Best Practice by Accenture – 1. Platz im FKi Ranking 2020
As a company, we are convinced that a strong gender equality culture in the company is conducive to innovation and growth. We have therefore long been dealing with questions such as: What do diversity and equality mean to us? How do we successfully shape a culture of equality? What measures support us in this endeavour? What goals do we set ourselves? And how do we achieve them? What leadership culture is needed in the company to make our efforts successful?
These are questions that concern us at Accenture, but are equally relevant to society. With our global “Getting To Equal” study, we monitor developments toward greater equality. In doing so, we look at factors that favour equality, as perceived by the needs of employees and at those of management. The results of last year’s study have shown that progressive leadership, non-discriminatory structures and an enabling environment are important factors. In Germany, the willingness and ability of employees to innovate is almost five times higher in companies with a strong gender equality culture than in companies with significantly lower levels of gender equality. The promotion of diversity and inclusion is therefore an important factor in a company’s success.
Equality starts at the top
In our view – and the studies prove it – the company can only succeed in achieving greater diversity and inclusion with a corresponding commitment on the part of management. Gender equality must be lived at all levels and documented with appropriate measurable indicators and must be monitored. Otherwise, it remains mere lip service. This is why indices such as the Women’s Career Index (FKi) are also a good way for us to measure whether our measures are working and where we actually stand. This is the only way we can make lasting improvements. The FKi makes gender diversity in companies measurable and distinguishes those who have firmly anchored the advancement of women in their corporate culture. This is important not only for us as a company, but also for society as a whole: Although gender issues are the most widely discussed aspect of diversity, women still have fewer opportunities for career advancement than men.
Diversity has many dimensions
For a strong gender equality culture, however, we do not only consider gender as a dimension of diversity. It also includes age, different cultural and ethnic backgrounds, sexual orientation and living with disabilities. Our aim is to ensure that all our employees feel valued – as individuals and as human beings as they are, with all their skills and characteristics. To achieve this, we pursue a strength-based management approach in which each individual has the potential to contribute to the success of the team through a variety of skills and abilities.
This year’s study confirms that leaders should be committed to building an egalitarian culture and recognise the importance of factors such as salary transparency, parental leave and the freedom to be creative in order to develop. They are then much more likely to lead companies where people are forward-thinking, innovative and engaged – which is why their organisations grow more than twice as fast as their peers do (source: Getting To Equal 2020). This is another reason why diversity and inclusion are firmly anchored in our corporate culture.
Accenture is a leading global consulting firm offering a broad portfolio of services and digital expertise in Strategy & Consulting, Interactive, Technology and Operations. We apply our extensive experience and specialized skills in more than 40 industries – supported by the world’s largest network of centers for Advanced Technology and Intelligent Operations. With 509,000 employees working for customers in over 120 countries, we continuously drive innovation to improve our customers’ performance and create sustainable value for their business. Visit us at www.accenture.de