Accenture supports Transition and Talent Programme for US veterans

29 July 2016 Consultancy.uk

Accenture Federal Services has joined forces with Joint Base San Antonio, Texas, to offer US veterans a Career Skills Program. The programme aims to equip ex-soldiers with the skills to make their way in the business world. The programme is one of a number of initiatives in Accenture’s goal of supporting 5,000 US veterans and military spouses find work by 2020.

Joint Base San Antonio (JBSA) is a US military facility situated in San Antonio, Texas. The facility is managed by the United States Air Force 502d Air Base Wing. Since the wind-down of US operations on foreign soil, and with a growing demand from the private sector as the US economy picks up steam, the JBSA launched a Career Skills Program (CSP) in 2015. The programme aims to support veterans’ transition from military service into civilian employment. The programme offers a range of service to active-duty service members soon to be leaving the force, including credentialing, training, apprenticeships and internships.

To support the initiative, Accenture Federal Services will offer veterans a range of apprenticeships, employment skills training, job shadowing and on-the-job-training to support their transition into civilian life. The investment in the programme is part of Accenture’s wider goal to support the transition of 5,000 US veterans and military spouses by 2020. Accenture supports Transition and Talent Programme for US veterans

“Military veterans have the leadership, discipline and teamwork skills we look for and are an excellent fit with the important work we do for our federal government clients,” says David Moskovitz, Accenture Federal Services CEO. “Our continued investments in the San Antonio Technology and Innovation Centre and community create great career opportunities for people in the region, particularly the military community. By partnering with both CSP and NS2 Serves, we will help equip more veterans with the skills they need to transition to the civilian workforce and secure bright futures.”

“We are growing quickly and bringing more high-quality, career-building jobs to San Antonio to support some of the federal government’s most important programs,” says Ali Bokhari, Director of Accenture’s Technology and Innovation Centre in San Antonio. “We’ve expanded our tech and innovation hub here with our new building to serve even more clients and connect into Accenture’s global innovation network.”

Supporting veterans
A number of professional services firms offer support for veterans in their bid to find civilian employment. Programmes, among others, include Slalom Consulting’s Salesforce for Vets, Hay Group’s leadership training programme and Deloitte’s Military Transition and Talent Programme.

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Women remain underrepresented in UK's hospitality industry leadership

12 April 2019 Consultancy.uk

Female engagement at the top level of the UK hospitality industry is still lagging, with the vast majority of decision-making roles continue to be held by men. Only 7% of the industry’s FTSE 350 CEOs are women; however, the pay gap in hospitality and leisure is far better than in other industries, at a median of approximately 7%.

The hospitality, travel and leisure (HTL) sector is one of the UK’s largest employers, with 3.2 million people working in its segments. Despite a poor 2018 in terms of tightening consumer spending, the industry is still one of the top sectors in terms of economic activity, hitting £130 billion last year – besting the UK’s automotive, pharmaceutical and aeronautical sectors’ combined activities.

While the industry is one of the country’s largest employers, it still faces considerable issues around diversity at the top. New analysis from PwC has explored the matter, as well what initiatives the industry has engaged to open up its top ranks to a more diverse background.

Female representation at board level for UK companies and HTLs

According to a survey of CEOs, Chairs or HR Directors of over 100 of the most significant leisure businesses across the UK, the hospitality industry has a relatively male-dominated top level. This lags behind the FTSE 100, where companies have female board level representation at 32.2%. Meanwhile, the figure for the combined executive committee and direct reports stands at 28%. This is well above FTSE 250 levels, where female board level representation stands at 22.4% and executive committee & direct reports stand at 27.8%.

For the hospitality industry as a whole, board level representation came in at 23.6%, with FTSE 350 for the industry performing slightly better at 25.1%, while non-listed companies performed considerably worse at 18.2%. The firm notes that the figures hide that while some companies are making strides to improve equality, others are not moving forward – with the positive result reflecting more often the good work of some, while others are not taking the issue seriously in their agenda setting.

Blind spot

The study states, however, that while the overall numbers are relatively strong, the industry has a number of acute weaknesses. These include CEO numbers, with only 7% of HTL FTSE 350 companies helmed by women and 11% of non-listed companies led by female CEOs. Meanwhile, female chairs at FTSE 350 companies for the sector stand at zero. In terms of wider diversity representation, only 1 in 33 leaders at industry companies is from a BAME background.

Pay gap for HTL and hospitality

The report noted discrepancies between FTSE 100 companies and FTSE 250 in terms of improving the number of women at executive level. The majority have met the Hampton-Alexander Review target of 33% women at board level, up from around 25% in 2016. However, the remaining ~40% are not on target, and are unlikely to meet the target by 2020. A similar trend is noted when it comes to executive committee and direct reporting numbers.

Jon Terry, Diversity & Inclusion Consulting Leader at PwC, said, "To make real progress in diversity and inclusion, businesses need to elevate it onto the CEO’s agenda and align diversity & inclusion strategy to the fundamentals of the business."

Tracking progress FTSE 250 level

However, one area where hospitality travel and leisure companies are outperforming other companies in the wider UK economy, is the mean and median pay gap between men and women. PwC found that the median of the wider UK economy comes is approximately 14% – with upper quartile companies noted for a gap of low 20%, and lower quartile companies noted for differences of around 2%.

The median pay gap for HTL comes in at well below 7%, with the median close to parity. There are considerable differences, however, with hospitality at 7%, while travel comes in considerably higher, at 22%. The latter figure reflects fewer women in higher paid pilot and technical positions within the industry.