Analysis of Accenture's Diversity Initiatives and Their Impact

This report provides an overview of Accenture's diversity initiatives, focusing on their commitment to creating an inclusive workplace. The report highlights key initiatives, such as promoting gender equality, supporting the LGBTQ+ community, and accommodating individuals with disabilities. It analyzes the company's strategies, including providing equal rights and privileges to all employees, and examines the impact of these initiatives on the organization and society. The report also critiques the initiatives, evaluates their effectiveness, and offers recommendations for improvement, such as recruiting more LGBTI community members and placing more women in leadership positions. The information is gathered from Accenture's official website, social media platforms, and academic sources, providing a comprehensive analysis of Accenture's approach to diversity and inclusion.

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Overview of Accenture
The Accenture is the leading world-wide company of proficient services which
provides a huge range of the solutions also facilities in consulting, technology, operations and
strategy. By merging the matchless knowledge also the specific skills through more than the
40 businesses and all the purposes of the business which is supported by the major delivery
network of the world, the Accenture works at connection of the technology and business to
support the clients for improving their performance and generate the sustainable significance
for their all the stakeholders (Accenture.com 2020). Accenture hires more than 4,500
employees in Australia with the offices in Melbourne, Sydney, Perth, Canberra and Brisbane
in addition to the people who are working at the sites of client across the Australia
(Accenture.com 2020). Here this company Accenture is chosen for this project because this
company is very much helpful for the whole world.
Diversity related initiatives
Cultural diversity is very important and if analysed from an organizational
perspective, it will provide an idea how organizations extends their initiatives beyond their
business objectives (Kottak 2015). Now if you think that an organization is only defined by
its revenue, then you need to change this perspective. These initiatives defines how big
organizations are thinking of social and cultural responsibilities (Banks 2015). If one
organization has integrated their social and cultural responsibilities perfectly with their
organizational strategies, then Accenture has set example how to do this with perfection. One
such initiatives is to provide equal rights and privileges to everyone irrespective of their
gender and sexuality (Trax, Brunow and Suedekum 2015). They have even created a
community which promotes this idea and through this Accenture has showed other
companies how not to follow social stereotypes and create rules of its own that promotes

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cultural and sexual diversity as well (Hayward et al. 2013). In this video, we will provide
details regarding what are these initiatives, how Accenture is doing this and what are their
impacts on their organization and society as well (Brodersen et al. 2016). There are several
types of cultures, backgrounds and beliefs makes the company much more innovative such as
gender equality, persons with the disabilities, supporting the LGBTQ community.
Sources
The information regarding the company Accenture and the diversity related initiatives
of this company are mainly found in the official site of the company Accenture which is
www.accenture.com/au-en. In this official website, all the details about the company, about
the employees, work culture, environment, about the career in this company can find in this
website (Accenture.com 2020). Next many social sites such as twitter, LinkedIn and many
more are present in which the details of the company can be found.
Critique of diversity initiatives
By merging the matchless knowledge also the specific skills through more than the 40
businesses and all the purposes of the business which is supported by the major delivery
network of the world, the Accenture works at connection of the technology and business to
support the clients for improving their performance and generate the sustainable significance
for their all the stakeholders (Trax, Brunow and Suedekum 2015). For the cultural diversity,
the organizations extends their initiatives beyond their business objectives. So Firstly you
have to know what is the power of the diversity (Brodersen et al. 2016). There are several
types of cultures, backgrounds and beliefs makes the company much more innovative such as
gender equality, persons with the disabilities, supporting the LGBTQ community (Trax,
Brunow and Suedekum 2015). For the gender equality, the Accenture believes upcoming
workforce is the equal one also have set a bold aim for accelerating the gender equality. In

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this company, 30 % leaders are women and 40 % external members of the board of directors
are women together with the non-executive chair (Martin 2014). For the persons with
disabilities, this company do various things and recruit many persons of these disabilities for
their skills and performance by which in the company, the innovation is increased, the value
of shareholder is improved, the productivity, market share are also improved (Gordon 2018).
For the support for the LGBTQ community, they are committed to the equal workplace. One
thing which inspires the authenticity at the work for all the people containing the gender
identity, gender expression and sexual orientation (Foma 2014).
Recommendations
The recommendations for the company Accenture are as follows:
i) Recruit much more the LGBTI community people so that they are contribute their skills in
the field of their preferences.
ii) Placed women in the higher post of this company so that the equality maintained
throughout the company.
Additional sources
From the official website of the Accenture, it is noticed about the cultural diversity of
the company. In this, the things are discussed about the gender equality, persons with
disabilities and about the LGBTI community. But there is no information about the above
recommended topics (Trax, Brunow and Suedekum 2015). So this additional resources are
collected from some journal and from the online resources. Next many social sites such as
twitter, LinkedIn and many more are present in which the details of the company can be
found.

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References
Accenture.com. (2020). Accenture | Australia | New Applied Now. [online] Available at:
https://www.accenture.com/au-en [Accessed 25 Jan. 2020].
Banks, J.A., 2015. Cultural diversity and education: Foundations, curriculum, and teaching.
Routledge.
Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Brodersen, C., Kalis, B., Leong, C., Mitchell, E., Pupo, E., Truscott, A. and Accenture, L.,
2016. Blockchain: Securing a new health interoperability experience. Accenture LLP.
Foma, E., 2014. Impact of workplace diversity. Review of Integrative Business and
Economics Research, 3(1), p.382.
Gordon, P.A., 2018. Age diversity in the workplace. In Diversity and inclusion in the global
workplace (pp. 31-47). Palgrave Macmillan, Cham.
Hayward, R., Lee, J., Keeble, J., McNamara, R., Hall, C., Cruse, S., Gupta, P. and Robinson,
E., 2013. The UN global compact-accenture CEO study on sustainability 2013. UN Global
Compact Reports, 5(3), pp.1-60.
Kottak, C.P., 2015. Cultural anthropology: Appreciating cultural diversity. McGraw-Hill
Education.
Martin, G.C., 2014. The effects of cultural diversity in the workplace. Journal of Diversity
Management (JDM), 9(2), pp.89-92.
Trax, M., Brunow, S. and Suedekum, J., 2015. Cultural diversity and plant-level productivity.
Regional Science and Urban Economics, 53, pp.85-96.