Før helga ble det kjent at Accenture kutter sine tiltak og programmer for økt mangfold i selskapet, slik mange andre også har gjort etter Donald Trumps presidentordre mot slike programmer.
Beskjeden kom fra Accentures toppsjef Julie Sweet i USA, gjennom en epost som ble sendt til alle ansatte over hele verden, også Norge.
Accenture kutter tiltak for større mangfold
kode24 har bedt kommunikasjonssjef Silje V. Opsahl blant annet forklare hva dette betyr for Norge. Opsahl svarer ikke på våre spørsmål, men sender hele notatet fra Sweet, og viser bare til dette for å forstå hva som skjer.
Vi kan ikke se at notatet er lagt ut offentlig ennå. Derfor velger kode24 også å publisere dette, i sin helhet. Under kan du lese Sweets forklaring av hvorfor de ikke lenger vil ha mangfoldsprogrammer i Accenture og hva dette betyr, blant annet at:
- Accenture kutter målene sine for mangfold i rekruttering, stopper programmer for karriereutvikling for enkelte grupper og setter på pause deltakelse i mangfoldsmålinger og eksterne programmer rundt mangfold.
- Endringene gjøres ifølge Sweet etter interne evalueringer, endringer i landskapet i USA og Trumps presidentordre.
- Endringene gjelder hele verden, ikke bare i USA. Men Sweet påpeker at de vil forholde seg til eventuell lokal lovgivning og lokale behov.
Her er notatet i sin helhet:
To: All Accenture People
I am writing today with some updates on inclusion and diversity at Accenture as a result of our continued evaluation of our internal policies and practices and the evolving landscape in the United States, including recent Executive Orders with which we must comply.
As a company, we always strive to live our enduring values while focusing on executing our business strategy in order to create value for our clients. We have used this moment to reflect on how best to move forward and be an even stronger company—making updates that allow us to be an even better employer for all our people, and even more successful in the market.
As a result, we are evolving our policies and practices globally, and not just in the US—subject, as always, to local laws and tailored to the needs of our local markets.
– Kjære tech-fyr: Vil du være med å endre bransjen?
Things we are addressing
We are making updates, which include:
- sunsetting our global employee representation goals set in 2017 and updated in 2020 (which we have largely achieved) and the use of these goals to measure performance, while putting a greater focus on inclusion and a sense of belonging for all; we will be updating our processes to align with these updates;
- sunsetting our career development programs for people of specific demographic groups and investing more in our core career development programs across Accenture as part of refreshing our talent strategy; and
- pausing submissions to external diversity benchmarking surveys while we evaluate our participation in those surveys; we will also evaluate our external partnerships, as part of refreshing our talent strategy.
«We are making updates, which include: sunsetting our global employee representation goals (...)»
Our enduring values
We are and always have been a meritocracy.
We are and always have been committed to an inclusive, merit-based workplace free from bias, and a culture in which all our people are respected, feel a sense of belonging and have equal opportunity.
This commitment is embedded in our enduring Core Values of client value creation, one global network, respect for the individual, best people, integrity and stewardship, and in our Leadership Essentials.
Vraker mangfold-tiltak etter «politiske endringer»
Our business and talent strategy
We are proud of what we have accomplished over the last decade in attracting and retaining the best people in our industry, becoming number one in market share globally and achieving a 10% compounded annual growth rate.
We have always believed that attracting, hiring and developing people who have different backgrounds, different perspectives and different experiences are essential to driving innovation and serving global companies across multiple industries.
This talent strategy has been and continues to be fundamental to our goal to be the most innovative company in our industry and to our success, as demonstrated by our results.
Our business strategy is to be the reinvention partner of choice for our clients, supported by our talent strategy to attract and retain the best people who innovate to drive reinvention. We also believe the most successful companies in the next decade will be those that have the broadest access to talent, are talent creators and are able to unlock the potential of their talent through, among other things, their employee value proposition. We invest in learning and development for our people (more than $1 billion and 40 million training hours in FY24) and to create meaningful employee experiences for all.
«We are continuing our processes for pay equity globally.»
Going forward
We will make the updates noted above and continue to refresh our talent strategy by evaluating our policies and practices to ensure they support our business strategy, are effective, inclusive, fit the needs of all our people, comply with applicable laws globally, and address the continually evolving landscape.
There are a few things we thought might be helpful to confirm. We are continuing to support our very important Employee Resource Groups and Networks, which are open to all of our people and have broad participation, membership and allyship.
We are continuing our processes for pay equity globally.
And as with any strategy, we will continue to use our employee data to understand the effectiveness of our strategy. We also will continue to report our demographics publicly in the markets where they are reported today, which has proven to be an effective way to attract and retain the best people in our industry.
Fikk «runkevideo» i innboksen: – Skjerp deg!
Where to get more information
We will hold town halls in two time zones early next week to ensure that we all understand these updates and can ask questions. Please watch for invitations to these sessions.
Best Regards,
Julie
