When ambition isn’t enough: The cost of care for women in accountancy

About the role

This report from Chartered Accountants Worldwide highlights the structural challenges faced by women in the accountancy profession, particularly those balancing career ambitions with caregiving responsibilities. The findings underscore the need for systemic changes to support women's progression and visibility in the field.

Key Findings

• 42% of women with children aged five to nine cite parenthood as the primary barrier to career progression, with 41% pointing to time taken off for caregiving.
• These barriers are significantly higher for women compared to their male counterparts, indicating that motherhood, rather than gender alone, creates a divergence in opportunities.
• 71% of women with young children still believe they can achieve senior positions, and 81% of mid-career women feel they have much to contribute to the profession.
• Nearly 7 in 10 mid-career women worry that working from home will negatively impact their career prospects, a concern less pronounced among men.

Challenges

• Visibility: Outdated assumptions equate time away for caregiving with diminished commitment, and visibility—often tied to late-night events or travel—is seen as a measure of ambition.
• Culture vs. Policy: While many firms have flexible work policies, cultural attitudes lag behind. Women report being penalized for using flexibility, facing questions about their commitment, or being excluded from client-facing work.
• Networking: Events held late in the evening or centered around socializing and alcohol disproportionately exclude those with caregiving responsibilities, primarily women.

Shifts in the Profession

A subtle but meaningful shift is underway, with many mid-career women leaving large firms for smaller employers, the public sector, or self-employment. These moves prioritize culture and flexibility over prestige and pay, reflecting a desire for work environments that accommodate their full lives.

Recommendations for Change

• Rethink Visibility: Redefine how ambition and commitment are measured, moving beyond traditional markers like late-night attendance or travel.
• Normalize Flexibility: Ensure flexible work policies are implemented without penalty, allowing women to balance caregiving and career ambitions.
• Inclusive Networking: Develop networking formats that are accessible to all, regardless of caregiving responsibilities.
• Re-entry Programs: Create initiatives to support women returning from maternity leave or other caregiving breaks.
• Leadership Reflection: Build leadership teams that reflect the realities of modern working lives and prioritize mentorship.
• Supportive Managers: Encourage line managers to actively support women’s progression through mentorship, training opportunities, and advocacy.

Conclusion

The accountancy profession stands at a crossroads. While ambition and talent are abundant among women in the field, systemic barriers persist. To attract and retain top talent—especially as Gen Z enters the workforce with clear expectations around inclusion and balance—the profession must bridge the gap between policy and practice. Success lies in creating an environment where women are not forced to choose between ambition and caregiving but are supported in excelling at both.