Inclusion & Diversity
Accenture's 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.
We recognise that some people come to Accenture having faced obstacles as an aspect of their identity or lived experience. At Accenture, we are committed to harness these perspectives and ensure that all of our people have the opportunity to thrive and unlock their full potential. We are committed to equal opportunity and a workplace free from bias. In the UK, we are legally required to publicly report on our gender pay gap. We are encouraged that despite a rise in median pay gap, our mean gender pay gap remained relatively stable.
The gender pay gap identifies the difference between the median pay of men and women across an employer. Gaps are mainly due to having a higher percentage of men than women in senior management positions. Our current pyramid of talent means that we have more men in senior positions due to the historic underrepresentation of women within our sector. Our managing director group is now 31% women and 69% men, and our UK Executive Team is 25% women and 75% men.
It is also important to note that the calculation of the gender pay gap does not take into account other factors that affect compensation, such as management level and job responsibility, which we believe are important factors for assessing pay equity and are used in our Accenture pay equity reviews. As of our last review, which reflected pay changes effective 1 December 2024, we had 100% pay equity for women and men globally (certain subsidiaries, recent acquisitions and temporary employees were excluded from the analysis).
We have learned from experience that a continued focus on getting the fundamentals right is core to reducing the gender pay gap. We take expansive and innovative approaches to candidate sourcing to build recruiting pipelines that are reflective of the diversity of the labour market, so we can hire the best talent. Our data is influenced by several factors including attrition, recruitment, and our broader growth strategy, and it changes every year.
We treat inclusion and diversity like every other business priority. 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.
Shaheen Sayed / Market Unit Lead – UKIA
What is the gender pay gap?
The UK gender pay gap is a measure of financial equality that highlights the differences between the average earnings of men and women. Identifying this figure is an important step on the path to eliminating gender-based pay disparity, creating equality in the median and mean of men and women’s pay, and setting our standards higher by committing to do better. The gender pay gap is different to equal pay, which means paying the same to men and women doing comparable work, which has been a legal requirement since the UK Equal Pay Act of 1970. We conduct an annual pay equity review. As of our last review, which reflected pay changes effective 1 December 2024, we had 100% pay equity for women and men globally (certain subsidiaries, recent acquisitions and temporary employees were excluded from the analysis). By race and ethnicity, we likewise had 100% pay equity in the U.S., the U.K. and South Africa, which are the locations where we currently have the data available to use for this purpose.
The full details of Accenture’s gender gap pay are published in the table below and are calculated on salary data from 5 April 2024.
This year’s data is one cut to represent Accenture UK Limited, our primary employing entity in the UK that represents 97% of our population (excluding Avanade, a joint venture between Accenture and Microsoft that is majority-owned by Accenture; and recent acquisitions). Legislation compels us to provide separate data for any legal entity that employs over 250 people, which we don’t have this year, apart from Accenture UK Limited. Accenture UK Limited's median gender pay gap is 18.2% compared with the UK median of 13.1%.
What is Accenture doing about its gender pay gap?
Changing the gender balance across our workforce is a long-term process. While we have a higher percentage of men than women in senior management, we have focused on ensuring that all people have the same skilling and development opportunities throughout their career journeys.
Accenture is committed to equal opportunity and a workplace free from bias. We are a meritocracy. We foster a culture and a workplace in which all our people feel a sense of belonging and are respected and empowered to do their best work and create 360° value for all our stakeholders.
Beyond Accenture, we are deeply committed to driving societal change, helping to address systemic issues across the United Kingdom that impact equality, such as the lack of deep technology skills and training (particularly in critical areas such as AI), childcare, and menopause health provision.
Making our organisation and our society better places for everyone is what drives us to support our people every day.
