Accenture in Ireland’s 2024 Gender Pay Gap

This is the third year of legislation that measures the gender pay gap in Ireland. We continue to recognise the legislation as a positive step for Ireland towards gender equality and greater transparency.

The gender pay gap reporting approach is designed to calculate the actual average earning differences between males and females (for those whose gender is binary), irrespective of level and job responsibility. The gender pay gap is different than equal pay, which means paying the same amount to men and women doing comparable work, which has been a legal requirement since the Anti-Discrimination (Pay) Act of 1974.

We are committed to pay equity and have processes in place to compensate our people fairly–across gender, race and ethnicity. Pay equity at Accenture means that our people receive pay that is fair and consistent when considering similarity of work, location and tenure at career level. We conduct an annual pay equity review. As of our last review, which reflected pay changes effective December 1, 2024, we had 100% pay equity for women and men globally (certain subsidiaries, recent acquisitions, and temporary employees were excluded from the analysis).

Accenture in Ireland’s mean (average) gender pay gap stands at 9.67% while our median (midpoint) gender pay gap has narrowed to 1.95%. There are multiple factors influencing our gender pay gap, including workforce composition and, in particular, the representation of women at senior levels.

At Accenture we embrace diversity to drive innovation and reinvention. We set goals, share them publicly, collect data to measure our progress and strive to continuously improve. This approach is a key driver of our progress, and we hold our leaders accountable for ensuring we have the most innovative and talented people in our industry.

Below is our detailed gender pay gap data. It shows where we are today as well as the actions that we’ve identified to help narrow the gap.

What is our gender pay gap?

The full details of Accenture’s gender pay gap in Ireland are published in the table below and are calculated based on our salary data in Ireland as of 30 June 2024.

What is Accenture in Ireland continuing to do about its gender pay gap?

We remain committed to driving societal change, both in and beyond Accenture, helping to address systemic issues that impact gender equality and the gender pay gap. Below is a list of the actions that we are committed to.

Actions

1. Aim towards a 50/50 gender-balanced workforce at all career levels in Ireland

We set goals, share them publicly, collect data to measure our progress and strive to continuously improve. This approach is a key driver of our progress and we hold our leaders accountable for ensuring we have the most innovative and talented people in our industry. Our Inclusion & Diversity leadership development programmes are designed to strengthen our pipeline for advancement and representation. Our Insight and Developing Our Women programmes help senior analysts to senior managers and above navigate their careers with confidence, supported by leaders, peers and HR along their journey. We also offer mentoring, sponsorship and returnship programmes which are critical drivers for the development, engagement and retention of our diverse talent and complement our leadership development programmes.

2. Support our people through all life stages

We see that gender equality at home supports gender equality at work. We encourage parents and guardians of all genders to avail of flexible work arrangements to enable them to balance parenting and working commitments.

Through a series of actions and initiatives, we further address inequalities in care responsibilities related to gender. We offer paid care support through our Bright Horizons partnership, available to all parents regardless of gender. We offer paid fertility leave and pregnancy loss leave, regardless of gender, and have introduced paid surrogacy leave. Through our continued partnership with Menopause Hub Ireland, we provide all employees and their partners with free specialised menopause support. We continue to offer a flexible working policy to support all carers in managing their responsibilities.

3. Maintain our strong Inclusion & Diversity and STEM presence externally

We continue to inspire talent externally through our deep focus on Inclusion & Diversity and STEM. This includes our International Women’s Day celebration, Women on Walls campaign, STEM Network and external partnerships to highlight viable career paths and build a strong pipeline of talent across the gender divide. We have continued our Women in Data Science programme which seeks to advance careers in the fields of data science and analytics and had 150+ applications in 2024.

4. Creating an inclusive culture

We take a broad view of diversity that reflects all our people, and we are committed to ensuring everyone feels connected, with a strong sense of trust and belonging. We focus on fostering allyship, learning, inclusive ways of working, vibrant employee groups and networks, and accessibility, along with marking meaningful cultural observances with our people. These and other actions help to strengthen our inclusive culture.

What additional data is available on our gender pay gap?

We are required to report on any legal entity with 150 or more employees, so we are publishing a further breakdown of statistics for specific entities within our operations in Ireland that individually meet the reporting threshold. The tables below also show sub-sections of this overall data for these two specific entities. Please note that the figures shown in these tables have already been accounted for in the reporting table for all employees at Accenture in Ireland.