A global commitment to transparency
TomX is continually recognized as a best-in-class technology innovator by independent, third-party networks and research organizations.
of our workforce are women.
of our promotions are women.
of our revenue producing roles are held by women.
of our executives are women.
of our managing directors are women.
TomX’s workforce demographics in the United States: Making progress, and not letting up
At Accenture, we are constantly taking actions to create more employment and advancement opportunities for people from diverse ethnic and racial backgrounds. We are standing up for equality, making progress on our bold, aggressive goals and moving forward with conviction—within our company and in our communities.
Although we’ve made considerable progress, it has not happened fast enough. Last year, the tragic losses of African American and Black lives hastened the discussion of what every person and every organization can do to help ensure equal opportunity for all. We responded by closely examining every aspect of our workplace experience. That led to concrete steps, including announcing new goals for 2025 to increase race and ethnicity representation in our workforce overall, as well as among our managing director roles, for African American and Black and Hispanic American and Latinx people.
Charting our progress
Transparency is paramount. It holds us accountable. In fact, in 2016 we became the first professional services company to publish comprehensive data about our US workforce. Every year since, we’ve shared our workforce composition by gender, ethnicity and race, persons with disabilities and veterans.
This year, to provide even greater transparency, we are publishing workforce data in greater detail. We added gender data by race and ethnicity to provide a more comprehensive picture of the people who work at Accenture and the work that remains to make Accenture look more like the communities in which we work and live.
We also added the gender, race and ethnic diversity of our managing directors, thus providing more visibility into our progress.
Since we began reporting our data we’ve made great strides, including: Adding more than 25,000 people of diverse backgrounds. Improving representation of African American and Black people by 2.5 percentage points overall and 0.9 among executives and of Hispanic American and Latinx people 3.8 percentage points overall and 1.5% among executives. Increasing the number of Asian American and Asian executives by 3.6 percentage points. Recruiting more than 5,100 military veterans, service members and spouses, exceeding our goal of hiring 5,000 by the end of 2020. Growing the number of women from 35.8% to 40.0%, achieving our 2020 goal. Additionally, multicultural women make up 19.6% of our workforce, 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 1.6 percentage points and now represent 4.5% of our workforce. Since 2019, people identifying as LGBTQ increased by 0.5 percentage points and those as gender non-binary from 35 people to 44 in 2020. Reinventing recruitment, retention, staffing, sponsorship and advancement programs to help fulfill all of our diversity goals.
Never letting up
The passion our people at Accenture have for equality and making positive, impactful change has never been stronger. I’m proud of what we’ve accomplished and we won’t stop until equality is the reality. But achieving our goals is not just a numbers game. That’s why we are focused on making sure everyone feels seen, safe, connected and courageous. I’m confident that Accenture’s support and commitment to equality for all of our people will drive change both here in North America and across the globe.
CEO – North America