racial Discrimination
We encouraged our people to gain a better understanding of inclusive leadership and elevate ally behaviors by taking meaningful action to combat the potential impacts of racial and ethnic discrimination.

World Day for Cultural Diversity for Dialogue and Development
Our people were given the opportunity to learn about the importance of intercultural dialogue for achieving peace and sustainable development.

Pride celebrations
Our Pride at Accenture network hosted 180 events around the globe.

Neurodiversity observances
Our Neurodiversity networks held a range of live events during Neurodiversity Celebration Week, including panel discussions with neurodivergent leaders to educate and raise awareness of neuroinclusive behaviors.

Global Accessibility Awareness Day
To commemorate Global Accessibility Awareness Day we hosted informative sessions that emphasized the importance of accessibility, demonstrated how to create more accessible everyday work products and highlighted our efforts to support both our people and clients.

We are committed to equal opportunity and a workplace free from bias

We proactively monitor our processes in an effort to avoid bias and work to ensure all our people have the right skills, roles and behaviors to successfully advance in their careers at Accenture.

Our self-identification programs, where legally permitted, provide our people with the option to voluntarily share information about themselves—such as their legal gender, gender identity, sexual orientation, ethnicity and race, military service or veteran status, disability and neurodiversity status and socio-economic background.

As of August 31, 2025, approximately 17,000 of our people have self-identified as a person with a disability and approximately 82%* of our people have shared their sexual orientation and gender identity.

^{_{* Excludes Avanade, a joint venture between Accenture and Microsoft.}}

Zero tolerance for discrimination

We have a zero-tolerance policy for any form of discrimination, regardless of age, disability, race and ethnicity, gender identity or expression, sexual orientation or religion.

Our leaders are expected to exemplify this commitment to meritocracy and non-discrimination. Our employment decisions are required to be based on merit, considering a person’s qualifications, contributions, capabilities and potential to grow. We also gather our people’s feedback to evaluate our progress.

We make well-being a priority

We offer and curate programs and practices designed to meet our people’s fundamental needs. In fiscal 2025, we continued supporting our people's well-being through a range of digital tools and initiatives designed by a variety of wellness experts.

We provide our people and their dependents with a comprehensive range of health benefits, from medical, dental and drug coverage to supplemental programs tailored to individual countries.

Across Accenture, we seek input on the needs of our people and provide access to employee assistance programs, public health systems, company-sponsored health programs and mental health and wellness programs, adapted to local contexts where relevant.

For example, in Canada, we have inclusive family-building services such as infertility, adoption and surrogacy, giving our people access to care navigators, support networks, resources and reimbursement. We also offer specialized support to promote healthy pregnancies and babies.

Health and well-being

We strive to create an environment and provide the tools, programs and practices for the emotional and mental health and well-being of our people. Our mental health initiatives help foster a workplace environment where people feel comfortable engaging in open, honest dialogue which helps to strengthen employee engagement.

We also continue to elevate proactive support for the well-being of our people through enhanced digital tools, initiatives and internal communications and campaigns.

For example, we provide:

Peer-to-peer support: Through our Mental Health Ally network, approximately 24,000 of our people, from analysts to managing directors, are equipped to help colleagues facing mental health challenges find the support they may need. We offer training to help our people, including our leaders, understand the signs that a colleague needs help, how to have a conversation about mental health, and the steps they can take to support someone in need.

Holistic well-being resources: We partner with mental health organizations to advocate for policies and initiatives that prioritize mental health in the workplace. Our corporate partnership with Thrive Global, a behavior change platform offering science-based solutions to improve health outcomes, has enabled us to deliver customized programs to help our people achieve a sense of belonging and purpose.

These programs include skills to support emotional and mental resilience, strengthen a sense of belonging, adopt nutritional strategies for better cognitive health and support the holistic needs of our people and their families.

The Accenture Well-being Hub: Globally, we provide our people with a single online source for their physical, mental and financial health offerings supporting them across key stages of life.

The Hub offers support for sleep, mindfulness, parenting, work/life balance, productivity, financial literacy and mental health (with counselor support where needed) through partners including Thrive Global, Calm, Wysa, RethinkCare, nudge and Optum. Users are guided by an AI-powered chatbot that can help them find what they need. Additionally, our people in Canada and in the U.S. can access their medical plans via the Hub. These programs are also available to our people's family members to help support the whole person.

Workplace health and safety

Our global Workplace Health and Safety policy defines the responsibilities of all our people and contractors to keep our work environment healthy and safe, wherever they work; drives compliance with applicable laws and regulations; and fosters adoption of health and safety management standards across our company.

We have received ISO® 45001 certification—a globally recognized standard for occupational health and safety—in countries including Australia, Brazil, Germany, India, Ireland, Italy, Spain, the Philippines and the United Kingdom. We aim to bring all countries we work in to a baseline standard equal to ISO® 45001.

In fiscal 2025, we continued to enhance our Global Health, Safety & Environmental program with new training and tools, building on our global governance model. Our Global Protection & Security (GP&S) team continues to provide incident management and security advice and assistance to our people. The GP&S team is responsible for maintaining a 24/7 Global Watch program to assist our people with urgent physical security and life safety incidents.

We continue working to meet our goal that all our locations are physically accessible. Our Accessibility Centers also offer enablement and advisory services, collaborative technology research, recruiting and other support for our people with disabilities.

Workplace accessibility by design

We strive to create a safe and welcoming environment where all our people can thrive. Across our physical spaces, this includes:

• Accessibility Centers—available in 54 locations in
24 countries, these interactive spaces support our people to try and test accessible technology and solutions to provide the tools that best support their individual needs. Our Centers also serve as hubs for education, collaboration and exchanging ideas, including with our clients and local communities
  
  
• Accessible design—automated doors, ramps, elevators and wide corridors accommodate wheelchairs and other mobility aids. We support different needs by providing braille signage, sound reduction surface treatments, adjustable desks and seating zones, and by eliminating flashing or strobe lighting. Our people can also access location-specific accessibility reports through our office reservation tool—providing transparency into available accessibility features like step-free access, door width, counter heights, and more, helping them plan their day with confidence
  
  
• Private and supportive spaces—includes wellness rooms, interfaith rooms, lactation rooms and all-inclusive restrooms
  
  
• Expressive environments—we celebrate different cultures, backgrounds and perspectives including through art, programming and signage

And to support our people whether they are working in person or virtually, we provide an Accommodation Support Tool—available in 42 countries—for requesting assistive technology, flexible work arrangements, ergonomic equipment, screen readers, noise-cancelling headphones and more. Employees can also use the tool to raise concerns about accessibility barriers—whether related to a website, application or physical workspace—for which they need support.

Total Rewards

Our Total Rewards program is designed to reward our people's skills, contributions and career progression. Our total rewards consist of cash compensation, equity and benefits, and are tailored to the market where our people work and live. Certain rewards, like equity and bonuses, are opportunities for our people to share in the overall success of our company. As our people advance in their careers, they have expanded opportunities to be rewarded. Our rewards go beyond financial rewards and include health and well-being programs that help care for our people.

Commitment to pay equity

We are committed to pay equity—across gender, race and ethnicity—and we have processes and reviews in place to compensate our people without bias, based only on legitimate business factors.

Additionally, we have a regular review process to validate living wages using applicable external benchmarks in the local country context and help ensure we pay 100% of our people the appropriate living wage or more, which is above the legally required minimum wage in those countries. Accenture is accredited as a Living Wage employer in both the United Kingdom and the United States, the two countries where such accreditation is currently offered.

Foundational benefits standards

We are on a journey to be a leader in offering a unique set of foundational benefits to all our people, regardless of where they live and work, so they can be their best selves—professionally and personally—and achieve their aspirations.

Our foundational benefits allow our people to optimize their health and know they are truly cared for across the stages of life. We are working to provide equal access to these benefits in order to create opportunities for our people to thrive.

Our goal is to provide the following level of minimum benefits globally, where legally allowed or available in the market.*

We realize these are standard offerings in some markets; however, where not standard, our intention is that providing the following benefits will improve access and parity:

Telehealth services
To provide convenient and accessible health care, we offer telehealth services to approximately 99% of our people—including virtual access to non-emergency medical services for common ailments. Our people can access this care through Accenture-sponsored plans or government-provided plans.

Preventative health care
We offer approximately 88% of our people a range of preventative health care services—such as exams and immunizations—through Accenture-sponsored plans or government-provided plans. These services help to identify potential risks or conditions early on and prevent their development or minimize their impact.

LGBTIQ+ medical plans
We provide, where legally allowed or available in the market*:

• Equal access to medical plans for same-sex partners and/or recognized domestic partners where currently provided to spouses.
  
  
• Coverage for transgender-inclusive health care benefits through Accenture-sponsored medical plans or government-provided plans

Vacation

To give our people space to refresh, re-energize and enjoy time away from work, we offer a minimum of 15 days of paid vacation, inclusive of vacation entitlements, non-statutory holidays and additional paid time off.

Maternity leave 
We aim to provide a minimum of 16 weeks of paid maternity leave (which may include both parental and disability leave) or the equivalent paid time away to 
all birth parents, inclusive of dual parental benefits and social subsidies, where available and in accordance with law. This benefit is offered to approximately 97% of our people. In addition, we are working to expand our parental, adoption and surrogacy leave standards globally.

Bereavement leave
Mourning the loss of a loved one is a very personal journey that looks and feels different to each individual. To give all our people time to grieve, no matter where they work or live, we provide paid bereavement for the loss of a family member, specific to each country’s local norms.

We strive to provide a minimum of four weeks of paid leave to our people who experience the loss of a spouse or a partner, or child(ren), including a stillbirth. This benefit is offered to approximately 96% of our people, inclusive of statutory requirements and parental leaves.

In addition, we strive to provide a minimum of three days of paid bereavement leave to our people who experience a miscarriage or have a partner who experiences a miscarriage. This benefit is offered to approximately 98% of our people, inclusive of statutory requirements.

_{^{* Excludes Avanade, a joint venture between Accenture and Microsoft.}}