When it comes to matters of inclusion and diversity for its gay, lesbian, bisexual and transgender employees, Accenture rates a perfect score on the Human Rights Campaign’s 2007 Corporate Equality Index.
The Corporate Equality Index is the foremost marketplace measurement of corporate policies towards gay, lesbian, bisexual and transgender employees in the United States. The index this year measured the practices of 518 US companies, many of whom are Accenture clients, prospects, alliance partners and also competitors. Accenture raised its score from a 96 out of a possible 100 points in 2006 and was among 195 companies receiving a perfect score this year.
“Accenture is all about high performance, so achieving a 100 percent score on the Corporate Equality Index is a key external measure of performance,” said Richard Clark, managing director-Investor Relations, a member of the US Gay, Lesbian, Bisexual, Transgender National Networking Group leadership team and Accenture’s representative on the Human Rights Campaign’s Business Council.
Clark added, “With this achievement, we truly live up to our core values, position ourselves to win the war for talent and present ourselves to clients as a company that can deliver the best people because of the diversity in our workforce."
Diversity training at Accenture So, what factors placed Accenture among the Human Rights Campaign’s elite companies? According to Fiona Grant, senior executive-Systems Integration & Technology, an effort to ensure that all employees, regardless of sexual orientation, are included in the company’s programs and policies relative to gay, lesbian, bisexual and transgender employees helped make the difference. For instance, Accenture’s successful leadership diversity training discusses gender identity.
“As an ‘out’ employee, this achievement is one more reason for me to describe Accenture as a great place to work,” said Alex Beal, senior manager-Marketing & Communications and member of the US Gay Lesbian Bisexual Transgender National Networking Group. “I have friends at other companies where they know they can be treated differently from their colleagues because they are gay, lesbian, bisexual or transgendered. Knowing Accenture stands behind me enormously contributes to my satisfaction and engagement.”
Other factors securing Accenture’s index position include providing domestic partner benefits, supporting and funding gay, lesbian, bisexual, transgender diversity networking groups, and various sponsorship activities. These sponsorships include Human Rights Campaign events, recruiting events such as the Reaching Out MBA conference, local community organizations and the Out & Equal Workplace Summit in Washington, D.C., attended by 70 Accenture employees in September.
"Although it can sometimes be frustrating to be a part of the change process in a large organization, it's worth it to look back and see the progress we've made and the new leaders stepping forward," Grant said.
Accenture prideAt a national level, Clark, with Grant; Kevin Moss, senior manager-Management Consulting; and David Wilson, senior executive-Public Service; in coordination with the US Human Capital & Diversity team and Human Resources, worked with various functional groups to make needed internal program and policy changes. Local office groups provide the grass-roots support, leadership and initiatives that are critical for creating a fair and equal workplace at Accenture locations.
“As a gay man, knowing that Accenture’s leadership and people treat inclusion and respect for the individual as a core value makes me proud to be part of Accenture,” said Wilson, the US Gay, Lesbian, Bisexual, and Transgender National Networking Group executive sponsor.
As the marketplace expectations pertaining to matters of inclusion and diversity continue to evolve, Accenture must strive to evolve in step with clients and employee expectations, Moss says. Themes for fiscal year 2008 include a focus on reinvigorating the company’s connections and networking across the national and local gay, lesbian, bisexual and transgender diversity teams and enabling senior executives to serve as role models for employees and recruits and in the development of new clients.
“This sends a message to all employees, as well as recruits, clients and potential clients, that everyone will be treated equally regardless of sexual orientation or gender identity,” Moss said. “This reinforces exactly what I want from a workplace, that I will be evaluated on my work and accomplishments and not judged or penalized for who I am.”