4 Accenture advisors in Leading LGBT and Ally Lists

23 October 2015 Consultancy.uk

On Tuesday OUTstanding and the Financial Times unveiled the 2015 edition of their LGBT ranking, with in total 20 leaders working in the professional services industry making the three lists. Four Accenture advisors – Sander van ’t Noordende, Lis Brown, Rica Paras and Ramsés Aldana Ante – have been recognised for their contribution in business and their communities.

Since the first publication in 2013, OUTstanding in Business, a UK-based non-profit networking group that campaigns for LGBT rights in the workplace, and the Financial Times annually release an annual list of the most influential LGBT executives. The ranking recognises leaders that have a large impact on promoting a LGBT workplace, both within their own organisation and in the broader UK business community, and includes three categories: LGBT Executives, Leading Ally Executives and Next Generation LGBT leaders.

10 consultants in Top 100 most influential LGBT executives

The LGBT Executives contains 100 professionals, of which ten work in the consulting industry. The list is topped by CEO of Lloyd’s of London Inga Beale, with Claudia Brind-Woody, Vice-President and Managing Director of IBM, the highest ranked advisor, followed by Beth Brooke-Marciniak, Global Vice-Chair of Public Policy at EY, and Sander van ‘t Noordende, Group Chief Executive Products at Accenture.

“It’s an honour to be recognised,” says Sander van ’t Noordende, adding “Accenture’s commitment to inclusion and diversity truly makes a difference and provides an environment where we all feel empowered to be ourselves. This makes our company stronger, smarter and more innovative, which helps us better serve the needs of our clients and our communities.” Van ’t Noordende joined Accenture in 1987, became a partner in 1999 and holds a position in the firm’s Global Executive Leadership Team since 2006. He championed Accenture’s “Improving the State of the LGBT Workforce” business panel at Davos this year, is a regular LinkedIn influencer blogger on topics such as marriage equality and workplace equality and has spoken at conferences such as Out and Equal.

Lis Brown - Rica Paras - Ramses Ante - Accenture

Besides Van ’t Noordende, three other Accenture leaders have been recognised in this year’s edition. Lis Brown, Managing Director Accenture Technology and the Executive Sponsor for Accenture’s LGBT network in Australia and New Zealand, is ranked #18 in the LGBT Ally Executive category. Rica Paras, Manager at Accenture Technology, and Ramsés Aldana Ante, Consultant at Accenture Products, have been named a Top 30 Next Generation LGBT Leader (under 35). Paras is Accenture’s LGBT Lead for Philippines, Singapore, Malaysia, Thailand and Indonesia, and speaks regularly about experiences as a Transgender woman. Aldana Ante leads Accenture’s LGBT Network in Mexico, where his efforts helped Accenture gain recognition as a Leader in Inclusion & Diversity, and externally he is also a founding member of Pride Connection.

“We are delighted to see Sander, Lis, Rica, and Ramses from Accenture feature in the OUTstanding leading LGBT and Ally Lists. They are true role models, proving that you can be openly LGBT in business and be a huge success. I’m certain they will provide inspiration to anyone who fears that they may have to be closeted at work, and waste valuable effort muting their authentic selves. They deserve credit for the leadership they show in welcoming people of all backgrounds, sexual orientations and gender identities,” comments OUTstanding CEO and founder Suki Sandhu.



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.