Accelerating action: advancing equity in the tax profession

Gender equality is not just an ideal - it’s an economic and social necessity.

Yet, at the current pace, full gender parity remains 135 years away [1], meaning it could take until 2158 before women achieve equal opportunities in the workplace. That’s five generations from now. This timeline is unacceptable.

To create a more inclusive and equitable world, we must accelerate action - the theme of this year’s International Women’s Day. Progress cannot wait; we need to take decisive, measurable steps to break down systemic barriers, challenge biases, and drive meaningful change now, not in decades to come. By acting with urgency and intent, we can ensure that gender equality is not just an aspiration but a reality within our lifetime.

Celebrating women in the tax profession

The tax industry stands out as a sector where women have made significant strides in leadership roles, helping to bridge the gap and shorten the timeline towards parity. As of 2023 [2], women hold 45.3% of senior tax positions in the UK. Additionally, in 2025 so far, women occupy 36.3% of senior management roles across various industries in the UK [3]. This demonstrates a robust pipeline of female talent ascending to senior levels within the profession and beyond.

Further exemplifying this progress, Anna Anthony was appointed as the first female leader of EY UK, marking a significant milestone as she became the second woman to lead one of the Big 4 accountancy firms in the UK [4]. Such advancements highlight the tax profession’s commitment to fostering female leadership and serve as a model for other industries striving for gender parity.

Bridging the confidence and compensation gap

Despite these gains, challenges remain - particularly in salary negotiations. What we have noticed in the market is women are often less likely to push for higher compensation, frequently due to concerns about being perceived as “difficult” or disruptive. This hesitancy is not a reflection of ambition but rather a consequence of workplace culture, or more likely just not wanting to rock the boat.

Businesses must create an environment where all employees - regardless of gender - feel empowered to advocate for themselves without the stigma of being “emotional or bossy” but “assertive and confident”.  

Reframing the conversation

Discussions around gender equality in the workplace must move beyond a simple comparison of men versus women. Instead, we need to address systemic challenges that disproportionately impact caregivers, particularly working parents. 

This is where the pay gap often emerges, as caregiving responsibilities - especially childcare - still tend to fall more heavily on mothers. As a result, many women find themselves reducing work hours or declining career-advancing opportunities to accommodate family commitments.

Flexibility in the workplace should not be seen as an exception for one group but as a business strategy that benefits all employees, allowing them to contribute fully while managing life’s non-negotiables, such as childcare and eldercare. However, flexibility alone is not enough. 

To accelerate progress, businesses must go beyond offering remote work options and embrace dynamism. A dynamic workplace actively enables employees to excel while balancing their personal responsibilities. When businesses create structures that allow employees to work efficiently without excessive sacrifice, they drive retention, performance, and ultimately, a faster closing of the gender pay gap.

Our commitment to change

At Pure, we are committed to creating an equitable workplace. Our approach includes:

• Promoting inclusive leadership: Our London Tax practice is led by women, including our global top performer. This demonstrates that when businesses prioritise equity, they create opportunities for diverse leadership to thrive. 
• Creating support networks: We established the Women in Tax community to support, mentor, and advocate for female professionals in the tax industry. Through networking events and knowledge-sharing initiatives, we aim to build a culture where women feel empowered to succeed.
• Championing work-life integration: We advocate for policies that enable individuals—regardless of gender—to excel professionally while maintaining personal commitments.

A call to action: building a better future

The future of work must be dynamic, not just flexible. True progress means creating environments where all individuals - whether caregivers, parents, or professionals at any stage of life - can succeed without disproportionate sacrifice. The faster businesses embrace this mindset, the sooner we can close the pay gap and build a more inclusive, high-performing industry.

If you're looking to build a more diverse and inclusive workforce, partner with us to find exceptional talent. Or, if you want to work for a business that accelerates action and prioritises diversity in all candidate and client interactions, join our team here.

Resources:

[1] https://www.internationalwomensday.com/Theme 

[2] https://www.ons.gov.uk/aboutus/transparencyandgovernance/freedomofinformationfoi/womeninaccountancyindustry 

[3] https://www.gov.uk/government/news/uk-businesses-lead-the-way-with-record-numbers-of-female-leaders 

[4] https://www.fnlondon.com/articles/who-is-ey-uks-new-boss-anna-anthony-624ecf6a