Key actions Nuanced understanding of root causes Accenture has a longstanding commitment to supporting the LGBTQI+ community. While progress has been made in some regions, the company recognizes that LGBTQI+ individuals continue to face varying levels of stigma and discrimination, both in the workplace and beyond. A study conducted by Accenture8 revealed that only 31% of LGBTQI+ employees are fully open about their gender identity, expression or sexual orientation at work, with this figure dropping to just 21% among senior leaders. Additionally, 57% of LGBTQI+ employees believe that their gender identity, expression or sexual orientation has hindered their career progression. Accenture identified several contributing factors, including limited awareness of sexual diversity among staff and the need for a higher number of, and stronger, Pride networks to bring community members and allies together. In response, Accenture has revitalized its LGBTQI+ inclusion strategy, focusing on addressing the various forms of discrimination faced by the community. This initiative is supported by enhanced efforts in data collection through self-identification and analytics.Accenture developed a comprehensive strategy to promote LGBTQI+ inclusion, focusing on four key areas: People, Processes, Benefits and Community. For People, Accenture introduced specialized training on career advancement for queer employees, networking support and mentoring. The company also expanded its Pride networks globally, even in regions where support for the LGBTQI+ community is more limited. In terms of Processes, Accenture implemented inclusive policies and ensured its language reflects evolving terminology around sexual diversity. It also revised dress codes, restroom access and other workplace guidelines to foster an inclusive environment. Accenture extended its employment Benefits to support LGBTQI+ employees, emphasizing support for same-sex couples and gender-affirming care. The company aims to provide these benefits to all employees, wherever legally possible and available in the market. For Community engagement, Accenture partnered with organizations such as the Human Rights Campaign (HRC), Out & Equal, Stonewall, PGLE, Open for Business, MyGwork, Workplace Pride, L’autre Cercle, Parks Diversity, REDI, Pride Connection, Pride Circle and Lesbians Who Tech. These collaborations offer local insights, support talent pipelines and promote cross-market engagement.1 Meaningful definition of success Accenture’s goal is to create an inclusive environment that fully supports everyone, including LGBTQI+ employees. To articulate a clear case for change that moves employees to action, the company launched an “Allies in Action” programme that educates on how to be an ally by practicing inclusive behaviours and being a role model for others. The programme was launched in a global summit in the metaverse and has been promoted through awareness campaigns across all levels, including new-hire orientation sessions to increase engagement. To date, the programme has reached 141,000 employees. 2 Accountable and invested business leaders This initiative is a business priority, as fostering an inclusive and diverse workforce is essential for diverse perspectives, which drive innovation in the company and helps attract, develop and inspire top talent. Sponsorship from Accenture’s senior leadership, including the CEO and an LGBTIQI+ identified Executive Sponsor from the Global Management Committee, has been crucial to the programme’s success, ensuring the allocation of necessary resources and setting an example of visible allyship. Leaders actively support the community by sending messages on important dates, such as Pride Month. Additionally, 47% of Accenture’s Managing Directors have also become visible allies, encouraging more people to become allies.3Solution designed for context 4 To achieve sustained impact across all the countries where Accenture operates, the company developed an Inclusion and Diversity (I&D) Maturity Model, which assesses the alignment of country-level I&D programmes, including Pride Means More, with Accenture’s global I&D strategy. The model generates actionable insights and recommendations based on clear key performance indicators (KPIs) to measure the maturity of the programme in each country. The model features a dashboard that provides an average score for each country, ranging from 1 to 100, with scores above 75% indicating a mature level that exceeds expectations. Rigorous tracking and course correction 5 Accenture advises that consistent and transparent communication from leadership – both internally and externally – about the importance of LGBTQI+ inclusion is essential for building trust and commitment across the organization. Visible support from senior executives, along with their active participation in events and initiatives, further reinforces the programme’s significance. A future focus area is strengthening support for employees in regions where social or legal barriers limit LGBTQI+ rights. This includes working alongside local organizations, NGOs and policy-makers to advocate for LGBTQI+ rights and protection, and providing tailored resources and targeted allyship initiatives to ensure these employees feel included, valued and supported.Advice for others and next area of focus 15 Diversity, Equity and Inclusion Lighthouses 2025

Diversity Equity and Inclusion Lighthouses 2025