Driving Higher Performance Through Inclusion & Diversity Model Driving Value from Talent . ... Accenture research conducted with 934 senior executives at global 2000 sized organizations,

Copyright © 2013 Accenture All Rights Reserved. Accenture, its logo, and High Performance Delivered are trademarks of Accenture.

Driving Higher Performance Through Inclusion & Diversity

June 28, 2013

Copyright © 2013 Accenture. All rights reserved. 2

He helps organizations increase productivity, market share and shareholder value by helping clients have the right people with the right skills in the right roles.

Tim ensures that all levels of organizations work together to create an innovative, talent-powered organization, whose end product is a high-performance machine.

Tim also serves as the National LGBT Lead at Accenture and is a US LGBT Recruiting Lead. Outside of the corporate space, Tim serves as Chairman of the Texas Business Professionals of America.

Tim Garippa Management Consulting, Accenture

Tim is an executive in Talent & Organization at Accenture, having joined after graduating from The University of Texas in 2004.

He has worked in a variety of disciplines including Strategy, Finance & Enterprise Performance, and Innovative Product Development. He is current implanting an Asset Management system for a large utilities firms.

In addition to client work, Stéphane is the Seattle Lead for the US LGBT Network, assists with undergraduate LGBT recruiting, and helps coordinate experienced hire LGBT recruiting for the Western United States.

Outside the office, Stéphane serves on the board of Out & Equal Seattle to promote community-wide LGBT initiatives.

Stéphane Mead Management Consulting, Accenture

Stéphane is a consulting analyst at Accenture and is a 2011 graduate of the University of Texas at Austin.

Workshop Presenters


Agenda

I. Diversity at Accenture: Our DNA

II. The Inclusion & Diversity business case: From compliance to high performance

III. The Accenture I&D POV: A business optimizer


Accenture won the Out & Equal Workplace Excellence Award.

Accenture scored a perfect 100% on the HRC Corporate Equality Index for the seventh consecutive year.

In 2010, Accenture became one of only 10 US companies to implement Transgender Transition Guidelines that comply with World Professional Association for Transgender Health standards.

Accenture signed on as a sponsor of the all-inclusive Employment Non- Discrimination Act (ENDA).

Externally Accenture is recognized as a leader in LGBT


We have made significant progress on our LGBT Journey Accenture Non-‐Discrimination Policy: Recruitment and selection decisions shall be made without regard to age, race, color, religion, sex, national origin, disabilities, status as a disabled veteran or a veteran of the Vietnam era, sexual orientation, gender identity, or any other basis as protected by federal, state, or local law.

Sexual Orientation Included in Non-Discrimination Policy

2000 Domestic Partner Benefits added

2000 LGBT Groups Established; National Networking Team Formed

2001

Gender Identity & Expression Included in Non-Discrimination Policy

2006

Support of Transgender-Inclusive ENDA Bill

2007

On-Campus LGBT Recruiting Champions

2008 Transgender Transition Guidelines

2009 Fertility and Pension Benefits

2010 Transgender Benefits

2011 O&E Workplace Excellence Award

2011 Benefit Tax True-Up

2012

The HRC Corporate Equality Index is a tool that measures corporate commitment to lesbian, gay, bisexual, and transgender equality in the workplace on a scale from 0 to 100% Accenture has scored a perfect 100% on the past five consecutive indexes, from 2007 onward.


Inclusion and Diversity make us a better company in every dimension

high performance to clients. Our global workforce gives clients access to a rich range of talent, representing different styles, perspectives and experiences. This diversity is a critical strength that we work hard to maintain and foster. It makes us a better

Pierre Nanterme, Chief Executive Officer

Pierre Nanterme Chief Executive Officer


Diversity is part of our DNA

Operating in more than 120 countries India has largest country employee population One global firm

Only 10% have more than 10 years tenure 4 generations in the workforce for the first time 10% work outside of home country at any time 80,000+ women; 33% of global workforce

More than 240,000 diverse

employees

Consulting, Technology & Outsourcing 3 core businesses


We believe inclusion and diversity is central to our business...

Business Strategy Human Capital Strategy Inclusion & Diversity

Drive sustainable and profitable growth through industry differentiation, enabled by leading-edge technology

Paints a comprehensive picture of what our talent, leadership, culture and operating model will look like in the future

Align Accenture people to our inclusion and diversity culture and values Create a Talent Advantage

efforts across diversity segments


comprehensive offerings

Training Work-life balance

Employee Resource Groups

Women

Persons with Disabilities Lesbian, Gay,

Bisexual, Transgender

Recruiting

Supplier Diversity

Clients

Community

Inclusion & Diversity at

Accenture


We take the widest possible view of inclusion and diversity

Accenture

Our clients expect and value diversity in our teams, our people and our points of view

We realize that everyone brings distinct experience, talents and culture to their work; we capitalize on that diversity, collaborating to help our clients achieve high performance

Our workforce spans: Countries Cultures Generations Educational experiences, backgrounds

Combining our multiple perspectives with our common values and methodologies is a powerful differentiator


Our core values shape our culture, direct our behavior and guide our decision-making

Valuing diverse and unique contributions, fostering

a trusting, open and inclusive environment and treating each person in a manner that reflects

.






Inclusion is of primary importance and creates the necessary environment for valuing, engaging and retaining our diverse

Nellie Borrero, Global Inclusion & Diversity Director

Our vision

Diversity

Inclusion


Talent Attract,

develop and grow our

diverse talents

Marketplace Contribute to

societal development

Company Build a culture

that values inclusiveness at all levels of

the organization

We focus on three key dimensions to implement our Inclusion and Diversity initiatives

1

3

2


Women

Ethnicity

Lesbian, Gay,

Bisexual, Transgende

r(LGBT)

Persons with

Disabilities

Culture

Flexibility

Workforces, Experience, Generation, Religion

Flexibility Awareness Campaign Flexible Work Arrangements

Culture Cross-Cultural Training Portal Cross-Cultural Awareness Workshops E-Learning Modules

Persons with Disabilities Technology Provisions for Persons with Disabilities Persons with Disabilities Local Groups Persons with Disabilities Month

Inclusion and Diversity in action A snapshot of our initiatives

15

Employee Resource Groups

LGBT LGBT Network Equality in Policies LGBT Month E-Learning Modules

Ethnicity Pipeline Reviews Professional Development Trainings

Women

Pipeline Reviews

Professional Development Trainings

Com

pany


A snapshot of our initiatives Leadership Objectives

CEO

Group Chief Executives

Geography Managing Directors

Country Managing Directors

Managing Directors

Middle Management (Executives)

All Employees

Accenture Board

I&D results shared with

Board

Quarterly I&D scorecard

reviews with group chief executives

Quarterly I&D scorecard

reviews with geography

MDs

I&D performance in yearly

reviews for managing directors

Com

pany


Global Leadership

Chief Leadership Officer (direct report to CEO) Accenture Diversity Council Diversity Advisory Forum

Business Entities

Global business entity managing directors and sponsors Global business entity HR leads

Geographies Human Capital & Diversity leads I&D managers and teams

managing directors, sponsors and leads

A snapshot of our initiatives Governance and Stakeholders

geography and business entity leaders

I&D

Accenture Diversity Council: Provides strategic direction by reviewing and endorsing global I&D efforts 13 senior leaders across business and corporate functions

Diversity Advisory Forum:

Provides the Accenture Diversity Council with additional perspective from the field and recommends innovative solutions 14 established and emerging leaders from across our business

Com

pany


Accenture has built strong global networks for women and LGBT employees. Multiple local networks are in place for gender, sexual orientation, gender

identity, ethnicity and disabilities

A snapshot of our initiatives Employee Resource Groups

Global Networks and Resource

Centers

Geographic Unit (GU) Level ERGS

Local/ City/

Country/ Level ERGs

Agree ERG charter and focus areas, aligned to global direction Implement/drive initiatives Explore, help establish smaller local ERGs

Support global/GU ERGs on implementation of events/ programs Provide vehicle for local input Provide the capacity to physically get together as a group Liaise with external organizations

Establish global direction and focus

as: Networking/discussion site Resource center Access to best practices Market information

Tale

nt


A snapshot of our initiatives Supplier Diversity

Our vision Establish a more inclusive supply chain for Accenture in our key geographies, aligned with our business objectives and corporate citizenship agenda Foster positive economic growth for Accenture and under-represented businesses in our key markets

Our Supplier Diversity Program aims to build visibility/capacity of minority-owned, women-owned and small businesses

The Diverse Supplier Development Program teams Accenture executives with diverse suppliers to help them grow their businesses

Accenture is a corporate member of the National Gay & Lesbian Chamber of Commerce (NGLCC), and the US Supplier Diversity Team actively

initiative by serving on councils, mentoring and presenting at conferences.

Mar

ketp

lace






The reality is that business challenges have never need to be agile and

manage the business in a different way

The playground just got bigger

Emerging multinational firms are making a foray into new

markets, creating more complex competitive

challenges and a global market for talent

Creating an optimal culture

Managing more diverse workforces; forging a common

organizational culture and getting the mix right between

local and global

War for talent Talent has now become a primary differentiator, and issues from

attraction and retention to mobility are at the top of the C-suite agenda

HR shifts HR must continue its move from a transaction focus to

a value-driving force

Leaders at all levels

demand developing leaders at all levels in the

a collective phenomenon

Staying ahead of the change curve

Rapid and complex changes require a comprehensive change capability within organizations and more innovative leadership approaches

Leading Change

Beating Competition

Developing Leaders

Talent from A to Z

Optimizing Operating

Model

Driving Value from

Talent


-related challenges are top of mind for leaders today

Source: Accenture Global Awareness Tracking Survey, Jan 2011. Accenture research conducted with 934 senior executives at global 2000 sized organizations, interviewed between September 2010 and January 2011 in 8 Countries (US, UK, Germany, France, Italy, Spain, Japan and China)

Top Ten Business Issues (ranked by importance)

1. Attracting, developing and retaining skilled talent

2. Improving workforce performance ensuring our workforce is the most productive, creative and entrepreneurial

3. Applying innovation to stay ahead of the competition

4. Increasing the agility of the organization and systems to respond to business and market changes

5. Increasing customer loyalty and retention in an increasingly buyer-driven market

6. Ensuring our operating model provides a competitive advantage

7. Managing change within the organization

8. Acquiring new customers

9. Aligning people, processes, and technology to support our business model

10.Intensified pressure to reduce costs


Findings show that Inclusion and Diversity efforts can generate real business results

Source: Hay Group: Report of the 2010 Best Companies for Leadership Study (Accenture ranked #8)

One of Top 3 Strategies: Gain Value from Diversity

Diverse workforces are correlated to higher levels of:

Engagement: believing in the opportunities to grow and the rewards for contributing

Workgroup Performance: more perspectives and experiences to draw from

Market and Customer Relevance: reflect the needs and experiences of the customer base

Innovation: bringing the best out of all employees


multicultural and global marketplace requires a thorough understanding of how inclusion and diversity optimizes talent and business strategies

Positive financial results Being an employer of choice Positive impact on society

Current Situation

Too many organizations still focus their I&D agenda on compliance and only address Diversity without Inclusion

Most organizations that do have I&D initiatives which push beyond compliance, are fragmented, optional, and not measured, thus lacking the ability to make any viable or sustainable impact


Embedding inclusion and diversity creates an environment where the richness of backgrounds and ideas are harnessed to create high performance

Discover

Operating Strategy

Market

Strategy

Talent

Strategy I&D

Alignment &

Integration

Improved recruitment and retention of top talent Increased employee engagement /lower turnover Better collaboration among work groups

More effective agency strategies Enhanced safety culture Diversity of thought spurs innovation

Increased market share Stronger connection with the public Improved service levels


Metrics demonstrate that Inclusion and Diversity accelerates overall business performance

Heterogeneous teams solve complex tasks better and are more creative than homogeneous teams. Source: Henley College 2011

Strong collaboration solves complex problems

Engaged organizations have 3.9 times greater earnings per share (EPS) growth rate than organizations with lower engagement in same industry. Source: Gallup 2009

Employees who are engaged are more productive

Companies that drive innovation by leveraging employee ideas and knowledge meet product revenue targets 46% more often and product launch dates 47% more often than industry peers. Source: Aberdeen Group 2009

Diverse perspectives lead to innovation

The 25 Fortune 500 firms with the best record of promoting women to high positions are between 18 and 69% more profitable than median Fortune 500 firms in their industries. Source: World Economic Forum 2007

Greater diversity leads to financial growth

78% of the US LGBT community and their friends and relatives would switch brands to companies known to be LGBT-friendly. Source: Witeck Communications/Harris Interactive 2011

Companies that embrace diversity and are competent at inclusion enhance customer

loyalty


Inclusion & Diversity makes us a better company in every dimension

Accenture, our Inclusion & Diversity strategy focuses on ensuring that our culture is inclusive and welcoming for each individual in our diverse workforce, regardless of gender, race, physical ability, religion, ethnicity and sexual orientation and identity. Inclusion puts the concept and practice of diversity into action by creating an environment of involvement, respect, and connection where the richness of ideas, backgrounds, and perspectives are harnessed to create high performance. As -encompassing and of primary importance and creates the necessary environment for valuing, engaging and retaining our diverse

Nellie Borrero, Global Inclusion and Diversity Director

EXTERNAL RECOGNITION


Questions

Documents

Driving Higher Performance Through Inclusion & Diversity Model Driving Value from Talent . ... Accenture research conducted with 934 senior executives at global 2000 sized organizations,