The onus would be on you to prove beyond reasonable doubt that you were being picked out for CR on "unreasonable" grounds.
This is difficult to do if redundancies are being made as part of a programme (most likely - ACN don't run a CR programme for just one person) and systematic selections are being properly documented (again, very likely given how much experience ACN has of running redundancy programmes).
Even if you were able to prove that you were singled out for dismissal, for victimisation you would need to prove that you were singled out on unfair grounds - these are the typical discriminatory grounds. Getting rid of someone on the basis that they explicitly expressed the will to jump ship seems eminently defensible in this context.
In the scenario we've described, the VR and CR programmes are being run sequentially and separately. They have different eligibility criteria. Therefore, you would not have grounds to claim equivalent compensation. In fact, to do so would be unfairly favouring you over others and would open the firm to genuince grievance claims.
If you are so despondent about your prospects at ACN then focus your time and energy on job-hunting, rather than thinking of ways to prolong the pain of the process (and the inevitable outcome). Presumably you were planning to job-hunt anyway when you applied for CR. I hear that there's a firm called Consultingpoint and a recruiter called Rakesh who may be able to help you :-)