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Inclusion and diversity in Canada

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.

We recognize 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. We are a meritocracy. 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.

We are committed to helping all our people thrive, which includes advancing inclusion and diversity for all genders; people of different races and ethnicities; persons with disabilities; neurodivergent individuals; lesbian, gay, bisexual, transgender, intersex and queer (LGBTIQ+) people; people from different cultures; people with different religious and faith-based traditions; and people from different age and social groups.

Accenture’s 2023 Canada workforce demographics

Transparency builds trust: our progress

In 2016, Accenture began publishing comprehensive data about its Canada workforce. Every year since, we’ve shared our workforce composition, including our demographics focusing on gender, race and ethnicity, persons with disabilities, 2SLGBTIQ+, current or former military service members, and more recently we’ve added intersectional data.

We appreciate all our people for the innovation, insight, and incredible talent they bring to their work. They continuously raise the bar for what we can accomplish for our clients, the industries we serve and the communities where we work and live.

Accenture’s Inclusion & Diversity (I&D) program removes barriers, addresses biases – both conscious and unconscious, and fosters an inclusive culture of equality where all individuals can be their best selves, thereby driving our innovation, growth and performance. 

Caroline Gayle
Managing Director – Inclusion & Diversity, Canada
 
Total
By Gender


Women (W)


Men (M)


Non-binary (NB)


Undisclosed (UND)

By Race & Ethnicity
1.0%
Aboriginal / Indigenous
0.0% (W)/
100.0% (M)/
0.0% (NB)/
0.0% (UND)
30.8%
Visible Minorities
33.9% (W)/
66.1% (M)/
0.0% (NB)/
0.0% (UND)

2SLGBTIQ+:
Approximately 2.5% Accenture managing directors have self-identified as 2SLGBTIQ+. This includes two-spirit, lesbian, gay, bisexual, transgender, non-binary, and queer among other identities.

Persons with Disabilities:
Approximately 6.5% Accenture managing directors have self-identified as persons with disabilities.

Military:
The total percentage of current or former members of the Canadian Armed Forces and military spouses 1.0%.

2022 (%) 2023 (%) Change from 2022 (%)
Women 36.0 37.8 1.8
Men 64.0 62.2 -1.8
Non-binary 0.0 0.0 0.0
Undisclosed 0.0 0.0 0.0
Visible Minorities 28.1 30.8 2.7
Aboriginal / Indigenous 0.9 1.0 0.1
Persons with Disabilities 7.0 6.5 -0.5
Military 1.8 1.0 -0.8
2SLGBTIQ+ 2.2 2.5 0.3
  • Canada workforce for purposes of this report includes employees of Accenture Inc., and Accenture Business Services for Utilities Inc (ABSUI).
  • Data is as of December 31st for the respective years (unless otherwise noted).
  • Numbers may not add up due to rounding
  • Aboriginal/Indigenous includes employees who self-identify as Indigenous, Mixed Race that includes Indigenous, and Aboriginal/Indigenous as defined by the Employment Equity Act.
  • Visible Minorities includes persons, other than Indigenous (Aboriginal) Peoples, who are non-Caucasian in race or non-white, regardless of their place of birth or citizenship.
  • Data for Visible Minorities, Indigenous (Aboriginal) Peoples, Persons with Disabilities, Military and 2SLGBTIQ+ is based on self-reporting in each of these groups.
  • We believe that government laws and regulations as well as business practices should uphold the principles of equality and strive to ensure that no one is discriminated against because of their characteristics, such as age, ability, race, ethnicity, sex, gender identity or expression, religion or sexual orientation. We make selections based only on an individual’s demonstrated contributions, capabilities and their potential to grow and develop. While laws may vary in the countries where we operate, we go beyond legal requirements and remain committed to a fair, equitable and inclusive workplace.
Total
By Gender


Women (W)


Men (M)


Non-binary (NB)


Undisclosed (UND)

By Race & Ethnicity
0.7%
Aboriginal / Indigenous
37.5% (W)/
62.5% (M)/
0.0% (NB)/
0.0% (UND)
40.8%
Visible Minorities
31.7% (W)/
68.2% (M)/
0.1% (NB)/
0.0% (UND)

2SLGBTIQ+:
Approximately 2.2% Accenture executives have self-identified as 2SLGBTIQ+. This includes two-spirit, lesbian, gay, bisexual, transgender, non-binary, and queer among other identities.

Persons with Disabilities:
Approximately 4.7% Accenture executives have self-identified as persons with disabilities.

Military:
The total percentage of current or former members of the Canadian Armed Forces and military spouses 0.9%.

2015
baseline (%)		 2021 (%) 2022 (%) 2023 (%) Change from 2022 (%) Change from 2015 (%)
Women 30.1 32.1 34.3 35.2 0.9 5.1
Men 69.9 67.7 65.6 64.7 -0.9 -5.2
Non-binary - 0.2 0.1 0.1 0.0 -
Undisclosed - - 0.0 0.0 0.0 -
Aboriginal / Indigenous - - 0.6 0.7 0.1 -
Visible Minorities - - 42.1 40.8 -1.3 -
Persons with Disabilities - - 4.4 4.7 0.3 -
Military - - 0.9 0.9 0.0 -
2SLGBTIQ+ - - 2.3 2.2 -0.1 -
  • Canada workforce for purposes of this report includes employees of Accenture Inc., and Accenture Business Services for Utilities Inc (ABSUI).
  • Data is as of December 31st for the respective years (unless otherwise noted).
  • Numbers may not add up due to rounding
  • Aboriginal/Indigenous includes employees who self-identify as Indigenous, Mixed Race that includes Indigenous, and Aboriginal/Indigenous as defined by the Employment Equity Act.
  • Visible Minorities includes persons, other than Indigenous (Aboriginal) Peoples, who are non-Caucasian in race or non-white, regardless of their place of birth or citizenship.
  • Data for Visible Minorities, Indigenous (Aboriginal) Peoples, Persons with Disabilities, Military and 2SLGBTIQ+ is based on self-reporting in each of these groups.
  • We believe that government laws and regulations as well as business practices should uphold the principles of equality and strive to ensure that no one is discriminated against because of their characteristics, such as age, ability, race, ethnicity, sex, gender identity or expression, religion or sexual orientation. We make selections based only on an individual’s demonstrated contributions, capabilities and their potential to grow and develop. While laws may vary in the countries where we operate, we go beyond legal requirements and remain committed to a fair, equitable and inclusive workplace.
Total
By Gender


Women (W)


Men (M)


Non-binary (NB)


Undisclosed (UND)

By Race & Ethnicity
1.2%
Aboriginal / Indigenous
46.8% (W)/
51.9% (M)/
1.3% (NB)/
0.0% (UND)
40.4%
Visible Minorities
42.1% (W)/
57.7% (M)/
0.2% (NB)/
0.0% (UND)

2SLGBTIQ+:
Approximately 2.6% Accenture people have self-identified as 2SLGBTIQ+. This includes two-spirit, lesbian, gay, bisexual, transgender, non-binary, and queer among other identities.

Persons with Disabilities:
Approximately 4.4% Accenture people have self-identified as persons with disabilities.

Military:
The total percentage of current or former members of the Canadian Armed Forces and military spouses 0.5%.

2015
baseline (%)		 2021 (%) 2022 (%) 2023 (%) Change from 2022 (%) Change from 2015 (%)
Women 44.1 43.3 44.4 44.2 -0.2 0.1
Men 55.9 56.4 55.3 55.5 0.2 -0.4
Non-binary - 0.3 0.2 0.2 0.0 -
Undisclosed - - 0.1 0.1 0.0 -
Aboriginal / Indigenous 0.7 1.0 1.1 1.2 0.1 0.5
Visible Minorities 22.7 23.7 40.5 40.4 -0.1 17.7
Persons with Disabilities 0.4 3.5 4.5 4.4 -0.1 4.0
Military - 0.4 0.6 0.5 -0.1 -
2SLGBTIQ+ - 3.3 2.8 2.6 -0.2 -

  • Canada workforce for purposes of this report includes employees of Accenture Inc., and Accenture Business Services for Utilities Inc (ABSUI).
  • Data is as of December 31st for the respective years (unless otherwise noted).
  • Numbers may not add up due to rounding
  • Aboriginal/Indigenous includes employees who self-identify as Indigenous, Mixed Race that includes Indigenous, and Aboriginal/Indigenous as defined by the Employment Equity Act.
  • Visible Minorities includes persons, other than Indigenous (Aboriginal) Peoples, who are non-Caucasian in race or non-white, regardless of their place of birth or citizenship.
  • Data for Visible Minorities, Indigenous (Aboriginal) Peoples, Persons with Disabilities, Military and 2SLGBTIQ+ is based on self-reporting in each of these groups.
  • We believe that government laws and regulations as well as business practices should uphold the principles of equality and strive to ensure that no one is discriminated against because of their characteristics, such as age, ability, race, ethnicity, sex, gender identity or expression, religion or sexual orientation. We make selections based only on an individual’s demonstrated contributions, capabilities and their potential to grow and develop. While laws may vary in the countries where we operate, we go beyond legal requirements and remain committed to a fair, equitable and inclusive workplace.
"Cultivating an inclusive culture where everyone can thrive and achieve their goals is part of our shared commitment to advancing equality. When we lead with compassion and put people first, it creates the ideal conditions for human ingenuity to thrive, and lasting impact where we live and work."

Yolanda Friend
North America Inclusion & Diversity Lead

Our community partners

Our commitment to Indigenous Communities in Canada

As part of Accenture’s Key I&D Priority to educate and raise awareness about Canada’s Indigenous communities and their rich history and culture, we have signed a 5-year agreement with the Gord Downie & Chanie Wenjack Fund (DWF) to dedicate spaces across Accenture’s Canadian offices as ‘Gord Downie & Chanie Wenjack Fund Legacy Spaces’.

DWF is part of Gord Downie’s legacy, a commitment to improving the lives of First Peoples in Canada. In collaboration with the Wenjack Family, the goal of the Fund is to continue the conversation that began with Chanie Wenjack’s residential school story, and to aid our collective reconciliation journey through a combination of awareness, education, and action. Learn more about DWF and the Legacy Spaces program.

The Canadian Council for Aboriginal Business

As part of our commitment to reconciliation with Indigenous Peoples, Accenture Canada is an active member of the Canadian Council for Aboriginal Businesses (CCAB) and a Bronze certified company under CCAB’s Partnership Accreditation in Indigenous Relations (PAIR) program. Accenture Canada's PAIR certification signifies our unwavering commitment to building meaningful relationships with Indigenous communities. We are committed to:

  • Providing equitable access to employment at Accenture;
  • Providing access to procurement opportunities for Indigenous suppliers;
  • Supporting Indigenous Peoples prepare for the future of work, through training, employment, and business opportunities.
  • Doing our part to preserve and protect the natural environment and ecosystems of Canada
  • Collaborating with our clients on initiatives and sharing best practices to accelerate our collective impact.

Join us in creating a better future.