Accenture: Cultural Diversity and Inclusivity Analysis (Research Paper Sample)

Accenture: Cultural Diversity and Inclusivity Analysis
Student’s Name
Institutional Affiliation
Accenture: Cultural Diversity and Inclusivity Analysis
A. Workplace diversity policies and procedures
1. POLICY TITLE
Diversity and Inclusion Policy
2. IMPLEMENTATION STANDARDS
2.1. The diversity and equity principles of 'Right, Recognition, Opportunity and Inclusion' are to be functional for recruitment, development, retention, and evolution of staff with diverse cultural backgrounds. This directive covers and is not limited to endorsing every staff's respect, recognition, and value at Accenture.
3. PROCEDURAL PARTICULARS
3.1. Selection and Recruitment
3.1.1. In line with the 1984 Equal Opportunity Act, selection and recruitment at this company will aggressively support the engagement of persons from diverse cultural backgrounds. Special measures entail:
(a) Special staffing programs that are government offer incentives for employment, including recruitment campaigns or graduate programs aimed at attracting more women to take part in non-traditional roles; and
(b) Where two candidates have met selection criteria and would all be commended for the position, the chance, in this case, is given to the person from a diverse group.
3.2. Remuneration
3.2.1. The company’s compensation practices will maintain equity between employees with the same tasks.
3.3. Learning and Development
3.3.1. It is the duty of Heads/Managers of Faculties/Departments/Schools/Areas to:
(a) Offer an equal opportunity for all employees to enhance their social and cultural awareness via programs initiated by Accenture.
(b) Indorse opportunities for all employees to access professional growth and other educational opportunities to improve their skills, awareness, and operation knowledge in diverse settings.
(c) Widely promote development and training opportunities to be effortlessly accessed by staff all through the company.
1 RESPONSIBILITIES
2 The Director, Equity and Corporate Values at Accenture, will be responsible for implementing and monitoring these procedures.
3 SCOPE OF PROCEDURES
4 These policies apply to all Accenture staff.
5 DEFINITIONS-Nil
6 SCHEDULES-Nil
7 DOCUMENTS AND LINKS RELATED TO PROCEDURES-Work Ethics: https://complaints.curtin.edu.au/conduct/
Policy Compliance Officer

Dr. Storm Cline

Review Date

2nd Nov 2021

Approval Authority

Director Human Resources

Project Manager

Director, Equity and Corporate Values

Committee/Board

Social
Justice & Ethics Equity Committee

B: Report
1.0 Introduction
The globe is increasingly becoming diverse with an increase in the rates of globalization and transport and communication advancements. This dynamic calls for most companies to adjust their conventional operational models to accommodate diversity, both in the work environment and in their target markets (Tariq, 2021). Accenture, which is a global company dealing in a variety of products like consulting and digital technologies, is among the companies that have embraced this form of business model adjustment, creating space for workers in their company regardless of their age, sex, or ethnicity (Assessment Task 2: Case Study, n.d). Despite its recognition by Thomas Reuters, however, as the top company supporting diversity and inclusivity, the company still plans to become better at this. This report examines Accenture's current diversity data and proposes recommendations to make its goals on diversity and inclusivity even better.
1.1 Quantitative and qualitative diversity data and current diversity practices match workplace objectives
Accenture's workplace objectives include 1) Ensuring equal pay for equal tasks and 2) To ensure equal commitment to all the persons that work in the company regardless of gender, physical abilities, sexual orientation, and age (Accenture, 2021). Accenture also has close to 449,000 workers spread across the globe but work under shared values and purpose. These common standards and goals have made all these employees be supported to work as a team despite their cultural, political, economic, and religious beliefs. These current diversity practices are in tandem with Accenture's workplace objectives, like organizing around moments that matter and transforming HR to become focused and responsive (Russo, 2017). This claim is based on the idea that interactions between staff at Accenture are meant to create moments and not division. HR is already responsive to the need to embrace cultural diversity in this modern society.
2.0 Fostering and promoting diversity
2.1 Coaching or training: Training and coaching is one of the principal objectives of Accenture as it has invested more than $935 Million in 2020 alone in such exercises (Assessment Task 2: Case Study, n.d). These exercises can also involve teaching teams and team members’ cultural sensitivity and cultural tolerance. This strategy is critical as some staff is not culturally sensitive because they do not know how to.
2.2 Communication strategies: Accenture recognizes that effective communication is essential in interactions between people of different cultural backgrounds because there is a need for understanding and mutual respect (Accenture, 2021). It is vital that staff can understand that different phrases and words mean differently in different cultures. These communication skills can, for instance, be instilled into Accenture's organizational culture through training.
2.3 Workplace practices