Analysis: Understanding just why some women may feel less valued in the workplace is important for individuals and organisations
The underrepresentation of women in senior positions is widespread across many career domains and the accounting sector is no exception. Some professions attribute this underrepresentation to the relatively recent entrance of women into that field. This is not so in accounting, as women and men have been entering the profession in equal numbers for over three decades.
Much research has focussed on organisational barriers such as gender inequality or how an onerous workload may negatively impact women's career development, but women's perceptions and personal experiences are not as well researched. Understanding these perceptions and experiences is important for addressing the challenges that women face in their accounting careers.
Many interviewees I spoke to during my study into this talked about feeling that women (and their achievements) are less recognised or valued, than their male counterparts in the workplace. Narratives suggest that this is not overtly expressed by organisations, but rather it is perceived by individuals.
Chloe mentions sometimes seeing women being asked to do certain jobs, which creates the perception that as women, they are more suited to such tasks: "they'll ask women to do stuff like, for example, set up that meeting, whereas they wouldn’t ask a guy".
Anna is the CEO of her organisation but she is perceived as a junior when she attends meetings outside her own organisation. "When I am with a male colleague, they automatically ask me for the tea. And even when I am the senior person it’s like 'are you not taking notes?'".
"When I am with a male colleague, they automatically ask me for the tea."
What may appear as small requests or tasks are really reinforcing the undervaluation and lesser recognition of women. If women perceive lesser recognition than men, this may impact them personally and professionally. The outcome may be that women are socialised to believe that men are more competent which may explain why participants at times compare themselves less favourably to their male colleagues.
Jill was the first internal appointee (and first woman) to a senior position in her organisation. Despite this, she compares herself less favourably to her male predecessors: "I've more confidence now, but I still don't think I'm very confident. I saw a few men do this role before me and they were much more.... like I feel like an imposter, I really do."
Undervaluing achievements
Jill did not elaborate on why she should compare herself less favourably to her male counterparts who previously held the position. If women feel less valued in their organisations than their male colleagues, this may result in women valuing themselves less also, even when their achievements surpass those of men. It is important to consider how undervaluing personal achievements could restrict an individual's career progression.
If female workers undervalue their achievements, this may prevent self-promotion or highlighting their successes in the workplace. Interviewees perceive that women fail to self-promote and instead wait for recognition of their accomplishments. Brenda believes that women need to "humbly self-promote more".
Other studies similarly find that women do not promote themselves, concentrating on what they lack, rather than what they possess. A study of Irish female managers found that women believe their male colleagues self-promote while women feel their work should "speak for them".
Women in this current study believe that self-promotion and the subsequent recognition of success are important for career progression. Megan explains the importance of receiving recognition for achievements: "it's more about making sure that the hard work they do gets recognised and seen and the results…. it's not politics for the sake of it, it’s more about making sure the work is recognised and visible".
Other studies agree with interviewees’ perceptions that self-promotion assists career progression. An Irish study found that men’s self-promotion afforded them visibility with the senior management team, which assisted their (men’s) career progression. Other studies have similarly found that women underestimate their own success and achievements, but do not explain why this may be so.
"I've more confidence now, but I still don't think I'm very confident"
If women feel less valued than their male colleagues, they may undervalue their own successes and achievements, which may prevent self-promotion and impede career progression. While being specific to accounting in the context of this study, this may also be relevant for women's career development more broadly. The consequences for women who feel less valued than their male colleagues may hinder women’s career progression.
Understanding that women may feel less valued in the workplace is important for individuals and organisations. Individuals could make a conscious effort to celebrate their own successes and achievements and, where possible, seek recognition for them. Organisations should take action to empower women to value their own successes and achievements and to showcase and seek recognition for these achievements and successes, which could be done through training and professional development.
A research grant was received for this project from Chartered Accountants Ireland Educational Trust and the Irish Accounting and Finance Association.
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The views expressed here are those of the author and do not represent or reflect the views of RTÉ
