Balancing lives as well as ledgers – how caring responsibilities impact women in the Chartered Accountancy profession

The image of the Chartered Accountant is traditionally associated with rigour, reliability, and professional excellence. Yet for many, particularly women in the mid-stages of their careers, the responsibilities extend beyond reports and audits. They continue at home—in caregiving roles that often go unseen and unrecognised. While caring responsibilities can affect anyone at various points in life, statistics consistently show that women are more likely than men to take on unpaid care work. This imbalance has a significant impact on how their professional journeys unfold.

In late 2022, a landmark report commissioned by Chartered Accountants Worldwide (CAW) and conducted by Magenta revealed how deeply caring responsibilities affect women in the profession—limiting progression, intensifying emotional pressure, and contributing to a gender gap that persists despite decades of progress.

A hidden burden

The findings are clear: working mothers face the most significant barriers to progression. Among women respondents with children aged 5–9, 42% cited parenthood as the top barrier to advancement, with 41% highlighting time taken off to care for children. These challenges are not mirrored equally across genders. A striking 21% of male respondents reported no career barriers at all, compared to just 7% of women. And while some of the same obstacles are cited by both groups, women consistently report a greater impact from those same barriers, particularly when related to caregiving.

Parenthood doesn’t dull ambition

Contrary to outdated stereotypes, motherhood does not reduce ambition—in fact, the opposite is often true. The data shows 71% of women surveyed with children under ten still believe they can reach senior leadership roles, and many express a desire to be recognised for their capabilities beyond the domestic sphere.

As one participant put it:

Flexibility as a necessity, not a perk

Flexibility isn’t about comfort—it’s about sustainability. Women were far more likely than men to highlight better work-life balance (58%), greater autonomy, and inclusive environments as key motivations in their career decisions. But many women reported that flexible arrangements, while helpful, still come with an implicit career penalty. The research found that 69% of mid-career women were concerned that working from home would harm their career visibility, compared to 53% of mid-career men. This “presence penalty” contributes to the perception that women are less committed—even as they continue to deliver high performance.

Culture still speaks loudest

One of the strongest messages from the report is that culture and workplace norms continue to impact women more than policies or legislation. Even when flexible options exist, women often fear being seen as less ambitious or reliable if they make use of them. There is also a gendered gap in how success and commitment are defined. Social events and late meetings, often considered markers of dedication, clash with caregiving schedules—yet little accommodation is made for those differences.

According to one respondent:

The emotional load

The emotional impact of juggling career and caregiving came through clearly in both quantitative and qualitative data. Many mid-career women described feelings of exhaustion, frustration, and guilt—often compounded by the sense that their struggles were invisible.
Despite this, the profession retains their loyalty: 81% of mid-career women believe they still have a great deal to contribute, and many are navigating new paths—shifting into industry roles with more autonomy, seeking leadership in smaller organisations, or creating their own definitions of success.

What must change

The CAW-Magenta report doesn’t just diagnose the problem—it offers clear recommendations:

• Rethink visibility – value impact over hours logged or events attended.
• Normalise flexibility – ensure it’s available and stigma-free at all levels.
• Create truly inclusive cultures – challenge the assumptions that limit women’s opportunities.
• Invest in mentoring and networks – give mid-career women the support they need to navigate complex personal and professional landscapes.

The future of the Chartered Accountancy profession hinges on more than just technological advancement—it demands meaningful social progress. The talent exists. The ambition is undeniable. What’s needed now is the structure and support to enable women—especially those with caregiving responsibilities—to truly thrive.

As Chartered Accountants Worldwide continues to spotlight the lived experiences of women in the profession, this report serves as a powerful call to action. No woman should have to choose between a fulfilling career and her role as a caregiver. And in a world that cannot afford to waste potential, the profession must ensure no one slips through the cracks.

To drive this change, the Chartered Accountants Worldwide ED&I Taskforce has developed this practical toolkit. It’s designed to help your organisation support female talent by embedding inclusive practices, transforming workplace culture, building confidence, expanding training opportunities, and fostering the right networks for growth.

Our ED&I Hub is rich with resources—articles, webinars, and podcasts—that offer both insight and action. Whether you’re starting your journey or strengthening your commitment, these tools will help you create a workplace where women can flourish.

Download the Report

While gender plays a role, being a woman AND a parent is where most barriers apply. Click on the link below to download the report.