HOW ACCENTURE SMASHED “THE GLASS CEILING”

INTRODUCTIONMEANING -- The glass ceiling is a concept that most frequently refers to barriers faced by women who attempt, or aspire, to attain senior positions (as well as higher salary levels) in corporations, government, education and non-profit organizations…

The glass ceiling metaphor has often been used to describe invisible barriers ("glass") through which women can see elite positions but cannot reach them ("ceiling").

These barriers prevent large numbers of women and ethnic minorities from obtaining and securing the most powerful, prestigious, and highest-grossing jobs in the workforce.

Moreover, this barrier can make many women feel as they are not worthy enough to have these high-ranking positions, but also they feel as if their bosses do not take them seriously or actually see them as potential candidates.

ACCENTURE

•Accenture Plc is a multinational management consulting, technology services and outsourcing company headquartered in Dublin, Republic of Ireland.

•It is the largest consulting firm in the world.

•As of September 2011, the company had more than 244,000 employees across 120 countries. And out of which one-third are women employees.

The company generated net revenues of US$25.5 billion for the fiscal year ended Aug. 31, 2011.

Accenture has been operating in India since 1987, and was the first Multi National Consulting firm to set up operations in India.

Accenture India employs over 60,000 diverse people from different backgrounds with vast ranges of skills and experience.

Over 30 per cent of the Accenture India workforce is women.

THE PATH FORWARDAccenture released the results of a global study on attitudes toward work, surveying 3,400 business executives from medium to large organizations across 29 countries. The survey reveals some telling statistics about how people across the globe feel about women, work, success, and ambition.

• according to the study, a large number of women and men are dissatisfied with their current career, but they don’t plan to change companies.

•They’re seeking career development opportunities, and many more women than men plan to further their education to do so.

•Women are negotiating for raises in roughly the same numbers as men, but they aren’t asking for promotions. And at the same time, they also aren’t having as many career-development conversations with their mentors as men – if they even have a mentor.

•Altogether, it does seem that women want to advance in their careers, but they aren’t getting the necessary support from their companies to achieve their ambitions.

•Since they’re not receiving advice from a mentor or role model on how to get there, they’re seeking more education opportunities.

•And they’re using mentor relationships as a place to blow off steam or toss around issues within their current role.

INITIATIVES BY Accenture has created unique programs to support women In their career development and progression Flexible Work Arrangements: supports the unique needs

of professionals in the workplace, encouraging a balance between work and personal priorities.

Women's Mentoring Programs: pairs female executives with senior executive mentors, includes virtual workshops and provides networking tips to help ensure the advancement of women at Accenture

Accenture Women’s Network: A global internal website connects women across the company with one another and provides access to resources available both at Accenture and externally. The online forum offers women a place to share experiences, advice and insight. Ex- vaahini-a network to empower women in India.

•Accenture regularly conducts research studies on various topics that have an impact on women in business.

•Company also provide training for diversity awareness, as well as courses directed toward developing women leaders. More than 1000 women from 45 countries have participated in these programs.

•In local offices, employee resource groups drive initiatives and programs to support women at the location and help them build strong networks, both within Accenture and with the broader community.

Maternity Returners Program:

It helps ease the transition for new parents back into the workforce by providing career guidance and support for finding ideal re-entry roles.

It includes 9 month full pay + an additional 3 month unpaid leave.

Before the launch of this program the return rate was 65%-70% but after the launch of this scheme the rate went high as up to 90%

International Women’s Day: Every year Accenture people come together on March 8th to celebrate International Women’s Day, to learn about the positive impact women are having on the world and Accenture. Participants enjoy exchanging ideas about women, inclusion and their impact on the global economy and Accenture's business, and join in on local events. This global celebration provides a venue for networking, building vital skills, and addressing issues that face women in the workplace and beyond

Senior Executive Women’s Leadership Seminar: Senior Executive Women’s Seminars are run

annually and attended by female Senior Executive. The provocative and thought-provoking seminars provide an opportunity to network, illustrate the company’s commitment towards women’s advancement, and enable women to be more successful at senior levels by gaining an in-depth understanding of women’s leadership styles.

Purpose of initiatives taken byDrive a step-change in the significance of Women to Accenture

as an enabler to company’s Business Strategy.

Improve presence in the workforces (headcount)

Support career advancement (promotions)

Facilitate rise to leadership positions (professional development, representative participation)

Generate positive expectations: it is worth staying in Accenture (attrition)

Make Accenture an attractive company for Women (recruiting)

Lori l. love lace Executive Director-Office of the CEO

Pamela J. CraigChief Financial Officer

Roxanne TaylorChief Marketing & Communications Officer

Jill B. Smart Chief Human Resources Officer

Julie Spellman Secretary & Chief Compliance Officer

Rekha M. menonExecutive director , geographic services (India)

Pushing through the “Glass Ceiling”

In India, there are several factors that are impelling senior women leaders to break through the so-called Glass Ceiling:

Governmental InitiativesFamily supportStrong professional structureMentors and role modelsTechnologyGlobalizationConsciousnesscorporate sensitivity

Zarina MehtaFounding member of utv

Ashvini YardiProgramming Head TV channel Colors

Falguni NayarM.D Kotak mahindra

Naina Lal KidwaiCountry Head, HSBC Group India

Kirthiga ReddyDirector of Online Operations, Facebook India

Chanda KochharM.D. ICICI bank

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