Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
Accenture plc
TBD
accenture.com
TYPE: Global Professional Consulting, Technology, and Outsourcing Services Company
INSTITUTIONAL INVESTORS: Vanguard Group Inc., BlackRock, Inc., State Street Corporation, Geode Capital Management, LLC, et al.
OWNER: Publicly Traded
SUBSIDIARIES: Accenture Federal Services, Accenture Inc., Accenture LLP, AKQA Leap, Avanade, Droga5, NaviStone
2024 NA REVENUE: $31 billion
HEADCOUNT: 28,000
395 9th Avenue,
New York, NY 10001
+1 917 452 4400Rachel Frey
Head of Corporate
Communications
+1 917 452 4421
Viewed through the lens of the Equal Employment Opportunity Commission (EEOC), federal law, and New York State’s Human Rights Law (NYSHRL, § 296 of the New York Executive Law), with the aid of AI analysis, Accenture’s Diversity, Equity, Inclusion, and Belonging (DEIB) policies, particularly post-February 2025, raise concerns about potential discrimination against White employees and hires. The EEOC enforces federal laws such as Title VII of the Civil Rights Act, which prohibits workplace discrimination based on race, color, or national origin, and the NYSHRL similarly forbids discriminatory practices in employment. Accenture’s prior DEI initiatives, including quantitative diversity goals (e.g., 12% African American/Black and 13% Hispanic American/Latinx U.S. workforce representation by 2025) and demographic-specific career development programs, could be interpreted as creating an environment where White employees face unequal treatment, such as exclusion from targeted advancement opportunities or biased performance evaluations tied to DEI metrics. The February 2025 rollback, led by CEO Julie Sweet and overseen by Chief Leadership & Human Resources Officer Ellyn Shook, eliminated these explicit goals and programs, citing compliance with U.S. federal executive orders and a shift to a “meritocracy” framework. However, the continued operation of Employee Resource Groups (ERGs) for specific racial and ethnic groups (e.g., African American & Black, Hispanic American & LatinX) and the Supplier Inclusion & Diversity program, managed by figures like Jimmy Etheredge (Chief Executive, North America), may still foster perceptions of preferential treatment for non-White groups, potentially harassing or marginalizing White employees. This misalignment with equal opportunity principles risks violating federal and state anti-discrimination laws by creating a workplace where White employees feel disadvantaged or excluded based on race. The lack of transparent mechanisms to ensure unbiased “merit-based” evaluations further exacerbates this risk, as subjective interpretations of merit could mask discriminatory practices. Holding Accenture accountable requires critiquing these policies for prioritizing certain groups over others, undermining fairness, and potentially breaching legal protections against race-based discrimination. Accenture’s DEIB policies, while scaled back, carry a high risk of violating EEOC, federal, and NYSHRL standards due to their potential to foster discriminatory treatment against White employees through exclusionary practices and insufficient safeguards against bias.
This information is based on publicly available information, including websites, case studies, and news articles from a recent period. To ensure you have the most accurate and current information, please refer to the company's official announcements. The information provided on this website is for general informational purposes only and does not constitute legal advice; consult a licensed attorney for specific legal guidance.
Accenture has decided to end its diversity goals as of early 2025, including scrapping career development programs for specific demographic groups, reflects a broader corporate trend of scaling back DEI initiatives amid political and regulatory pressures, despite past successes in improving gender representation, leadership diversity, and employee engagement. In a memo, CEO Julie Sweet announced that Accenture will terminate its diversity goals, halt participation in external benchmarking surveys, and discontinue career development programs tailored to specific demographic groups, as reported by the Wall Street Journal in 2025.
DieDEI.co is waiting on internal materials for a fuller picture of Accenture plc’s DEI program. Follow us on social and subscribe to our newsletter for updates.
NOTE: Client lists are subject to change. This information is based on publicly available information, including websites, case studies, and news articles from a recent period. To ensure you have the most accurate and current information, please refer to the company's official announcements.