Forty years on from the phrase ‘glass ceiling’ being used to define thwarted careers and ambitions – especially for women – the Association of Chartered Certified Accountants (ACCA) has called for business leaders to show real and measurable progress on diversity and social mobility issues, as it marks International Women’s Day 2018.
The global theme for this year’s event is #pressforprogress, seeking advances on a number of issues from gender pay parity to equality of opportunity.
In a statement issued in Lagos, the head of ACCA, Nigeria, Mr. Tom Isibor, said diversity is an integral part of how people work now and in the future stressing that “employers and their recruitment strategies are part of the success equation for diversity.”
“The accountancy profession is an attractive career choice for many because of the flexibility and choice it offers. At ACCA we’ve made opportunity a reality, with an open access policy that enables anyone to qualify as a professional accountant. By simply removing the need for prior qualifications, we have created access to a profession that offers a rewarding career.’
“As our Generation Next report shows, creating the leaders of tomorrow is an on-going task for firms. The tone clearly has to be set from the top, with a transparent culture that’s committed to diversity. We have to measure this progress too – after all, what’s not measured can’t be managed.
“Effective corporate leadership is needed to achieve real and lasting progress. At ACCA we believe this can be made through open discussion, transparent reporting and ensuring diversity is an integral part of how we work now and in the future” he said.
In her message, the global chief executive officer of ACCA, Helen Brand said ‘if there is one area where I wish to see sustained progress, it is to ensure career ladders breakthrough the glass ceiling for women.”
She said 2018 is the 40th anniversary of the phrase ‘glass ceiling’ first being used by business consultant, Marilyn Loden.
“We have to take a wider view and seek progress on social mobility – unequal access to opportunities still exists for many women and men.
“ACCA has welcomed policies to address issues such as disparity in pay and boardroom diversity in the UK and globally.
“There are examples of good practice highlighted in our recent report generation next: managing talent in large accountancy firms which shows how the Big Four are addressing diversity to ensure women have a place and voice in their business. This includes KPMG’s women in finance forum and Deloitte conducting ‘blind interviews’ to tackle recruitment bias,” she said.
ACCA has a strong commitment to gender diversity, both as a professional body and as an employer. Its Council, made up of 36 members, is represented by 58% women (21 council members).
It further shows that 46 per cent of ACCA members and 56 per cent of ACCA students are women; 55 per cent of ACCA’s senior staff are women.
ACCA supports its 200,000 members and 486,000 students in 180 countries, helping them to develop successful careers in accounting and business, with the skills required by employers.
It works through a network of 101 offices and centres and more than 7,200 approved employers worldwide, who provide high standards of employee learning and development.
Through its public interest remit, ACCA promotes appropriate regulation of accounting and conducts relevant research to ensure accountancy continues to grow in reputation and influence.
ACCA is currently introducing major innovations to its flagship qualification to ensure its members and future members continue to be the most valued, up to date and sought-after accountancy professionals globally.
Founded in 1904, ACCA has consistently held unique core values: opportunity, diversity, innovation, integrity and accountability.
