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Inclusion and diversity in the United States

 

 

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 U.S. workforce demographics

Transparency builds trust:

We share our workforce demographics because we believe transparency builds trust. 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.

 
Total 3,380
By Gender

Women (W)
1,086

Men (M)
2,290

Non-binary (NB)
1

Undisclosed (UND)
3

By Race & Ethnicity
66.0%
White, 2,231
34.0% (W)/
65.9% (M)/
0.04% (NB)/
0.04% (UND)
21.2%
Asian American / Asian, 718
24.1% (W)/
75.9% (M)/
0.0% (NB)/
0.0% (UND)
4.2%
African American / Black, 143
46.2% (W)/
53.8% (M)/
0.0% (NB)/
0.0% (UND)
4.6%
Hispanic American / Latinx, 154
31.2% (W)/
68.8% (M)/
0.0% (NB)/
0.0% (UND)
1.5%
Two or More Races, 50
50.0% (W)/
50.0% (M)/
0.0% (NB)/
0.0% (UND)
0.2%
Native American / Alaskan Native, 7
28.6% (W)/
71.4% (M)/
0.0% (NB)/
0.0% (UND)
0.1%
Native Hawaiian / Pacific Islander, 3
0.0% (W)/
100.0% (M)/
0.0% (NB)/
0.0% (UND)
2.2%
Undisclosed Ethnicity, 74
18.9% (W)/
78.4% (M)/
0.0% (NB)/
2.7% (UND)

Total U.S. managing directors:
3,380

LGBTQ:
Approximately 74 (2.2%) Accenture managing directors have self-identified as LGBTQ. This includes lesbian, gay, bisexual, transgender, non-binary, and queer among other identities.

Persons with Disabilities:
Approximately 122 (3.6%) Accenture managing directors have self-identified as persons with disabilities.

Veterans:
Approximately 64 (1.9%) Accenture managing directors have self-identified as a class of protected veteran. The total number of protected veterans, veterans, current national guard and reservists, and military spouses is 112 (3.3%).

2020 baseline (%) 2022 (%) 2023 (%) Change from 2022 (%) Change from 2020 (%)
Women 28.2 32.0 32.1 0.1 3.9
Men 71.8 67.9 67.8 -0.1 -4.0
Non-binary - 0.03 0.03 0.0 -
Undisclosed Gender - 0.1 0.1 0.0 -
White 73.7 67.0 66.0 -1.0 -7.7
Asian American / Asian 17.8 20.7 21.2 0.5 3.4
African American / Black 3.3 4.3 4.2 -0.1 0.9
Hispanic American / Latinx 3.6 4.5 4.6 0.1 1.0
Two or More Races 1.3 1.5 1.5 0.0 0.2
Native American / Alaskan Native 0.2 0.2 0.2 0.0 0.0
Native Hawaiian / Pacific Islander 0.1 0.1 0.1 0.0 0.0
Undisclosed Ethnicity - 1.7 2.2 0.5 -
Persons with Disabilities 3.2 3.7 3.6 -0.1 0.4
Protected Veterans 1.9 1.9 1.9 0.0 0.0

Gender by race and ethnicity 2021 (%)
Women / Men		 2022 (%)
Women / Men / Non-Binary / Undisclosed		 2023 (%)
Women / Men / Non-Binary / Undisclosed		 Change from 2022 (%)
Women / Men
Total 30.1 / 69.8 32.0 / 67.9 / 0.03 / 0.1 32.1 / 67.8 / 0.03 / 0.1 0.1 / -0.1
White 31.5 / 68.4 33.5 / 66.4 / 0.04 / 0.1 34.0 / 65.9 / 0.04 / 0.04 0.5 / -0.5
Asian American / Asian 23.3 / 76.7 25.0 / 75.0 / 0.0 / 0.0 24.1 / 75.9 / 0.0 / 0.0 -0.9 / 0.9
African American / Black 45.5 / 54.5 45.4 / 54.6 / 0.0 / 0.0 46.2 / 53.8 / 0.0 / 0.0 0.8 / -0.8
Hispanic American / Latinx 23.5 / 76.5 27.7 / 72.3 / 0.0 / 0.0 31.2 / 68.8 / 0.0 / 0.0 3.5 / -3.5
Two or More Races 42.9 / 57.1 47.4 / 52.6 / 0.0 / 0.0 50.0 / 50.0 / 0.0 / 0.0 2.6 / -2.6
Native American / Alaskan Native 28.6 / 71.4 25.0 / 75.0 / 0.0 / 0.0 28.6 / 71.4 / 0.0 / 0.0 3.6 / -3.6
Native Hawaiian / Pacific Islander 33.3 / 66.7 40.0 / 60.0 / 0.0 / 0.0 0.0 / 100.0 / 0.0 / 0.0 -40.0 / 40.0
Undisclosed Ethnicity 15.4 / 80.8 19.0 / 77.8 / 0.0 / 3.2 18.9 / 78.4 / 0.0 / 2.7 -0.1 / 0.6
Persons with Disabilities 31.5 / 67.7 28.8 / 70.5 / 0.7 / 0.0 28.7 / 70.5 / 0.8 / 0.0 -0.1 / 0.0
Protected Veterans 14.7 / 85.3 16.4 / 83.6 / 0.0 / 0.0 15.6 / 84.4 / 0.0 / 0.0 -0.8 / 0.8

Total 26,844
By Gender

Women (W)
9,522

Men (M)
17,243

Non-binary (NB)
22

Undisclosed (UND)
57

By Race & Ethnicity
52.1%
White, 13,990
39.9% (W)/
59.9% (M)/
0.1% (NB)/
0.1% (UND)
29.2%
Asian American/Asian, 7,828
25.3% (W)/
74.6% (M)/
0.05% (NB)/
0.1% (UND)
6.1%
African American/Black, 1,638
50.5% (W)/
49.3% (M)/
0.1% (NB)/
0.1% (UND)
6.3%
Hispanic American/Latinx, 1,697
37.6% (W)/
62.2% (M)/
0.1% (NB)/
0.1% (UND)
2.0%
Two or More Races, 533
40.3% (W)/
59.1% (M)/
0.6% (NB)/
0.0% (UND)
0.2%
Native American / Alaskan Native, 50
36.0% (W)/
64.0% (M)/
0.0% (NB)/
0.0% (UND)
0.1%
Native Hawaiian/Pacific Islander, 38
28.9% (W)/
71.1% (M)/
0.0% (NB)/
0.0% (UND)
4.0%
Undisclosed ethnicity, 1070
22.7% (W)/
74.2% (M)/
0.1% (NB)/
3.0% (UND)

Total U.S. executives:
26,844

LGBTQ:
Approximately 599 (2.2%) Accenture executives have self-identified as LGBTQ. This includes lesbian, gay, bisexual, transgender, non-binary, and queer among other identities.

Persons with Disabilities:
Approximately 1,415 (5.3%) Accenture executives have self-identified as persons with disabilities.

Veterans:
Approximately 797 (3.0%) Accenture executives have self-identified as a class of protected veteran. The total number of protected veterans, veterans, current national guard and reservists, and military spouses is 1,317 (4.9%).

2015
baseline (%)		 2021 (%) 2022 (%) 2023 (%) Change from 2022 (%) Change from 2015 (%)
Women 31.3 34.0 35.1 35.5 0.4 4.2
Men 68.7 65.8 64.5 64.2 -0.3 -4.5
Non-binary - 0.04 0.1 0.1 0.0 -
Undisclosed Gender - 0.1 0.3 0.2 -0.1 -
White 63.3 55.1 53.5 52.1 -1.4 -11.2
Asian American/Asian 26.4 29.9 29.4 29.2 -0.2 2.8
African American/Black 4.5 6.0 6.1 6.1 0.0 1.6
Hispanic American/Latinx 3.6 5.7 6.2 6.3 0.1 2.7
Two or More Races 1.7 2.0 2.0 2.0 0.0 0.3
Native American / Alaskan Native 0.2 0.2 0.2 0.2 0.0 0.0
Native Hawaiian/Pacific Islander 0.2 0.1 0.1 0.1 0.0 -0.1
Undisclosed Ethnicity - 1.0 2.5 4.0 1.5 -
Persons with Disabilities 2.9 4.6 5.1 5.3 0.2 2.4
Protected Veterans 2.0 2.7 3.0 3.0 0.0 1.0

Gender by race and ethnicity 2021 (%)
Women / Men		 2022 (%)
Women / Men / Non-Binary / Undisclosed		 2023 (%)
Women / Men / Non-Binary / Undisclosed		 Change from 2022 (%)
Women / Men
Total 34.0 / 65.8 35.1 / 64.5 / 0.1 / 0.3 35.5 / 64.2 / 0.1 / 0.2 0.4 / -0.3
White 38.2 / 61.7 39.2 / 60.5 / 0.1 / 0.2 39.9 / 59.9 / 0.1 / 0.1 0.7 / -0.6
Asian American / Asian 23.0 / 76.9 24.8 / 75.0 / 0.05 / 0.1 25.3 / 74.6 / 0.05 / 0.1 0.5 / -0.4
African American / Black 49.2 / 50.8 49.7 / 50.1 / 0.0 / 0.2 50.5 / 49.3 / 0.1 / 0.1 0.8 / -0.8
Hispanic American / Latinx 36.5 / 63.3 37.0 / 62.8 / 0.1 / 0.1 37.6 / 62.2 / 0.1 / 0.1 0.6 / -0.6
Two or More Races 36.7 / 63.3 39.9 / 59.7 / 0.4 / 0.0 40.3 / 59.1 / 0.6 / 0.0 0.4 / -0.6
Native American / Alaskan Native 31.6 / 68.4 30.2 / 69.8 / 0.0 / 0.0 36.0 / 64.0 / 0.0 / 0.0 5.8 / -5.8
Native Hawaiian / Pacific Islander 35.1 / 64.9 36.6 / 63.4 / 0.0 / 0.0 28.9 / 71.1 / 0.0 / 0.0 -7.7 / 7.7
Undisclosed Ethnicity 21.9 / 70.0 24.8 / 70.1 / 0.0 / 5.1 22.7 / 74.2 / 0.1 / 3.0 -2.1 / 4.1
Persons with Disabilities 34.9 / 64.6 36.3 / 62.7 / 0.6 / 0.4 38.0 / 60.9 / 0.8 / 0.3 1.7 / -1.8
Protected Veterans 13.6 / 86.3 12.2 / 87.7 / 0.0 / 0.1 12.7 / 87.2 / 0.0 / 0.1 0.5 / -0.5

Total 63,244
By Gender

Women (W)
26,461

Men (M)
36,432

Non-binary (NB)
122

Undisclosed (UND)
229

By Race & Ethnicity
45.4%
White, 28,724
43.1% (W)/
56.5% (M)/
0.2% (NB)/
0.2% (UND)
24.3%
Asian American/Asian, 15,402
35.7% (W)/
64.1% (M)/
0.1% (NB)/
0.1% (UND)
12.2%
African American/Black, 7,688
50.8% (W)/
48.8% (M)/
0.2% (NB)/
0.2% (UND)
10.5%
Hispanic American/Latinx, 6632
44.2% (W)/
55.4% (M)/
0.2% (NB)/
0.2% (UND)
2.8%
Two or More Races, 1,783
44.5% (W)/
54.9% (M)/
0.5% (NB)/
0.1% (UND)
0.2%
Native American / Alaskan Native, 150
49.3% (W)/
50.0% (M)/
0.7% (NB)/
0.0% (UND)
0.2%
Native Hawaiian/Pacific Islander, 109
31.2% (W)/
67.9% (M)/
0.9% (NB)/
0.0% (UND)
4.4%
Undisclosed ethnicity, 2,756
30.2% (W)/
64.4% (M)/
0.2% (NB)/
5.2% (UND)

Total U.S. employees:
63,244

LGBTQ:
Approximately 1,471 (2.3%) Accenture people have self-identified as LGBTQ. This includes lesbian, gay, bisexual, transgender, non-binary, and queer among other identities.

Persons with Disabilities:
Approximately 4,414 (7.0%) Accenture people have self-identified as persons with disabilities.

Veterans:
Approximately 2,546 (4.0%) Accenture people have self-identified as a class of protected veteran. The total number of protected veterans, veterans, current national guard and reservists, and military spouses is 4,141 (6.5%).

2015
baseline (%)		 2021 (%) 2022 (%) 2023 (%) Change from 2022 (%) Change from 2015 (%)
Women 35.8 40.8 41.7 41.8 0.1 6.0
Men 64.2 58.9 57.7 57.6 -0.1 -6.6
Non-binary - 0.1 0.2 0.2 0.0 -
Undisclosed Gender - 0.2 0.4 0.4 0.0 -
White 50.3 47.6 46.0 45.4 -0.6 -4.9
Asian American/Asian 33.2 25.6 24.2 24.3 0.1 -8.9
African American/Black 7.6 11.5 12.4 12.2 -0.2 4.6
Hispanic American/Latinx 6.3 10.6 11.0 10.5 -0.5 4.2
Two or More Races 1.9 2.8 2.8 2.8 0.0 0.9
Native American / Alaskan Native 0.2 0.2 0.3 0.2 -0.1 0.0
Native Hawaiian/Pacific Islander 0.2 0.2 0.2 0.2 0.0 0.0
Undisclosed Ethnicity - 1.5 3.1 4.4 1.3 -
Persons with Disabilities 2.9 5.9 6.8 7.0 0.2 4.1
Protected Veterans 2.4 3.7 3.9 4.0 0.1 1.6

Gender by race and ethnicity 2021 (%)
Women / Men		 2022 (%)
Women / Men / Non-Binary / Undisclosed		 2023 (%)
Women / Men / Non-Binary / Undisclosed		 Change from 2022 (%)
Women / Men
Total 40.8 / 58.9 41.7 / 57.7 / 0.2 / 0.4 41.8 / 57.6 / 0.2 / 0.4 0.1 / -0.1
White 41.5 / 58.3 42.7 / 56.9 / 0.2 / 0.2 43.1 / 56.5 / 0.2 / 0.2 0.4 / -0.4
Asian American / Asian 33.0 / 66.8 35.3 / 64.5 / 0.1 / 0.1 35.7 / 64.1 / 0.1 / 0.1 0.4 / -0.4
African American / Black 51.3 / 48.5 50.5 / 49.2 / 0.1 / 0.2 50.8 / 48.8 / 0.2 / 0.2 0.3 / -0.4
Hispanic American / Latinx 44.9 / 54.9 44.7 / 54.9 / 0.2 / 0.2 44.2 / 55.4 / 0.2 / 0.2 -0.5 / 0.5
Two or More Races 42.1 / 57.5 44.5 / 55.1 / 0.3 / 0.1 44.5 / 54.9 / 0.5 / 0.1 0.0 / -0.2
Native American / Alaskan Native 47.9 / 52.1 50.3 / 49.1 / 0.6 / 0.0 49.3 / 50.0 / 0.7 / 0.0 -1.0 / 0.9
Native Hawaiian / Pacific Islander 36.0 / 63.3 29.0 / 69.6 / 1.4 / 0.0 31.2 / 67.9 / 0.9 / 0.0 2.2 / -1.7
Undisclosed Ethnicity 32.2 / 56.2 30.7 / 62.2 / 0.2 / 6.9 30.2 / 64.4 / 0.2 / 5.2 -0.5 / 2.2
Persons with Disabilities 43.1 / 55.9 45.0 / 53.2 / 1.2 / 0.6 46.0 / 52.1 / 1.3 / 0.6 1.0 / -1.1
Protected Veterans 15.7 / 83.9 15.9 / 83.8 / 0.1 / 0.2 17.0 / 82.6 / 0.1 / 0.3 1.1 / -1.2

  • Data is as of December 31st for the respective years (unless otherwise noted) and includes Accenture and Accenture Federal Services subsidiaries except Avanade, a joint venture between Accenture and Microsoft that is majority-owned by Accenture. Puerto Rico headcount is only included in 2015 data.
  • The inclusion of undisclosed data in 2023 reflects those employees who chose not to disclose their data in our self-ID process for gender and/or for race and ethnicity.
  • Numbers may not add up due to rounding.
  • 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.
  • Our EEO-1 Statement is prepared in accordance with the U.S. government requirements. Because the categories the U.S. government uses to identify job functions differ from our management structure and our reporting timelines, we encourage you to refer to our U.S. workforce demographics for insights into our employee base.

Commitment to Pay Equity

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 dollar-for-dollar, 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 dollar-for-dollar, 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.

Median Unadjusted Pay Gap Analysis – Insights into Representation Rates

In addition to our pay equity analysis, we also examine unadjusted pay gaps across gender, race and ethnicity – without controlling for the similarity of work, location and tenure at career level. This analysis gives us insight into the representation rates of our employees by gender and race/ethnicity. The gender and race/ethnicity pay gaps are mainly due to a higher percentage of men and Caucasians than women and racial minorities, respectively, in senior management positions. For employees in the U.S., our December 1, 2024 analysis shows the median unadjusted base pay for women is 85% of the base pay for men (certain subsidiaries, recent acquisitions, and temporary employees were excluded from the analysis). We also analyze gaps across race and ethnicity. For employees in the U.S., our 2024 analysis shows the median unadjusted base pay for racial and ethnic minority groups is 88% of the base for white employees.

While we have a higher percentage of men than women and Caucasians than ethnic minorities in senior management, we have focused on ensuring that all people have the same skilling and development opportunities throughout their career journeys. We continue our focus on inclusiveness and ensuring a workplace free from bias so that all our people, including the next generation of female and racial minority leaders, are able to fulfil their potential.

 

"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

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