A glass ceiling for women in accountancy and finance - that old chestnut!

Posted by admin in on Tue, 09/03/2010 - 20:41

How apt of the Prime Minister to choose International Women’s Day on Monday to call on UK plc to address a woeful shortfall of women in the boardroom.
 
As research commissioned by the Government Equalities Office shows that 60% of people think there are not enough women directors in big business, the question begs, will the tide of public opinion be enough to challenge the ‘male, pale, and stale’ status quo that has existed for too long in this country?
 
Rather optimistically, half of respondents to the survey believe there will be equal numbers of men and women directors within the next 20 years. The reality is that it will take 60 years for women to gain equal representation on the boards of the top 100 companies at the current rate of progress.
 
The Government this week asked the Financial Reporting Council to consider including a new principle in its UK Corporate Governance Code to require companies to report on what they’re doing to increase the number of women in senior management positions.
 
Currently, only one in ten FTSE board directors are women, and 25 have no women on them at all. The lack of female representations at the highest echelons of accountancy and finance has long been a bugbear, with the number of female finance directors in the FTSE 100 painting an even more depressing picture.
 
Burberry’s promotion to the FTSE100 in September last year took the tally of female FDs in the index to a pitiful four. Stacey Cartwright joined 3i’s Julia Wilson, Cairn Energy’s Jann Brown and Friends Provident’s Evelyn Bourke.
 
The lack of suitable role models cannot be underestimated as a reason why so few are deterred from applying to corporate boards dominated by “old boys’ networks”. Nor can the widening pay gap between the sexes. A new study by recruiter Robert Half and the ICAEW found that the average basic salary for a male chartered accountant over 45 is £98,400, over 60% more than their female counterparts. 
 
And it’s a pay gulf that seems to have been exacerbated in the past year with women aged 46-55 reporting an average 10% drop from last year’s figures, compared with just a 1% drop for males.
 
The question is, what’s holding business back from redressing the balance? The recession may be just the thing to encourage business to seriously examine the gender make up of their boards, and ask whether having more diverse representation at the highest level would have made any difference to some of the economic outcomes of the past two years.
 
Whether or not you subscribe to the view that the testosterone-fuelled atmosphere of all too many boards contributed to an unnecessary penchant for risk taking, the fact is that companies who fail to grasp the growing economic power of women and rely on outdated business models are missing significant business opportunities – not least that ability to understand customers and access a much wider talent pool.
 

 
 

 

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