As a company we are convinced that a strong A gender equality culture in the company for innovation and growth is beneficial. This is how we have been dealing with questions for a long time how: What do diversity and equality mean to us? How to design we can successfully establish a corresponding culture? Which measures do we support
These are questions that concern us at Accenture, but are equally relevant to society. With our global “Getting To Equal” study we monitor developments towards greater equality. With this, we look both at favourable factors, at the perception of the employees as well as those of the company management. The results of the study last year have shown that progressive leadership, non-discriminatory structures and an enabling environment factors are. In Germany, the willingness to innovate and ability of employees in companies with a strong equality culture almost five times higher than in companies with a significantly less equality. The promotion of diversity and inclusion therefore has an important influence on the success of a company.
Equality starts at the top
From our point of view – and the studies prove it – the Achieving greater diversity and inclusion only with corresponding commitment of the management. Equality must be applied at all levels and levels lived, with corresponding measurable indicators be documented and followed up. Otherwise it remains a pure Lip service. That’s why indices like the Women’s Career Index (FKi) is also a good measuring instrument for us to check whether our measures are working and where we actually stand. Only in this way can we sustainably improve. The FKi makes gender diversity in companies measurable and honours those who firmly embrace the advancement of women in their have anchored corporate culture. This is not only for us as important for companies, but also for society: Although the Gender is the most discussed aspect of diversity, make Women still less likely to have a career than men.
Diversity has many dimensions
For a strong gender equality culture, however, we not only consider Gender as a dimension of diversity. This includes age as well, different cultural and ethnic backgrounds, the sexuality of the orientation or life with disabilities. Our goal is to all our employees feel valued – as a person and as a company Human beings as they are, with all their abilities and peculiarities. To this end, we pursue a strength-based management approach in which each individual thanks to different abilities and skills the has the potential to contribute to the success of the team.
This year’s study confirms that managers are committed to the building a culture of equality and recognising the importance of Factors such as salary transparency, parental leave and the freedom to be creative …in order to be able to develop, should acknowledge. With significantly higher Probably they will then run companies in which the people are forward-looking, innovative and committed – which is why their organizations grow more than twice as fast as their colleagues (source: Getting To Equal 2020). This is one of the reasons why diversity and inclusion are firmly anchored in our corporate culture.
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