“虽然我们已经看到越来越多的企业在实施多元化和包容性战略，并且越来越多的女性,少数族裔和残疾人士群体被任命为中层管理, 但在确保高层人员多样性的方面仍需做更多工作, ” 英国FRC首席执行官、多样性倡导者Jon Thompson谈道。
It says firms are lagging behind the business community in reducing the gap at the top. They are promoting women and people from ethnic minorities more regularly to middle management roles but not further up the hierarchy.
So, for example, although women now make up 46% of management roles in larger firms, only 17% of them are currently making partner. In smaller firms (under 200 employees), the equivalent figures are 52% and 11%.
The research, carried out for the FRC’s annual Key Facts and Trends in the Accountancy Profession report, also found that one in three UK accountancy firms don’t even collect diversity information.
The FRC points out that the profession’s failure to promote enough women, BAME and disabled employees to the top, is ironic, given that they sell advice to corporations on their own diversity and inclusion policies.
“While it is encouraging to see more firms implementing diversity and inclusion strategies and more women, ethnic minority groups and disabled people being appointed to middle management roles, more needs to be done to ensure the firms are not limiting access to the most senior roles,” said Sir Jon Thompson, the FRC’s chief executive and a strong advocate for diversity.
“The business case for improved diversity has been made and now it’s time for the audit and accountancy profession to take further positive action.”
“The FRC is urging firms to take immediate steps to narrow the gap and report on their progress. In particular, it would like to see firms sign up to the government’s Equalities Office pledge, which commits business leaders to take personal responsibility for improving diversity and inclusion in their workplaces.
ICAEW agrees and adds its own voice in calling for action. “As a minimum,” said Sharron Gunn, executive director, members, , “we’d like to see all firms collect diversity data to ensure they understand the makeup of their workforce and so they can address any barriers that might exist.”
The Big Four firms regularly win awards for social mobility, inclusion and diversity. EY, for example, recognises the value of a diverse and inclusive workforce and sees it as central to its business strategy. “We are making strides in increasing the diversity of our people at all levels of our organisation, but we recognise there is more work to be done within our own firm and the profession.
“To help accelerate progress, EY recently announced new diversity targets – to double the proportion of female and BME Partners in its UK business to 40% and 20% respectively, by July 2025.”
The firm points out that in June it announced two new appointments to its UK LLP Board, with six out of 10 positions now held by women. In July it appointed 57 new UK equity partners, 34% of whom are women (compared to 19% in 2018) and 22% BME (17% in 2018). Overall, EY’s UK partnership stands at 22% female and 11% BME – up 2% and 1% respectively since 2018.
The firm is also expanding its career sponsorship programmes for mid-career and senior female and BME talent, and helping even more people, who have taken a career break, return to the profession.
The last Hampton-Alexander Review (November 2018) showed that the number of women on FTSE 100 boards rose to 30.2% in 2018, up from 27.7% in 2017, and that 76 FTSE 100 companies had three or more women on their boards.
The FTSE 250 were not so fast at bringing women on board – but were still way ahead of the accountancy firms. Women’s representation on boards increased to 24.9% in 2018, up from 22.8% the previous year.