Accenture Diversity And Inclusion FAQ

Read what Accenture employees think about diversity and inclusion at the company, and if their workforce is comprised and supportive of individuals of varying gender, ethnicity, age, sexual orientation, religion and other attributes.

Accenture has a diversity rating of 4.3.

All answers shown come directly from Accenture Reviews and are not edited or altered.

See questions about:

(select only 1)
Benefits
Career Development
Compensation
Coworkers
Culture
Diversity And Inclusion
Management
Senior Leadership
Work Life Balance
Workplace

4 English questions out of 4

August 9, 2021

Does there seem to be diversity at Accenture?

Pros

Good diversity good facilities work from home option good infrastructure no workload flexible hours but it depends on manager anyways

Cons

Politics can be seen in some parts of the organisation. You can expect a late promotion cycles in the fiscal year

Good diversity good facilities work from home option good infrastructure no workload flexible hours but it depends on manager anyways

August 9, 2021

See 994 more answers

June 12, 2021

Does Accenture provide assistance to those with physical or mental disabilitiies?

Pros

The people are good, every other person helps when time of need. Due to its diverse people.

Cons

At times, management goes blind towards the lower level associates who are actually the company's billables. Proper care is not usually taken, people advisors are just for the tag not really useful though.

At times, management goes blind towards the lower level associates who are actually the company's billables.

June 12, 2021

See answer

October 9, 2020

What kind of work are different roles expected to perform at Accenture?

Pros

Compensations are deserving and great.

Cons

Fewer Work Diversity is there.

Fewer Work Diversity is there.

October 9, 2020

See 1 more answer

March 22, 2021

How is race or ethnicity talked about at Accenture?

Pros

Opportunity to be involved in great, high profile projects, hands-on experience, recognised global brand that is well perceived, particularly with older generations who remember Anderson consulting, that will help you build a credible network and get great exit opportunities. Lots of access to training. Some of the people are excellent. Corporate perks like gift cards, etc.

Cons

Likely underpaid for what you do, lots of weak management who are arrogant and don't realise they actually need support on management and to develop leadership skills, rapid promotion of people with low competence, culture that dislikes thought in favour of highly transactional work that can on occasion be completed to a low standard but passed off as gloss. Can be incredibly hierarchical - but not necessarily pinned to level, depends who likes you. People no matter how good their background and output is are essentially told to 'shut up and make it look pretty', that they 'don't know anything' by very mediocre people rehashing non-sensical ideas in front of clients, or just repeating things they've heard and using consulting jargon to mask things. It's very much a taker culture, full of backstabbing, especially around promotion time. They don't care about people, you are just your employee number. They pay lipservice to all the right things but good luck finding action to actually back it up around things like diversity, work-life balance and mental health. It's mainly marketing, show pony-ism and people stealing other people's ideas while telling them their worth nothing. Disgraceful culture - filled with people who don't even bother to report harassment because they don't feel they'd get much help, particularly if the perpertrators are perceived to be company favourites. Senior people who won't report incidents of people using offensive language around protected characteristics, or intimidating employees who've called these things out (admittedly this seems like a bigger problem in the larger parts of the business), but will go on linkedin and post about their commitment to diversity and promote the completion of conduct surveys, citing that bad behaviour should be called out. People discussed like they are chattle being sold to clients.

Advice to Management

Sort it out. Get new people / HR leadership.

Senior people who won't report incidents of people using offensive language around protected characteristics, or intimidating employees who've called these things out (admittedly this seems like a bigger problem in the larger parts of the business), but will go on linkedin and post about their commitment to diversity and promote the completion of conduct surveys, citing that bad behaviour should be called out.

March 22, 2021

See 82 more answers

4 English questions out of 4

Popular Careers with Accenture Job Seekers

JobsSalariesInterviews