Clement Keys
Chartered Accountants

As the latest accountancy career benchmarking survey reveals that male chartered accountants (ACAs) receive significantly better remuneration than women with the same business and finance qualification, Fleur Holden, a partner at chartered accountants Clement Keys, is calling for more role models to lead by example and promote more equality in the workplace.

The survey,conducted by specialist financial recruitment consultancy Robert Half on behalf of the Institute of Chartered Accountants in England and Wales (ICAEW), shows that the average basic salary for women chartered accountants is around 70% of that earned by their male colleagues. 
 
In 2010, across all age ranges, Robert Half reports that the earnings for male ACAs were higher than for women, mainly because more women tend to work part time – 24% against 9% of men – while the sector in which they work also has a bearing on their overall average salary. 
 
“According to the survey, pay and promotion prospects are the driving forces in the first few years after accountants qualify and these are then replaced by a desire to do interesting work and achieve greater levels of responsibility.  These driving forces at both stages apply to men and women but those women without a support network find that it is harder to pursue their careers,” says Mrs Holden.
 
“We are experiencing the beginnings of a cultural change but we do need to provide better support networks and more role models to show young women that attitudes are changing.   Today’s family units are much more flexible and when this is combined with a more enlightened approach from employers then women should have a fair and equal chance to reach for the top.”
 
Another report recently published adds to the debate. The new Women on Boards report by Lord Davies of Abersoch highlights that although women have a long track record of achieving high office in many walks of life, they are still poorly represented in the boardroom. A good many firms invest in developing women but then lose them before they attain senior management roles – and have a positive impact on performance – because of a lack of access to flexible working, difficulty achieving work-life balance and disillusionment with their career progress.
  
Those surveyed indicated that they were prepared to work harder and to undergo additional skills training to improve their prospects, but when gender was seen as the barrier to career advancement, they would most likely change employer and/or career.