FEMALE ACCOUNTANTS are closing the gap on their male equivalents in terms of remuneration, new research has revealed.
The average salary of female accountants is currently 81% of the average male salary, up from 77% in 2010 research by specialist financial recruitment company Marks Sattin has revealed.
The company looked at the Office for National Statistics and found the average salary for female accountants is £32,080 compared to £38,500 for men.
However, more than half of the women surveyed consider their gender to be a barrier to success in the workplace compared to just 12% of men. This is reflected in the statistic that less than 14% of Big 4 UK board members (and the European board of KPMG) are female.
Following a report by Lord Davies the UK government is encouraging FTSE 100 and FTSE 250 companies to ensure at least 25% of their board positions are occupied by women by 2015, however the latest Confederation of Business and Industry report puts that figure at just 14.5%.
Dave Way, managing director of Marks Sattin said: "The accountancy industry must be proud that the gender pay gap is being narrowed, but the fact that women working full-time are still receiving a fifth less than their male peers reminds us all of the vital work that needs to be done to ensure female accountants operate on a level playing field.
"One of the biggest drivers of the conspicuous absence of women in top positions is a sense of disenfranchisement among female employees from the tops of companies. The fact that so many more women than men consider themselves at a disadvantage in terms of career development is testament to this. It's essential employers work hard to encourage and develop female talent for the top roles, but also that women actively push themselves forward for senior roles and don't allow the historical precedent to determine the future composition of board rooms".
We are constantly comparing diversity and gender equality. Yes, we all want fair play. though of utmost importance today is not male-female parity, but fairness in all things for the minority community. They are the ones who have to endure a glass ceiling. We have come a long way in bringing about gender equality. You only need to look at most SMEs, government departments, NGOs, public sectors, charities, NHS, nursing, recruitment, administration , legal healthcare, education (teachers/ headships) and banking industry to mention a few. All these industries have a greater number of female personnel. A great majority of personnel officers today are female and who do they recruit. I myself suffered sex discrimination in my organsisation where a female doing a similar job as myself was on a higher scale than me. There has been a higher incidence of male lodging claims for unfair treatment in workplace. The trouble is this does not get reported as when it relates to the opposite gender.
Fortunately for the female gender, they have a well established support sturcture, but males do not have that. You only need to look the furore about pension and motor insurance premium equality proposed by the European Juctice Court. We ought to look at thngs in perspective and not always take it in the chin.
The author seems to forget areas where greater female participation would benefit are in the armed forces, building trade, refuse collection to mention a few.
Posted by: TMohamed, 26 Apr 2012 | 10:13
To Mark Statin, and Rachel Singh
it is not male-female parity that matters today. The real issue is ethnic minority representation on all work fronts especially on Footsie 100 Board. There are females but no ethnic males nor females. We are obsessed by female equality which has now been equalised if not overtaken in some professions. The only industry where female representation is amiss is in the front line armed forces, Refuse collection, building trade, street cleansing etc. Thanks.
Posted by: Mohamed, 29 Apr 2012 | 18:20
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