Gender diversity is an issue that all firms need to consider if they are to develop a truly modern workforce.
Females must be represented at every level of an organisation, as appointing women to high-profile positions makes it easier for others to follow in their footsteps.
Big 4 firms around the globe are working towards partnership gender equity and have ambitious goals around this subject. There are promising figures around newly appointed female equity partners and this is key to the tax profession attracting and retaining talent.
We are seeing firms ranked according to parental leave and partnership gender equity and firms are now viewing diversity as a strategic key to commercial success and not just an employer branding initiative.
Why promote gender diversity in tax?
There are various studies into diversity and the avoidance of risk. The overall findings demonstrate that adopting gender diversity directives leads to altering the cultures and values within an organisation, in turn promoting greater balance. We see an increasing number of professionals moving into the C-suite and professional services leadership roles. Diversity in tax should lead to an increase in the percentage of women securing top level leadership positions.
Diversity and its related goals are long term projects that should be underpinned by talent development, succession planning and continuous measurement of results. Improvements are evident but we need to sustain and build on them.
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