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Our workforce demographics in the United States

We are proud of our long-standing commitment to accelerating equality for all. In the U.S., this includes remaining focused on ensuring opportunities for employment and advancement of our communities of color.

Accenture has taken many actions to enhance our ability to attract, retain and advance people of diverse backgrounds. But, although we’ve made progress, it has not been fast enough.

To accelerate our progress, we will announce goals by September 1 to increase our percentage of African American/Black and Hispanic American/Latinx people overall and managing directors in the U.S. by 2025.

Transparency throughout is critical, and in 2016, we were the first professional services company to publish comprehensive U.S. workforce data. Since then, we have annually released demographics of our U.S. workforce by gender, ethnicity, persons with disabilities and veterans.

Since we began reporting our data in 2015:

  • We added more than 20,000 people of diverse backgrounds to our workforce.
  • We increased representation of African American/Black people 1.8 percentage points overall and 0.6 among executives and Hispanic-American/Latinx people 2.9 percentage points overall and 1.3 among executives. We increased the number of Asian American/Asian executives by 3.6 percentage points and we are working to increase the percentage of our Asian American/Asian people overall.
  • We recruited more than 4,100 military veterans, service members, and spouses, bringing us within reach of our goal of hiring 5,000 by the end of 2020.
  • We grew the number of women from 35.8% to 38.4%. Additionally, multicultural women make up 18.5% of our workforce, up from 15.6%.
  • The number of people who self-identify as persons with disabilities increased by 1.5 percentage points; persons with disabilities now represent 4.5% of our workforce.

New this year, we are publishing the number of people who self-identify as gender non-binary and LGBTQ. This data is collected as part of our voluntary self-identification efforts, which extends to persons with disabilities and veterans. We are working to raise awareness of our self-identification efforts among our people so that we can more accurately reflect and effectively support these communities within our workforce.

Our commitment to equality for all has never been more important. We will continue to take action to accelerate change. I am confident that we will become a more inclusive and diverse workplace because it’s the right thing to do, and it’s essential to innovation and to our business success.

Jimmy Etheredge
Chief Executive — North America

  • Data as of December 31, 2019 (unless otherwise noted) and excludes Avanade, one of Accenture's consolidated entities.
  • Numbers may not add up due to rounding.
  • Accenture’s EEO-1 statement is prepared in accordance with the U.S. government requirements. Due to the delay in the opening of the 2019 EEO-1 Component 1 Data Collection in light of the Coronavirus Disease 2019 (COVID-19) public health emergency, Accenture’s 2019 EEO1 statement is not yet available. Our 2018 EEO-1 statement is posted here. Because the categories the U.S. government uses to identify job functions differ from our management structure and our reporting timelines, we encourage you to refer to our U.S. workforce demographics for insights into our employee base.
  • 2015 data ethnicity totals do not include unknown and denominators include unknown.
  • 2015 – 2019 data includes employees from our wholly owned Accenture Federal Services subsidiary, ASM Research. This data was included in 2017 for the first time as part of our U.S. workforce demographics. The inclusion of ASM Research increases our U.S. headcount in 2017 by approximately 1,650 employees.
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