CA ANZ’s biennial Diversity, Equity and Inclusion Survey Report highlights our progress, priorities and challenges.
In Brief
- Nearly 60% support CA ANZ to prioritise at least one diversity, equity and inclusion initiative.
- Women still experience negative behaviour more than men, and ageism is the most reported form of discrimination.
- 91% of workplaces offer flexible working, but support is inconsistent.
Chartered Accountants Australia and New Zealand (CA ANZ) has released the results of its 2025 Diversity, Equity and Inclusion Survey, revealing both progress and persistent challenges across the profession.
Conducted between May and June 2025, nearly 2,000 members voices were captured in its third biennial survey, offering insights about inclusion in workplace culture, leadership practices, flexible working and career progression. The findings show that while most members feel valued and included, gaps remain, particularly for women, younger members and LGBTQIA+ communities.
CA ANZ CEO Ainslie van Onselen said the results reinforce the case for inclusion.
“While the survey findings reflect broader and persistent societal issues, the data makes it clear why we must continue to focus on addressing these negative behaviours, regardless of who they are directed at, within our own profession.
“First and foremost, to prevent harm being done to people, but to also ensure our profession is safe and inclusive, so it can appeal to a broad pool of talent.
“With women representing 51% of our provisional members (people progressing through the CA program) compared to 43% of full members, it is clear that the demographic sands of the profession are shifting.
“Therefore, it is imperative for us to collectively address the issues facing women if we are to retain and develop key talent within the profession,” said CEO of Chartered Accountants ANZ, Ainslie van Onselen.
Inclusion is good for business
The survey found that more than three-quarters of respondents believe their organisation values diversity and is committed to inclusion. There is a strong link between feeling valued, a sense of belonging and job satisfaction.
However, inclusion is not experienced equally. While respondents’ experiences of negative behaviour have decreased overall since 2021, women reported higher rates of negative behaviours, including bullying and being spoken over. Eight per cent of all respondents reported experiencing sexual harassment in the past five years, with women (13%) over 2.5 times as likely as men (5%) to report it.
Ageism remains the most common form of discrimination, affecting both older and younger members. LGBTQIA+ exclusion and sexism were also reported.
While most respondents believe inappropriate behaviour would be addressed in their workplace, not all feel safe to speak up, highlighting the need for stronger workplace policies, supported by cultures that actively foster psychological safety.
Flexible working: a mixed picture
Flexible working is widely available, with 91% of respondents saying their organisation offers it. But fewer (73%) said their manager supports and role-models it, and just 63% believe it won’t affect career progression.
This disconnect suggests that flexibility is often not embedded in workplace culture, despite its importance for inclusion and retention.
Leadership and career progression
Most respondents reported inclusive leadership behaviours, such as fair hiring and promotion practices. But one in five said they lack access to mentors or role models in senior roles and this jumps to one in four for women.
Perceptions that success in accounting depends on “who you know” are declining overall but still persist for some groups.
Diversity brings opportunity
A quarter of respondents speak at least one language other than English at an everyday conversational level – a valuable asset for accountants serving diverse communities or wishing to use their qualifications and experience to travel, and an extraordinary opportunity for employers to leverage in an increasingly global and dynamic marketplace.
CA ANZ’s role in driving change
Nearly 60% of members believe CA ANZ should prioritise at least one diversity, equity and inclusion initiative. The most supported actions were education, advocacy and providing practical tools.
Support was strongest among women (79%) and younger members (71%). In contrast, a third of respondents felt diversity, equity and inclusion should not be a focus for CA ANZ, particularly men and older members.
CA ANZ remains committed to advancing inclusion across the profession.
“We aspire to be a magnet for diverse talent,” van Onselen said. “That means continuing to prioritise diversity, equity and inclusion alongside technical excellence.”
