Women’s History Month - Moving Practice Forward

Every March, Women’s History Month reminds us to reflect on the progress women have made in every industry, while also recognising the barriers that still stand in the way.?

And UK accountancy is no exception.?

The theme for 2025, “Moving Forward Together! Women Educating & Inspiring Generations”, couldn’t be more relevant to the sector. Women in practice are shaping the industry, modernising firm culture, and mentoring the next generation.??

But for all the talk of diversity, the numbers still tell a frustrating story.?

According to the Financial Reporting Council (FRC), while women make up 46% of manager-level roles at large firms, just 17% progress to partner level. At smaller firms, the trend is similar: 52% of managers are women, yet only 11% make it to partner.?

Even worse, one in three accountancy firms don’t even collect diversity data. If firms aren’t measuring the problem, how can they claim to be fixing it??

And then there’s the gender pay gap, an issue that won’t close for another 132 years if we keep going at the current rate, according to the World Economic Forum.?

So yes, progress is happening, but far too slowly.??

That’s why this Women’s History Month isn’t just about celebrating achievements, it’s about demanding real change.?

Women in the Driving Seat?

Despite these challenges, let’s not ignore the fact that women in public practice are already making a massive impact.??

They’re reshaping firms, driving innovation, and showing younger professionals what’s possible when leadership looks more inclusive.?

Back in 2011, when the FTSE Women Leaders Review first launched, women held just 9.5% of board seats in FTSE 350 companies. Fast forward to today, and that figure has climbed to 43.4%, a significant step forward for gender representation in British business.?

Among the 50 largest UK companies, women now make up 30.5% of board members, showing that progress is happening, even if there’s still work to be done.?

Women Are Steering the Shift Towards Ethical & Sustainable Finance?

Gone are the days when accountancy was just about balancing books and ticking compliance boxes. Today’s firms are responsible for environmental, social, and governance (ESG) reporting, and women are playing a major role in leading this charge.?

From pushing for stronger corporate transparency to ensuring businesses meet their sustainability goals, female accountants are at the forefront of this transformation. They’re proving that ethical finance isn’t just a ‘nice-to-have’, it’s a necessity for the future of business.?

Women Are Modernising Firm Culture?

You might have seen in the news recently that Grant Thornton has promoted three female auditors to Director, which is fantastic. But here’s the real question: why is this still newsworthy??

Because women making it to leadership shouldn’t be rare. It should be expected.?

The truth is, women are already driving cultural change in firms. They’re pushing for:?

• Better work-life balance (because long hours shouldn’t be the price of career success)?
• Fairer promotion structures (because talent, not gender, should determine who leads)?
• More flexible career paths (because great accountants shouldn’t have to choose between family and a partnership track)?

Firms that embrace these changes are thriving. The ones that don’t? They’ll struggle to attract and keep top talent.?

Women Championing the Charge at AAT?

When it comes to gender representation in leadership, AAT (Association of Accounting Technicians) is setting the standard for what’s possible.?

Back in 2016, when AAT signed up to the Women in Finance Charter, just 30% of its senior management team was female. Fast forward to today, and the organisation’s leadership looks completely different.?

Women are not just present at AAT; they’re leading from the top. CEO Sarah Beale is at the helm, and the numbers speak for themselves:?

• 66% of the Executive Leadership Team is female?

• 75% of the Senior Leadership Team is female?

This isn’t just about hitting diversity targets - it’s about proving that when women are given opportunities to lead, businesses thrive.?

Since those figures were reported, even more women have stepped into leadership roles at AAT. This proves that intentional action drives real change.?

AAT is also pushing for ethnicity pay gap reporting to become mandatory, something that, right now, isn’t required by law. That kind of proactive stance is exactly what’s needed to ensure fair pay and equal opportunities for everyone in the profession, especially during a time where we’re seeing Big 4 such as Deloitte are abandoning their DEI targets.??

Clarissa Valiquette, Customer Experience Director at AAT, sums it up perfectly:?

“One of the many things that attracted me to AAT when I joined in 2023 was the strong representation of female leadership. Throughout my career, the best managers I had were women who knew how to get the right performance out of me, while still being supportive, so I was keen to maintain that streak.”?

What Needs to Change??

Progress is happening, but there’s still so much more to do.??

A recent report by Accountancy Age has found that female leadership within practice has fallen by 20% despite the rise in partner diversity. The survey has also found that “a total of nine firms now report having 40% or more female partners, with Ellacotts – the only firm to have breached this milestone for three years in a row – and Thompson Wright reporting a 50/50 split.”?

Whilst things are better than they were a decade ago, the sector can’t afford to lose momentum.?

Here’s how firms can step up:?

Firms Must Start Tracking Diversity Data?

It’s shocking that one in three firms don’t even collect diversity data. If we don’t measure the problem, how can we possibly fix it??

Firms need to track gender representation, pay gaps, and career progression, and publish their findings. Transparency drives accountability.?

Career Progression Needs an Overhaul?

The traditional ‘put in 15+ years and maybe you’ll make partner’ approach? It’s outdated and it excludes too many talented women.?

• Firms need alternative leadership pathways?

• They must support return-to-work programmes for those taking career breaks?

• They must challenge the idea that working excessive hours equals success?

Sponsorship, Not Just Mentorship?

Mentors give great advice. Sponsors put your name in the room when opportunities come up.?

Women deserve more than encouragement, they need active champions who push for their promotions and leadership appointments.?

Firms should be actively identifying and sponsoring high-potential female accountants for leadership roles.?

Pay Transparency Must Become Standard?

It’s 2025. Why are we still having to ask for pay audits??

Every firm should:?

• Publish their gender pay gap data?

• Be transparent about salary bands and progression criteria?

• Ensure fair pay across all levels?

Are you a women working within practice? Do you feel truly valued, respected and prioritised by your firm???

If you’re not seeing a clear path to leadership, if you’re feeling stuck at manager level, or if you’re sick of waiting for firms to ‘get it together’, it might be time for a change.?

Here at Public Practice Recruitment Ltd, we’re dedicated to championing women in accountancy, ensuring they secure roles with firms that truly value their talent and potential. We connect female accountants with employers committed to progression, fair pay, and genuine career development.??

That’s firms that don’t just talk about diversity but actively support it. If you’re ready to take the next step in your career with a firm that prioritises your growth, we’re here to help. Contact us today to learn more.??

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