INCLUSION & DIVERSITY
We have an underlying belief in inclusion and diversity.
Inclusion and diversity are fundamental to our culture and core values at Accenture. We believe that no one should be discriminated against because of their differences, such as age, disability, ethnicity, gender, religion or sexual orientation. Accenture also believes government laws, regulations and business practices should uphold the principles of diversity, inclusion and equality. While laws may vary in the countries where Accenture operates, we remain committed to an inclusive and diverse workplace – where people can feel comfortable, be themselves and, as a result, be productive.
Employee Resource Groups
Within Accenture, we encourage Employee Resource Groups (ERGs) that enable our people to strengthen their networks, grow their skills and give back to the community.
With hundreds of ERGs in 120 offices around the world, we bring together individuals with common needs or interests ranging from ethnicity, gender and sexual orientation, gender identity or expression to faith or religion, ability and career paths, and more.
ERGs vary by location, but all aim to:
Provide mentorship opportunities
Support recruitment and retention
Build external business relationships
Support nonprofit organizations
In the current business environment, it’s not unusual to work with people from Beijing to Buenos Aires, and every city in between. The competition for talent is fierce, and finding the best talent means looking beyond geographic boundaries. At Accenture, we believe that our rich diversity makes our company stronger, smarter and more innovative—and cultural diversity is key to bringing our best ideas and perspectives to clients and communities.
Join us on Thursday, May 26 to hear Tsedal Neeley, associate professor at Harvard Business School, offer practical tips and tools that managers and leaders can use to improve their diverse team’s interactions. Creating cohesive, successful teams can be difficult—add another dimension of geographic separation and all of the cultural factors at play, and it can become even more challenging. Communication breakdown and misunderstandings can run rampant.
During our webcast, Professor Neeley will present a model for maximizing team performance by making team members feel more connected. Her framework for lessening social distance—the degree of emotional connection among team members—involves identifying and addressing five sources of social distance: structure, process, language, identity and technology.
Source: “Global Teams that Work,” Harvard Business Review
Global Teams that Work: Being greater than across cultures and borders
Date: Thursday, May 26
Time: 8 am US central time | 3 pm CEST | 6:30 pm India Standard Time
Meet our speaker
Tsedal Neeley is an associate professor in the Organizational Behavior unit at the Harvard Business School. She has taught in both the MBA (LEAD and Leading Teams in a Global Economy) and in various executive education programs such as Global Strategic Management. Professor Neeley’s research focuses on the challenges that global collaborators face when attempting to coordinate work across national and linguistic boundaries, with special emphasis in the impact of language, power, status, and emotions on social dynamics. Her research has been covered in many media outlets such as CNN, Financial Times, NPR, the Wall Street Journal, and the Economist.
ETHNIC DIVERSITY TRAINING
Understanding the diversity of ethnic and cultural backgrounds is essential to the way our people work together every day, which is why we provide training programs to help all our employees build a better future.
Accenture was one of the first organizations to add sexual orientation, gender identity and expression information to our non-discrimination policy.
We provide same-sex domestic partners with accompanied cross-border assignment benefits and a global medical plan for long-term assignments and some transfers.
In 2010, we became one of only 10 companies in the US to implement Transgender Transition Guidelines that comply with World Professional Association for Transgender Health standards.
Our global LGBT Network (one of our Employee Resource Groups) brings together our LGBT community and allies to network, mentor and spread awareness in offices across 25 countries.
At Accenture, we want people of all abilities to thrive, which is why we provide an inclusive and flexible work environment for people with disabilities. Plus, to help our people with disabilities be at their best, we accommodate their individual needs with support like assistive technology, flexible work arrangements and additional training.
To spread awareness and reinforce our commitment further, we celebrate the value of our people with disabilities in a company-wide celebration of International Day of Persons with Disabilities.
Julie Sweet on gender equality
In this interview with Wharton Business Radio, Julie Sweet, group chief executive—North America, shares insights from our recent research on how digital is helping close the gender gap at work.
With more than 130,000 women at Accenture, we know that their success is key to our success.
And we’re committed to supporting them by providing a culture that empowers women to define success on their own terms.
Enabling and Empowering Our Women to Thrive
As more women pursue careers in business and technology, we strive to provide a culture that develops leaders, empowers women and enables them to thrive through opportunities such as:
Mentoring Programs, which help ensure women are exposed to senior leaders who can provide career advice and opportunities.
Accenture Women’s Network, which connects women across the company through a global Internet portal that provides education, tools and multimedia to help women define their vision of success.
International Women’s Day, which has been celebrated by Accenture since 2001 and gives our people across the globe the opportunity to discuss their professional and personal goals while defining success.
Defining Success Forums, quarterly webinars per region, which feature leaders sharing their personal career journeys. Participants hear first-hand how colleagues from their region define success.
Training and Education Programs, which help women identify role models in leadership, develop goals and expand their networks to advance to the next level.
Senior Managing Director
ASEAN & Singapore
At Accenture, we also strive to work with others who embrace similar values of inclusion and diversity. By working with diverse suppliers, we not only provide equal opportunities, but also promote economic growth in diverse communities—while maintaining our standard of high-quality service.
The diverse supplier development program
In 2006, we launched a mentoring program between Accenture leaders and diverse suppliers. This 18 month-long program provides quarterly training on topics such as business development, sales effectiveness, strategic planning, marketing, cloud computing and environmental sustainability.
The program provides unique opportunities to help our supplier “protégés” identify challenges in running and growing their businesses, as well as to network and seek counsel from Accenture leaders who serve as “mentors.”
Through fiscal 2015, we developed a total of 101 small, medium and diverse suppliers through our Diverse Supplier Development Program (DSDP).
To further our commitment, Accenture is a member or sponsor of the following organizations:
National Minority Supplier Development Council (NMSDC) and regional affiliates
Women’s Business Enterprise National Council (WBENC) and regional affiliates
National Gay & Lesbian Chamber of Commerce (NGLCC)
WEConnect Europe, Canada, India, Australasia, Mexico, China, Brazil
Minority Supplier Development – United Kingdom (MSD-UK)
Canadian Aboriginal Minority Supplier Council (CAMSC)