Diversity, Equity & Inclusion in Tax: The Breakdown

Harvey John’s eBook on Diversity, Equity & Inclusion  is now published, the tax division wanted to thank all of the tax professionals who contributed to our research earlier this year. You made up the highest number of respondents to the survey, accounting for 40% of all responses across the Accountancy, Tax, Treasury & Legal sectors. 

Now that our eBook is published, we wanted to share a snapshot of the data we received from our tax network with you. 

We hope this quick rundown will stimulate more conversation around how we can improve best practice for DE&I within the tax market. 

So, let’s get to it.

The Breakdown

believe that progression within the sector can be impacted by gender, race, disability, sexuality, ethnicity or social class.

of our tax respondents believe there is a lack of diversity at Senior Management level & beyond at their organisation.
believe the tax sector is doing enough to increase diversity in their teams.
felt they’d been personally affected by diversity issues in the workplace.
of respondents noted that their current organisation has networks for minority groups.
Respondent Profile

The majority of respondents were at the Manager grade (22%). This was followed by Senior Managers (18%) then Directors (15%). At the bottom were Heads of Division and Assistant Managers, both making up (7%) of respondents.

Although our respondents hailed from various organisations the majority worked either in-house or within the Big 4, making up 54% of respondents.

  • 70%+ were White British or from another white background.
  • 63.1% identified as middle class, whilst another 26%  considered themselves working class.
  • 60%+ of respondents considered themselves to be male.
  • 4% of respondents reported having a disability.
Going forward

We realise there is far more to unpick here but, based solely on figures, it is evident that although conversations have been taking place, there remains work to be done in the tax sector if it wants to achieve inclusivity.

Whilst there are many initiatives now in place to pipeline greater representation in the tax arena, eg. Crowe, BDO, RSM & other familiar names are participating in the 10,000 Black Interns programme, much of this will only come to fruition in the long term.

It raises the question as to what needs to be done in the mid to short term to increase representation in tax?

To explore our analysis of the tax market in more detail, be sure to get your copy of Harvey John’s latest ebook on DE&I.

Follow us on LinkedIn for more updates over the coming months specific to DE&I in tax.

Want to see how Tax compares? Check out our Accountancy & Finance, Treasury & Legal snapshots on the Harvey John Media Hub.

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