Female accountants hit the glass ceiling because of outdated work cultures and gender-based discrimination, research shows.

A study by three academics from the University of New England has found that women in regional accounting firms in particular still feel enormous inequality in the workplace when it comes to pay, promotions and flexibility.

Women make up half of qualified practicing accountants but these numbers are not translating to senior positions as Principals or Partners.

“Gender inequality continues to be reinforced and reproduced by male principals and partners through day-to-day work and social practices. These meant women felt they couldn’t see themselves progressing into senior roles,” said researcher Dr Sujana Adapa.

Extensive face-to-face interviews were carried out with owner/managers at small to medium sized accounting firms in regional and metropolitan centres for the study.

“When it comes to pay discrimination it seems male employees is compensated with ‘attractive incentives’ for their engagement with networking related activities that many women can’t do because of family commitments,” Dr Adapa said.

A rewarding work-life balance is perceived as difficult to achieve in the larger accounting firms because of the pressures and demands of the job.

“While smaller firms offered flexible arrangements most medium sized businesses didn’t because of the isolation of the work and the concern it would affect profits.”

These findings are published in papers titled ‘Doing Gender’ in a Regional Context: Explaining Women’s Absence from Senior Roles in Regional Accounting Firms in Australia’ published in Critical Perspectives on Accounting and ‘Career Enablers for Women in Regional and Metropolitan Accounting SMES’ published in the Australasian Journal of Regional Studies.

Some of the responses from bosses at accounting forms of various sizes included;

“I feel women lack the talent of multitasking as they are confronted with family and/or career conflicts and pressures.”

“[Women] cannot progress further with having many career breaks or part-time employment options in this field. Confidentiality of information and maintaining it is also an important issue.”

“We have high net worth clients and often out of business hours networking is a compulsory activity. Our female employees have children and family commitments after the normal working hours. Only our male employees are available to engage in these networking activities and they have to be paid more in the form of incentives for their efforts.”

“Annual pay and incentives are different for men and women working in the profession. Everybody is aware of this discrimination.”

“We have high net worth clients and often out of business hours networking is a compulsory activity. Our female employees have children and family commitments after the normal working hours. Only our male employees are available to engage in these networking activities and they have to be paid more in the form of incentives for their efforts.”

“We are aware that our female staff members are not available out of business hours because of their family commitments. Obviously our male staff members make themselves available for networking with our clients. We have to pay attractive incentives for their out of business hours related work.”

“Male accountants spend more time and engage in networking with our high net worth clients out of business hours. They have to be paid extra to keep our business going.”