Global management consultancy and professional services organisation Accenture has reported a 16.7% mean gender pay gap for fixed hourly pay as at 5 April 2017.
The organisation has reported its gender pay gap data in line with the government’s gender pay gap reporting regulations and ahead of the private sector submission deadline of 4 April 2018.
The gender pay gap reporting regulations require organisations with 250 or more employees to publish the difference between both the mean and median hourly rate of pay for male and female full-time employees; the difference between both the mean bonus pay and median bonus pay for male and female employees; the proportions of male and female employees who were awarded bonus pay; and the proportions of male and female full-time employees in the lower, lower middle, upper middle and upper quartile pay bands.
The median gender pay gap for fixed hourly pay is 10.2% as at 5 April 2017.
The mean gender pay gap for bonuses paid in the year to 5 April 2017 is 52%, and the median gender pay gap for bonus pay is 33.4%. Over this period, 62.5% of female employees received a bonus payment, compared to 61.6% of male employees.
Under half (45.3%) of employees in the highest pay quartile at Accenture are women, compared to 36% in the second quartile, 32.4% in the third quartile, and 27.9% in the lowest pay quartile. In addition, 26% of the organisation’s current total partner population is female.
Accenture has committed to having a gender balanced workforce of 50% men and 50% women by 2025, as well as having 25% of its managing directing roles worldwide filled by women by 2020. To help deliver on these targets, Accenture uses approaches such as unconscious bias training for all decision-making executives, and initiatives like its Break Through programme in the UK, which provides training and re-entry support to people returning to work after a career break.
Other measures the organisation is focusing on includes having 50% of men and 50% of women at entry level positions, using gender-specific leadership training, and developing support to help employees balance their professional and personal lives.
Olly Benzecry, chairman at Accenture UK and Ireland, said: “We welcome the measurement and transparency that the government’s gender pay gap regulations bring. While our gender pay gap today in the UK is better than the average across the country, we still have work to do.
“We have an unwavering commitment to gender equality and working to close the pay gap, and attracting, developing and advancing women at all levels is critical to our business and an essential element of an inclusive, innovative workplace.”
