HOW ACCENTURE SMASHED THE GLASS CEILING

INTRODUCTION
MEANING -- The glass ceiling is a concept that most frequently refers to barriers faced by women who attempt, or aspire, to attain senior positions (as well as higher salary levels) in corporations, government, education and non-profit organizations

 The glass ceiling metaphor has often been

used to describe invisible barriers ("glass") through which women can see elite positions but cannot reach them ("ceiling"). These barriers prevent large numbers of women and ethnic minorities from obtaining and securing the most powerful, prestigious, and highestgrossing jobs in the workforce. Moreover, this barrier can make many women feel as they are not worthy enough to have these high-ranking positions, but also they feel as if their bosses do not take them seriously or actually see them as potential candidates.

ACCENTURE

Accenture Plc is a multinational management consulting, technology services and outsourcing company headquartered in Dublin, Republic of Ireland. It is the largest consulting firm in the world. As of September 2011, the company had more than 244,000 employees across 120 countries. And out of which one-third are women employees.

 The company generated net revenues of US$25.5 billion for

the fiscal year ended Aug. 31, 2011. Accenture has been operating in India since 1987, and was the first Multi National Consulting firm to set up operations in India. Accenture India employs over 60,000 diverse people from different backgrounds with vast ranges of skills and experience. Over 30 per cent of the Accenture India workforce is women.

THE PATH FORWARD

Accenture released the results of a global study on attitudes toward work, surveying 3,400 business executives from medium to large organizations across 29 countries. The survey reveals some telling statistics about how people across the globe feel about women, work, success, and ambition.

 according to the study, a large number of women and men are dissatisfied with their current career, but they dont plan to change companies. Theyre seeking career development opportunities, and many more women than men plan to further their education to do so. Women are negotiating for raises in roughly the same numbers as men, but they arent asking for promotions. And at the same time, they also arent having as many career-development conversations with their mentors as men if they even have a mentor. Altogether, it does seem that women want to advance in their careers, but they arent getting the necessary support from their companies to achieve their ambitions.

Since theyre not receiving advice from a mentor or role model on how to get there, theyre seeking more education opportunities.

And theyre using mentor relationships as a place to blow off steam or toss around issues within their current role.

INITIATIVES BY
Accenture has created unique programs to support women In their career development and progression Flexible Work Arrangements: supports the unique needs of professionals in the workplace, encouraging a balance between work and personal priorities. Women's Mentoring Programs: pairs female executives with senior executive mentors, includes virtual workshops and provides networking tips to help ensure the advancement of women at Accenture Accenture Womens Network: A global internal website connects women across the company with one another and provides access to resources available both at Accenture and externally. The online forum offers women a place to share experiences, advice and insight. Ex- vaahini-a network to empower women in India.

Accenture regularly conducts research studies on various topics that have an impact on women in business. Company also provide training for diversity awareness, as well as courses directed toward developing women leaders. More than 1000 women from 45 countries have participated in these programs. In local offices, employee resource groups drive initiatives and programs to support women at the location and help them build strong networks, both within Accenture and with the broader community.

 Maternity Returners Program:

It helps ease the transition for new

parents back into the workforce by providing career guidance and support for finding ideal re-entry roles.
It includes 9 month full pay + an

additional 3 month unpaid leave.

Before the launch of this program

the return rate was 65%-70% but after the launch of this scheme the rate went high as up to 90%

 International Womens Day: Every

year Accenture people come together on March 8th to celebrate International Womens Day, to learn about the positive impact women are having on the world and Accenture. Participants enjoy exchanging ideas about women, inclusion and their impact on the global economy and Accenture's business, and join in on local events. This global celebration provides a venue for networking, building vital skills, and addressing issues that face women in the workplace and beyond

 Senior Executive Womens Leadership Seminar:

Senior Executive Womens Seminars are run annually and attended by female Senior Executive. The provocative and thought-provoking seminars provide an opportunity to network, illustrate the companys commitment towards womens advancement, and enable women to be more successful at senior levels by gaining an in-depth understanding of womens leadership styles.

Purpose of initiatives taken by

Drive a step-change in the significance of Women to Accenture

as an enabler to companys Business Strategy.

Improve presence in the workforces (headcount) Support career advancement (promotions) Facilitate rise to leadership positions (professional development,

representative participation)

Generate positive expectations: it is worth staying in Accenture

(attrition)

Make Accenture an attractive company for Women (recruiting)

Lori l. love lace Executive DirectorOffice of the CEO

Pamela J. Craig Chief Financial Officer

Roxanne Taylor Chief Marketing & Communications Officer

Jill B. Smart Chief Human Resources Officer

Julie Spellman Secretary & Chief Compliance Officer

Rekha M. menon Executive director , geographic services (India)

Pushing through the Glass Ceiling

In India, there are several factors that are impelling senior women leaders to break through the so-called Glass Ceiling:
Governmental Initiatives Family support Strong professional structure Mentors and role models Technology Globalization

Consciousness
corporate sensitivity

Zarina Mehta Founding member of utv

Ashvini Yardi Programming Head TV channel Colors

Falguni Nayar M.D Kotak mahindra

Naina Lal Kidwai Country Head, HSBC Group India

Kirthiga Reddy Director of Online Operations, Facebook India

Chanda Kochhar M.D. ICICI bank

THANK YOU