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Gender equality worries continue
01 March 2016
The ever-present ‘old boys club’ and male-domination at the senior levels are both seen as the major factors for male accountants still being offered better progression opportunities in 2016 than their female colleagues.
New research from the AAT found that the experience of men and women in the profession vary drastically in terms of pay, progression and prejudice.
So, while 60% of men think men and women are treated equally when it comes to progression opportunities and remuneration, this is the ‘experience’ of just 43% women.
A real concern to the AAT is the suggestion that the gender pay gap may be opening up, rather than closing. In its most recent survey men working full-time were earning 18% more than women, an increase on previous years, with the gap widening to 23% at senior levels.
Nearly two-thirds of women at senior levels told researchers they had experienced discrimination at work because of their gender.
AAT’s chief HR officer Olivia Hill felt that this new research shows that men are much less aware of issues relating to gender inequality simply because they aren’t as exposed to it.
To help champion positive progress Hill explained that the AAT is launching a white paper to explore the reasons behind inequality issues in the finance sector.
To see the white paper ‘Making the finance sector add up for women’ see
• Men are more likely to push for a pay rise than women, and more likely to get one. 26% of men had asked for a pay rise in the last year compared to 18% of women and 47% of men had received a pay rise in that time period compared to 40% of women.
• 39% of 18-24 year-old women say men and women aren’t given the same career progression opportunities, twice as many as 18-24 year-old men (18%).
• Over a quarter of mothers (26%) say they have been stuck in a role they had outgrown because of family commitments in comparison to less than a fifth of fathers (18%).
• 61% of men believe men and women in their organization doing the same jobs are paid equally, but less than half of their female counterparts agree (47%).
• The top three reasons for unequal pay were: men historically been paid more (58%); men more likely to be deciding salaries (32%); and the persistent ‘old boys club’ mentality (28%).
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