Our purpose is to deliver on the promise of technology and human ingenuity. Our strategy is to deliver 360 value for all our stakeholders by helping them continuously reinvent. 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 hire and develop people who have different backgrounds, different perspectives, and different lived experiences. These differences ensure that we have and attract the cognitive diversity to deliver a variety of perspectives, observations, and insights which are essential to drive the innovation needed to reinvent. To help achieve this diversity we set goals, share them publicly, and collect data to measure our progress, continuously improve, and hold our leaders accountable for ensuring we have the most innovative and talented people in our industry. This approach is a key driver of our progress.
We are a meritocracy. We recognize that some people come to Accenture having faced obstacles as a result of their gender, race, or another aspect of their identity or lived experience. At Accenture, we remain committed to harness these perspectives and ensure that all of our people have the opportunity to thrive and unlock their full potential. Our intention is to foster a culture and a workplace in which all of our people feel respected and empowered to do their best work and to create 360 value for all our stakeholders.
Accenture's 2022 U.S. workforce demographics
Striving together to make equality the reality
We believe that transparency builds trust. That’s why back in 2016 we became the first professional services company to publish our U.S. workforce demographic data by gender, race and ethnicity, persons with disabilities and veterans—and since then, we have added LGBTQ data. This level of transparency not only inspires us to do better every year; it also holds us accountable for making progress against our inclusion, diversity and equity goals—just like every other business priority.
In 2020, we published specific, ambitious goals to increase the representation of African American and Black, and Hispanic American and Latinx people in our workforce and our leadership team.
At the end of 2021, we took that transparency to a new level. Anyone can go to our 360° Value Reporting Experience to see how we achieve value and measure our success across multiple dimensions, including inclusion and diversity, talent and sustainability.
Continuing the Momentum
We’re shining a lot of light on how far we’ve come and identifying where we need to focus. With that in mind, I’m pleased to share our 2022 workforce demographics report. For me, our results show plenty of signs that reimagining our approach to growing a more diverse workforce is working. As with every year, there are also clear opportunities to turn our momentum towards areas where we must continue to improve.
Here’s a trend that makes me optimistic: More people from diverse communities are choosing to work at Accenture and more are becoming vital voices on our leadership team. Today 50 percent of our board of directors is racially and ethnically diverse; 50 percent are women. And all of our board members are true champions of equality.
We believe that representation at all levels of our workforce matters. And through our Apprenticeship Program we’ve welcomed many remarkable individuals to Accenture and expanded diversity in our industry. We are giving more people pathways to sustainable careers while gaining access to motivated new talent and the diversity we need to drive innovation. And I’m proud to share that we reached our 2022 goal to fill 20 percent of our entry-level roles in the U.S. with people from our apprenticeship program.
Since we began reporting our data, we've made great strides, including:
Increasing the representation of African American/Black people by 4.8 percentage points overall and 1.6 among executives. Additionally, we’ve exceeded our 2025 goal of 12% African American/Black representation early, currently at 12.4%.
Increasing the representation of Hispanic American/Latinx people by 4.7 percentage points overall and 2.6 among executives.
Increasing the representation of Asian American/Asian executives by 3.0 percentage points.
Growing the number of women by 5.9 percentage points overall and 3.8 percentage points among executives. Additionally, growing the number of multicultural women to 21.2%, up from 15.6%.
Giving people an opportunity to voluntarily self-identify as LGBTQ, gender non-binary, people with disabilities and being a part of veteran populations so we can more accurately reflect and effectively support these communities.
The number of people who self-identify as persons with disabilities grew by 3.9 percentage points and now represents 6.8% of our workforce.
The number of people self-identifying as LGBTQ represents 2.2% of our workforce. 119 people have self-identified their gender as non-binary.
The number of military veterans, service members and spouses make up 6.4% of our workforce.
Cultivating a culture of equality
Diversity, equity, and inclusion make Accenture a better place to work and a better partner to our clients and communities. Our progress has a compounding effect, and it’s helping us create an environment that is rich in diverse experiences and unique perspectives.