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Accenture case study

Accenture case study

Accenture is committed to creating a culture of equality for its half a million employees, and embedded in that commitment is a set of specific goals around their female talent. Their partnership with us, of which corporate membership of our e-learning platform, the everywomanNetwork, is a central component, is one of the key drivers in Accenture’s target to reach gender parity by 2025.

“I feel passionate about inclusion and diversity in the workplace, and it’s important to me to have a partner who shares that passion, and whose purpose and vision aligns with ours.” 

Alana Stewart

Global Inclusion and Diversity Manager Accenture 

This case study explores how everywoman is supporting Accenture’s female talent with access to a self-managed e-learning platform which puts the power in the hands of women at all stages of the pipeline who wish to keep progressing their careers. 

 

ENABLING WOMEN TO OWN THEIR CAREER JOURNEYS

Accenture wants to empower its female staff to taken control of their own professional development and career growth, which is precisely what the everywomanNetwork enables its global teams to do. They can log in at any time, via desktop or app, to explore a vast library of webinars, workbooks, diagnostic tools and bitesize learning content in the subject areas we know are particularly significant for women. 

By enabling rather than mandating use of the platform, Accenture’s women can follow their own individual learning track at a time, place and pace that suits them. 

“The ease of access means they can navigate their own self-led pathway that doesn’t feel as if we, as an employer, are pushing or monitoring,” says Alana.

 

THIS STUDY WILL BE OF PARTICULAR INTEREST TO:

  • L&D managers who want to understand how access to female role models and gendered professional development content can empower women to grow their careers.
  • HR leaders and D&I specialists who have specific targets around their female representation and are looking at innovative strategies for achieving their goals. 
  • Business and department leaders who want to open out the conversation around intersectionality and female representation within their cultures.

 

 

KEY INSIGHTS INCLUDE:

  • How L&D content can be used to engage female staff and unlock potential.
  • How an online learning tool for women can be beneficial for cultivating and developing more male allies across an organisation.
  • How L&D content, and other everywoman products can be utilised to spark conversations around intersectionality across the workforce.

 

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