1 Seminar 08 03 2014 PDF

Members’ Conference
on
‘Women in the Accountancy Profession in Bangladesh’
Cracking the glass ceiling: An exploration of gender equity in the

Chartered Accountancy Profession in Bangladesh
By
Javed Siddiqui, PhD
University of Manchester, UK
Published by
The Institute of Chartered Accountants of Bangladesh

Dhaka, March 08, 2014
Page 1 of 56
Page 2 of 56
Contents
Page
Foreword 4
Acknowledgements 5
About the Author 6
Executive summary 7
1. Introduction 11
2. Research approach 14
3. Results and discussion 17
4. Findings and recommendations 30
References 36
Annexure 37
Profile of Session Chairman 42
Profile of Panel Speakers 44
List of Female Chartered Accountants 50
Page 3 of 56
Foreword
I am very pleased to share the research paper “Cracking the Glass Ceiling: an exploration of
gender equity in the Chartered Accountancy Profession in Bangladesh” authored by Dr.
Javed Siddiqui with the members of ICAB on International Women‟s Day. This is a very
timely research paper as participation of females in the profession is progressively on the rise.
The number of female students has steadily increased over past several decades and 70
females have qualified as CAs as of October 2013. However, with all the advances made by
ICAB in the past four decades since its inception to nurture female CA professionals, there is
still much room to create a more gender friendly environment in this profession.
I would like to reflect on the time when ICAB embarked on its journey in 1996 to create
gender-friendly environment by forming the “Committee for Professional Development for
Women (CPDW)‟ with CIDA funding for a project titled “Gender equality in CA
Profession.” The CPDW was formed under the leadership of Mr. A.N.A.H. Siddiqui, FCA,
Past President of ICAB. He was very instrumental in promoting awareness through various
campaigns at academic institutions and introduced English language course for female
students. At that time ICAB had only 4 female qualified members in its 638-member body.
For aperiod onward this number of qualified female professionals remained unchanged.
Though more females did not qualify for some time as many CA aspirants were struggling to
find a balance between work, study and family, I found their principals to be very concerned
and encouraging. In addition to the measures taken by CPDW over the next decade, Mr.
ABM Azizuddin, FCA, Past President of ICAB and a Partner at ACNABIN took initiative to
promote and encourage female dropout students to return to the profession andorganized a
forum titled “Career Opportunities for Female CA Students” at ACNABIN in 2008.
During my tenure as President of ICAB, I had looked into conducting a survey of female
chartered accountants and CA firms to better understand and address gender inequity in the
CA profession. Unfortunately due to time constraint, this initiative could not take off. I am
thankful to Dr. Siddiqui from the Manchester Business School, University of Manchester to
undertake this research project to shed light into issues faced by chartered accountants in
Bangladesh and their expectations from ICAB, profession and society especially from a
gender perspective. This has been conducted with a view to exploring opportunities to
encourage CAs especially women to pursue the chartered accountancy profession
successfully.
This study attempted to capture the issues and problems faced by female CAs directly from
their point of view, to enable ICAB and CA firms to take corrective measures and to create an
environment that would encourage entry of brilliant students, especially females, to
successfully pursue to become chartered accountants. Frank comments and views of the
members, from both genders, in this regard have been extremely valuable. I thank you for
taking the time to complete this questionnaire and look forward to working with your input. I
sincerely believe that ICAB and the CA Firms, Development Partners and, also the Ministry
of Commerce, Government of Bangladesh can use the study to take measures to reduce
gender gap in future.
March 08, 2014 Parveen Mahmud, FCA

Past President, ICAB
Page 4 of 56
Acknowledgements
I would like to thank the respondents of the questionnaire survey for giving so generously of
their time to assist with this project. I am grateful to Ms Parveen Mahmud, the first female
President of the Institute of Chartered Accountants of Bangladesh, for her enthusiasm and
kind support towards this project. Without her active cooperation and efficient management,
it would have been nearly impossible to administer the questionnaire survey and gather the
data. The report has also benefitted immensely from her constructive comments and
suggestions.
Finally, I would like to express my gratitude to the ICAB for giving me the opportunity to
conduct this research project. Acknowledgements are also due to the Manchester Business
School, University of Manchester, for providing me with the financial support to be able to
present this research in Bangladesh.
Page 5 of 56
About the Author
Javed Siddiqui, PhD
Dr Javed Siddiqui joined Manchester Business School, University of Manchester, UK in

2008 as a Lecturer (Assistant Professor) in Financial Reporting. Prior to joining the MBS,
Javed was an Assistant Professor of Accounting at the University of Dhaka, Bangladesh.
Javed earned his PhD degree in auditing and corporate governance from the Manchester
Business School. As a researcher, Javed is primarily interested in studying international
regulatory developments in the area of auditing, corporate governance, and corporate social
reporting, especially in the context of developing economies. In addition, Javed has a long-
standing interest in the development of auditing regulations in the UK and European Union.
Dr Javed Siddiqui is a recipient of two Commonwealth Scholarship Awards (in 2002 and in
2004). In 2001, Javed was awarded the Chancellor‟s Gold Medal by the University of Dhaka.
He is also the only recipient of the prestigious Kali Narayan Scholarship from the Faculty of
Business Studies, University of Dhaka. Javed‟s research has been funded by external bodies
such as the Institute of Chartered Accountants of Scotland, the US state department, the
Commonwealth Commission, and the Danish Institute of Human Rights. His research has
been published in acclaimed international journals such as the Accounting, Auditing, and
Accountability Journal, the British Accounting Review, and the Journal of Business Ethics.
Javed can be reached via email: javed.siddiqui@mbs.ac.uk.
Page 6 of 56
Executive summary
The chartered accountancy profession in Bangladesh had to wait for 17 years before they had
their first female chartered accountant. However, since then, the Institute of Chartered
Accountants of Bangladesh (ICAB) has had its first female member in the council, and
eventually its first female President in 2011, who also was the first female member to be
included in the board of directors of the South Asian federation of accountants (SAFA). Also,
female membership in the chartered accountancy profession has increased significantly in
recent years, thanks to some initiatives undertaken by the ICAB. However, despite such
recent developments, female participation in the profession has remained significantly low,
and at present only 4.67 percent of the ICAB members are female. Prior research
investigating gender equity in public accountancy profession have identified personality traits
as career aspirations, leadership qualities, decisiveness, and ability to handle pressure as
possible factors explaining gender imbalance. However, most of prior research was
conducted in western societies, despite research evidence that such personality attributes vary
widely across cultures and regions. This provides the context for this study.
Research questions
For the purpose of this study, three research questions (RQ) have been investigated:
RQ 1: Does a significant gender gap exist in the chartered accountancy profession in
Bangladesh?
RQ 2: What factors explain the lower presence of females in the accountancy profession in
Bangladesh?
RQ 3: Have perceptions of female members regarding working conditions within the
profession changed over the years?
Research approach
For the purpose of this study, mixed methods approach is adopted, combining an analysis of
archival and survey data. Archival data regarding ICAB‟s membership pattern over a 42 year
period (1972-20) is analysed. In addition, an extensive review of prior literature is undertaken
Page 7 of 56
to form a better understanding regarding the state of female members in the profession. In
order to capture ICAB members‟ views regarding females in the profession, a questionnaire
containing issues that related to the various personality attributes and structural factors that
could potentially lead to a gender imbalance in the profession is designed.Following some
amendments resulting from a pilot study with a draft questionnaire, postal questionnaires
were sent in the middle of 2013, to a random sample of 108 members (42 female and 66
male) of the ICAB. After few rounds of follow-up reminders over phone and email, 58 usable
responses (71.11%) were received, comprising 26 from females and 38 from males. Tests for
non-response bias indicated that there are no significant differences in the profile of non-
respondents.
Principal findings
 At present, women only account for 4.67 percent of the total number of chartered
accountants in Bangladesh, suggesting a significant gender disparity. However, in
recent years, the number of women joining the profession appears to have increased
significantly.
 The survey results indicate that female chartered accountants perceive that gender
discrimination exists within the accountancy profession. However, further sensitivity
tests reveal that such perceptions appear to have significantly improved over time, as
comparatively newly qualified female accountants do not appear to have similar
views.
 Female respondents also perceive that compared to them, their male counterparts are
being appreciated more in the workplace and receive significantly higher salaries.
 Female chartered accountants have similar work hours, and possess significantly
higher career aspirations compared to male chartered accountants
 Both male and female respondents displayed similar personality attributes such as
self-confidence, competitiveness, leadership abilities, desire for responsibility, ability
to handle pressure, and work-life balance.
 Female respondents display significantly higher levels of commitment towards their

children and family compared to male respondents. However, most female
respondents also appear to hold the view that being more committed towards family
responsibility is not a major obstacle towards career progression.
 Our results indicate no significant difference in responses of male and female

chartered accountants for factors such as the length of time taken to qualify as a
Page 8 of 56
chartered accountant, the cost involved, ICAB‟s examination system and the working
environment within an audit firm. However females found it significantly more
difficult to secure a placement in a chartered accountancy firm.
 Female auditors found it significantly more difficult to secure access to client

personnel, and to communicate with the clients. Also, female auditors identified the
working environment in client‟s premises as a major impediment in successfully
conducting an audit.
 Female members of the profession have identified problems in commuting to

workplace and client offices as a major struggle for them.
 The sub-sample of female auditors with less than ten years of post-qualification
experience still perceive getting a placement in an audit firm to be a major obstacle
for a successful career progression. However, the gap between male and female
respondents‟ perception regarding obtaining a place in an audit firm appears to be
reducing, and is very close to being statistically insignificant
Recommendations
Based on the survey results, this report puts forward a number of suggestions that might be
useful in creating a more conducive environment for women in the profession:
 ICAB should take catalytic role in awareness building and to make more disclosures
in its publications regarding gender, pay and equity in the profession.
 Audit firms should be encouraged to provide a more conducive environment for

female students. This may include incorporating more women in senior management
level positions, allowing more flexible work hours, the provision for day care centres
etc. Also, a firm-wise distribution of male-female students and employees should be
disclosed.
 From a policy level, the government can encourage more females in company
management positions (such as mandatory minimum female membership in the board
of directors and in other important committees such as the audit committee).
 With the rising number of female members in the accountancy profession, ICAB
should encourage and ensure more female members in leadership roles and key
decision making positions, such as in the council, and in other important committees.
Page 9 of 56
 ICAB should play a more proactive role in presenting chartered accountancy as a
more female friendly profession.
 The institute can organise more events in different public and private universities to
attract more female students to the profession. Also, regional events can be organised
outside Dhaka to attract a wider female interest towards the profession.
 ICAB should perhaps organise more seminars and workshops to promote awareness
and attitudinal change towards gender friendly perceptions s regarding women in the
profession and in the wider society.
Page 10 of 56
1. Introduction
Although Bangladesh became politically independent in 1971, the accountancy profession has a much longer
history. Bangladesh was a part of British-India and carries its colonial legacy. The Indian Companies Act of
1882, promulgated by the British rulers, required mandatory audit of financial statements of public limited
companies. However, at that time, auditors were not required to be professionally qualified. Rather, lawyers
were recruited as independent auditors (Saeed, 1991). The Companies Act of 1913 required accounts to be
audited by professionally qualified accountants. The government was empowered to grant auditors' certificates
andthe members of the English, Scottish and Irish Institutes of Chartered Accountants and the English Society
of Incorporated Accountants and Auditors were recognized as qualified auditors. Saeed (1991) reports that at
that time, there was no provision for training or examinations for the accountants. In 1918, the Government
Diploma in Accountancy was introduced in Bombay, and provisions for examinations and training were
introduced.In 1932, the Government framed rules under Section 144 of the Companies Act, 1913(referred to as
Auditors' Certificates Rules, 1932). The objectives of the rules, broadly, were to register apprenticeships, to
conduct examinations, and to control and regulate the profession of auditing. The accountancy profession was at
that time being supervised and controlled by the Ministry of Commerce of the Central Government. With a view
to helping the Government in discharging the necessary responsibilities in respect of the accountancy
profession, Indian Accountancy Board was established in 1932 (Saeeed, 1991).
In 1947, the Indian sub-continent was freed from British rule, and two new nations, namely India and Pakistan,
emerged. Bangladesh (referred to as East Pakistan at that time) became one of the major provinces of Pakistan.
After independence, Pakistan adopted the Auditors' Certificates Rules 1932 with certain amendments in 1950,
and this guided the auditing profession. Under the Certificate Rules, only a person who passed the Registered
Accountants examinations and satisfied the practical training requirements as prescribed by the Ministry of
Commerce could use the designation 'Registered Accountant'. The Companies Act, 1913, as adopted by
Pakistan, allowed only a Registered Accountant to audit a public limited company. In 1961, the Government of
Pakistan passed the Chartered Accountants Ordinance (1961). Subsequently, The Institute of Chartered
Accountants of Pakistan was established on July 1, 1961. The Bengali (then East Pakistani) chartered
accountants were members of this institute. When Bangladesh became independent in 1971, it adopted the
Companies Act of 1913. As a result, it found itself with laws that required audit of public limited companies, but
no professional accountancy bodies (Parry and Khan, 1984). Subsequently, the Institute of Chartered
Accountants of Bangladesh (ICAB) was established through the Chartered Accountants Ordinance of 1973
(P.O. No 2 of 1973).
Page 11 of 56
At the time of its inception, the ICAB had 78 members (Uddin, 2006), all of whom were
male. The accountancy profession had to wait for 17 years more before they had their first
female chartered accountant, Ms SuraiyaZannath Khan, who qualified in 1989. In 2007, a
female member was voted into the council for the first time, and in 2011, 39 years since
inception, ICAB finally had its first female president. In recent years, the institute has
undertaken a number of initiatives to attract more females to the profession. Consequently,
there has been a significant increase in the number of female qualified accountants. However,
the current number of female members of the ICAB (70 female members, out of 1508
members, as on January 2014) still suggest the existence of a gender imbalance in the
profession. This provides the context for this study. For the purpose of this study, three
research issues are explored: does a gender inequity exist in the public accountancy
profession? What factors drive the poor proportion of women in the profession? And, has
female perception regarding the profession changed over the years?
Prior studies investigating gender inequity has often been informed by the person centred
theory. The theory assumes that there are significant differences in the personal attributes and
behavioural characteristicsof males as a group and females as a group, and this accounts for
their differential treatment. The basic premise of this theory is that women are not as
successful as men in the profession as they have relatively lower career aspirationscompared
with men, and demonstrate less leadership attributes such as self-confidence,
competitiveness, decisiveness, leadership abilities, desire for responsibility and ability to
handle the pressure well.However, prior research evidence in this area has been mixed.
Whiting and Wright (2002), exploring gender inequity in the accountancy profession in New
Zealand found males in the accountancy profession to be more self-confident, competitive,
decisive, and responsibility-seeking in comparison with females.The survey results also
indicated that male members of the profession had higher career aspirations. On the other
hand, Barker, Monks and Buckley (1999) report no differences in the career aspirations of
Irish male and female accountants. Notably, prior studies in this area were mostly conducted
in Western societies where males had been perceived as being dominant, confident, self-
reliant, aggressive and competitive, whereas females were viewed as being passive, quiet and
generally too emotional and dependent to cope with the stresses associated with demanding
managerial roles (Schwartz, 1989; Kirkham,1992). However, studies providing cultural
insights to working environments actually report a wide divergence across different societies
in terms of personality traits such as masculinity, individualism, uncertainty avoidance and
power distance (Hofstede, 1981). Especially, societies in the east, and more specifically, the
Indian subcontinent, are found to possess significantly lower masculinity, individualism and
pragmatism attributes. It is, therefore, gender inequity in the accountancy profession in such
Page 12 of 56
cultures may be driven by factors other than personal attributes, as it is found in western
societies. However, till date, very few researchers have explored the gender gap in the
accountancy profession in non-western societies. This research, therefore, explores this
research gap the existing accounting professionalization literature by investigating gender
equity in the context of Bangladesh.
In many ways, Bangladesh is a traditional society. The UNICEF factsheet depicts Bangladesh
as a patriarchal society that contains „pervasive gender discrimination, so girls and women
face many obstacles to their development. Girls are often considered to be financial burdens
on their family, and from the time of birth, they receive less investment in their health, care
and education‟ (UNICEF, 2013). Unsurprisingly, employment status in Bangladesh indicates
significant gender disparity. However, in recent years, there has been significant
improvement in the proportion of employed women. In 1993-94, employed male population
was 57.5 percent compared to 10.6 percent for female at the national level. The percentage of
employed male and female has increased to 68.3 percent and 22.9 percent in 2007 (GoB,
2011). It is also observed that the increasing rate in the percentage of employed population
has occurred with a higher rate for female than that of male. However, despite such recent
improvements, the figures still indicate significant gender disparity. Such gender inequity in
the national level is grossly attributed to socio-cultural factors, such as structural and social
institutions, lack of policy initiatives, and traditional mind-set towards the role of women in
the society (UnnayanOnneshan, 2011).
The auditing profession in Bangladesh is characterized by very low levels of audit fees
reflecting poor demand for audited financial statements (Karim and Moizer ,1996, Siddiqui,
Zaman and Khan, 2013), and the existence of a significant audit expectations gap (Siddiqui,
Nasreen and Chowdhury, 2009), suggestinggross misunderstanding regarding the role of
auditors. This is supported by Khan, Muttakin and Siddiqui (2013) who report that the
dominant family ownership structure in the corporate sector in Bangladesh has led to the
development of a corporate culture where the role of important corporate governance
mechanisms, such as external audit, is often misunderstood and undermined. Siddiqui
(2010) reports that despite having a very large population, the number of auditors in
Bangladesh is considerably low even compared to its neighbouring countries, India, Pakistan,
and Sri Lanka. However, in recent years, the ICAB has undertaken important stridesin
improvingaudit quality in Bangladesh. The ICAB it is alsoin its course to meet the
compliance requirements with theStatements of Membership Obligations (SMOs)set by the
International Federation of Accountants (Siddiqui, 2011).
Page 13 of 56
2. The research approach
For the purpose of this study, a mixed methods approach is adopted, combining an analysis of
archival and survey data. Archival data regarding ICAB‟s membership pattern over a 42 year
period (1972-20) is analysed. In addition, an extensive review of prior literature is performed
to understand the state of female members in the profession. In order to capture ICAB
members‟ views regarding females in the profession, a questionnaire containing issues that
relate to the various personality attributes and structural factors that may lead to a gender
imbalance in the profession is designed.
Following some amendments resulting from a pilot study with a draft questionnaire, postal
questionnaires were sent in the middle of 2013, to a random sample of 108members (42
female and 66 male)of the Institute of Chartered Accountants of Bangladesh (ICAB). After
few rounds of follow-up reminders over phone and email, 58 usable responses (71.11%) were
received, comprising 26 from females and 38 from males. A greater proportional response
(62%) was received from females than from males (58.5%) but this difference is non-
significant indicating no response bias. Tests for non-response bias indicated that there are no
significant differences in the profile of non-respondents.
The research questions
For the purpose of this study, three research questions are investigated. Despite the recent
efforts of the ICAB to encourage more women to join the accountancy profession in
Bangladesh, the number of female members does suggest an apparent in-equilibrium within
the profession. It is, therefore, possible that female members of the profession may perceive
themselves to be discriminated for their gender. Therefore, our first research question (RQ) is
as follows:
RQ 1: Does a significant gender gap exist in the chartered accountancy profession in

Bangladesh?
To address this research question, a detailed analysis of archival data relating to ICAB‟s
membership pattern over the 42 years of its existence is performed. A comprehensive
analysis of relevant ICAB publications and media reports in orderto identify the key
landmarks that shape the role of females in the profession is also conducted.To capture ICAB
members‟ perception regarding gender equity in the profession, three questions are included
questionnaire survey, each to be ranked by the respondents in a 5 point Likert scale-
 Level of discrimination received in the respondent‟s career as an accountant
(respondents asked to rank themselves in terms of discriminations faced due to age,
gender, and religion)
Page 14 of 56
 Whether the respondent perceived that his/her colleagues were appreciated more by
their clients due to the gender they belong to, and
 Whether they respondent perceive that their male/female colleagues were actually
paid more due to their gender
As mentioned in the introduction section, this research is also interested in identifying the
factors that may potentially affect the degree of success achieved in the accountancy
profession. Therefore, the second research question is as follows:
RQ 2: What factors explain the lower presence of females in the accountancy profession in
Bangladesh?
Prior research suggests that in order to pursue a successful career in the accountancy
profession, individuals need to possess some personality attributes. In addition, some
structural factors (such as working hours, career aspirations, family responsibilities) may also
affect career progression within this profession. The explanatory factors we investigated are
qualifications, work experience, working hours per week, family responsibilities, personal
attributes, career aspirations and mobility, level of mentor support, and discrimination.To
address these issues, respondents were asked to rank themselves against the following
personal attributes:
 Self confidence
 Competitiveness
 Decisiveness
 Ability to handle pressure
 Leadership abilities
 Desire for responsibility
 Work-life balance
Also, the questionnaire included the following questions relating to working hours and career
aspirations:
 Number of hours worked
 Career aspirations
It is acknowledged that in addition to personal attributes, the comparatively lesser presence of
women in the profession may also be dictated by demand and supply factors in the market.
To investigate the demand factors, respondents were also asked to rank the following factors
that prior studies and anecdotal evidence identified to be important potential obstacles to
succeed in the chartered accountancy profession in Bangladesh-
 Finding place in an audit firm
 The length of time it takes to qualify
 The costs involved in supporting yourself during the article ship period
Page 15 of 56
 ICAB‟s examination system
 The working environment within your firm
 Family obligations
 Transportation(at present in Dhaka)
To identify the supply side factors, we asked for respondents‟ views on the following-
 Communicating with clients
 Securing access to client records
 Securing access to client personnel
 The working environment in client‟s office
In addition, respondents were also asked to provide their narrative comments as regards to
why some female students failed to complete the chartered accountancy programme.
In recent times, the ICAB has taken a number of initiatives to attract more female
participation in the profession. The initiatives are relatively recent are expected to have far
reaching impact on the profession that may not be measurable at this current point of time.
Nevertheless, our survey results could still provide some early evidence regarding the success
of these initiatives. Our third research question, therefore, is as follows:
RQ 3: Have perceptions of female members regarding pay, equity and working conditions
changed over the years?
To investigate this, the same questionnaire is used for a sub-sample of relatively newly
qualified female chartered accountants.
In addition to the above mentioned research themes, we asked for narrative comments from
our respondents regarding a host of other issues relating to female participation in the
chartered accountancy profession in Bangladesh. The complete questionnaire, as circulated to
the respondents, is presented in Annexure 1.
Measurement of the variables
The cross sectional data is collected from responses to a mix of structured and unstructured
open-ended questions. The structured questions focus on measuring the specified explanatory
factors and dependent variables (such as personality attributes, structural factors etc).
Selection of the explanatory factors is in part determined by the ease ofmeasurement in a
survey instrument. To capture the significance of differences across genders, we use a t-test
of means assuming equality between two samples. In addition, as much of the data is
categorical or ordinal in nature, or non-normally distributed, non-parametric Mann-Whitney
U tests for median difference are employed in the analysis.Within the class of non-parametric
tests, Mann-Whitney test provides a powerful alternative for the t-test of mean differences.
The open-ended questions elicit many interesting comments on a range of factors, and a
number of these comments are quoted later in this report.
Page 16 of 56
3. Results and discussion
Female presence in the accountancy profession in Bangladesh

In order to explore gender equity in the accountancy profession in Bangladesh, two key
themes are used. First, institute‟s membership data during the period 1972-2014 is used to
identify the trend in female membership pattern. The chronological list of ICAB members (as
reported in the ICAB website) is analysed with a view to studying the gradual inclusion of
women in the profession. Figure 1 presents the pattern of membership according to the ICAB
membership number:
The figure indicates that within the first 400 members of the ICAB, there was not a single
woman chartered accountant. Actually, the membership number of the first female chartered
accountant, Ms SuraiyaZannathKhan (who was admitted as member in 1989), is 455,
suggesting that all the 454 chartered accountants who qualified before her were all males.
However, the figure also that although the institute had to wait for 17 years for its first female
member, the number of female membership has risen significantly over the last 25 years and
now stands at 70.
Page 17 of 56
Figure 2 presents ICAB’s membership data in a time series.
The figure indicates a significant development in terms of women membership over the last
11 years, from 11 in 2003 to 70 in the year 2014.
However, despite the recent increase in the number of female membership in the chartered
accountancy profession in Bangladesh, women still constitute a very small proportion of
ICAB‟s membership. Figures 3 and 4 present the proportion of female members in a
chronological order of qualification and in a time series respectively. The figures indicate
that although the female membership has witnessed a phenomenal development in recent
years (female membership was less than 1 percent in 2000), females still constitute a very
small proportion of ICAB‟s membership.
Page 18 of 56
Page 19 of 56
Figure 5 presents the student admission ratio and membership admission ratio in ICAB over a
period 2002-2013.
The figure suggests a closing gap between female students admitted per year and female
members qualifying per year (both in terms of ratios between female and male).
Figure 6 perhaps presents the broader picture in context-
Page 20 of 56
The figure indicates that female members actually comprise of 4.67% of the total number of
ICAB members. However, in 2012, the national female to male ratio in Bangladesh is 1:1.04,
suggesting that the population is spread almost equally between the two genders (Source: The
World Fact Book, 2012).
Cracking the glass ceiling: Landmark achievements for women in the Bangladeshi
Chartered Accountancy profession
Despite their poor presence in the accountancy profession, female chartered accountants in
Bangladesh have demonstrated their competence by achieving a few significant landmarks
over the years.
1989 Landmark 1: First female member admitted to ICAB

1995 Landmark 2: First practicing certificate received by a female member
2007 Landmark 3: Lone female member elected to the ICAB council
2008 Landmark 4: First female office bearer as Vice President, ICAB.
2011 Landmark 5: ICAB gets its first female President
Landmark6: ICAB‟s female President sits in the South Asian Federation of
Accountants (SAFA) board as its first female member
2013 Landmark 7: Number of female ICAB membership reaches 50
Overall, the analysis suggests that women in the profession have made significant progress in
the chartered accountancy profession in Bangladesh, and have achieved a number of
remarkable landmarks to date. However, despite such progress, the proportion of female
members in the ICAB is considerably lower than the national male-female ratio, suggesting
that a significant a gender imbalance exists within the profession. To explore this issue
further, the following sections present the survey results of female perceptions regarding pay
and gender equity.
Exploring gender equity in the chartered accountancy profession in Bangladesh: survey
results
In the survey responses, one female respondent wrote-
‘I think gender discrimination is a curse. I think a chartered accountant should not
(be viewed as a) male or female. Rather, he/she should only be considered as a
chartered Accountant. We should have more opportunity for work in corporate
sectors. We should be paid equally. Job opportunity is also limited for us in corporate
sector.
Table 1 presents the survey responses relating to gender equity. The results indicate that
female accountants rank gender discrimination significantly highly compared to their male
counterparts. Also, females perceive that their male counterparts in the profession are
appreciated more in their workplace and receive significantly higher amounts of salary.
Page 21 of 56
Table 1: Perceptions relating to gender equity in the chartered accountancy profession
Male Female Sig (t-test) M-W

Does a gender inequity exist? 4.462 2.846 0.002*** 0.003
Are your colleagues appreciated more because
of their gender? 3.571 2.462 0.041** 0.024
Are your colleagues paid more because of
their gender? 4.286 2.692 0.003*** 0.007
***significant difference at1% level (p<0.01);** significant difference at 5% level (p<0.05);*significant
difference at 10% level (p<0.10);
The results are consistent with findings of other studies conducted in the western context. For
example, Whiting and Wright (2002) report that female chartered accountants in New
Zealand receive significantly less in terms of salaries compared to their male counterparts. In
Bangladesh‟s case, however, there is no published salary survey that could be used to verify
the survey results. Nevertheless, the survey results do indicate the existence of negative
perceptions regarding pay and gender equity in the accountancy profession in Bangladesh.
Explanatory factors
Table 2 presents survey responses relating to work experience, working hours, and career
aspirations.
Table 2: Work experience, working hours, and career aspiration scores
Sig (t- Sig (M-W

Male Female test) test)
Average work experience (years) 9.510 4.960 0.070* 0.024
Average working hours per week 47.786 48.923 0.711 0.510
Career aspirations (likert scale score) 3.923 4.769 0.012** 0.003
*significant difference at 10% level (p<0.10); ** significant difference at 5% level (p<0.05)
Work experience
The female chartered accountants in our sample had significantly lower work experience
(4.96 years) compared to their male counterparts (9.51 years). This could potentially explain
the perceived discrimination relating to pay equity. However, the results could also be
influenced by the sample of male chartered accountants who participated in the survey. One
of the explanatory factors for significantly lower work experience gathered by female could
be the fact that the tendency of females wanting to join the profession is relatively recent-
hence, a significantly high number of female chartered accountants would be in early stages
of the careers, and have lesser work experience.
Page 22 of 56
Working hours
Thesurvey results indicate no significant difference in average weekly work hours for women
(48.9 hours) and men (47.8 hours). The results contrast survey results conducted in western
context, where male chartered accountants are found to work significantly more compared to
women, explaining the pay difference to some extent. If therespondents‟ perceptions relating
to pay inequality are deemed to becorrect, this would imply that women actually are paid
significantly less per hour compared to their male counterparts in Bangladesh (as they work
load per week is actually similar).
Career aspirations
Career aspirations are sometimes used as a potential explanation between the remuneration
gap between women and men. It is argued that higher career aspirations, coupled with longer
work hours, may lead to quicker career progression for some professional accountants and
hence create a salary in-equilibrium. Prior studies in this area have been inconclusive.
Whereas Whiting and Wright (2002) investigating gender inequality in the accountancy
profession in New Zealand reported lower career aspirations for female chartered
accountants, Baker and Monks (1998), in their study on Irish accountancy profession, did not
find any significant difference. In thissurvey, respondents were asked to ratetheir career
aspirations in a scale of 1 to 5 (1 being the highest). Theresults indicate that female
respondents actually held significantly higher career aspirations (average score 4.77)
compared to their male counterparts (average score 3.92).
Personality characteristics
To capture the impact of personal attributes on gender inequality, respondents were asked to
to rank the extent to which they possessed a specific attribute in a scale of 1 to 5 (1 being the
highest). Table 3 presents the results for personal attributes.
Table 3: Personal attributes
Sig (t- Sig (M-W

Self confidence 1.500 1.538 0.890 0.710
Decisiveness 1.714 2.462 0.059* 0.034
Desire for responsibility 1.643 1.385 0.537 0.930
Competitiveness 1.643 1.769 0.714 0.410
Work-life balance 2.071 2.385 0.504 0.739
Leadership abilities 1.643 1.615 0.926 0.626
Ability to handle pressure 1.643 1.538 0.767 0.891
*significant difference at 10% level (p<0.10)
Page 23 of 56
Surveyresults indicate no significant difference between male and female chartered
accountants for personal attributes such as self-confidence, desire for responsibility,
competitiveness, leadership traits, work-life balance and ability to handle pressure. However,
females were found to be significantly more decisive compared to their male counterparts.
Interestingly, male chartered accountants also did not perceive their female counterparts to
possess lesser leadership attributes. A number of male members of the profession were found
to be appreciative of the personal traits possessed by women chartered accountants. However,
male partners working in audit partners pointed out that although they found female auditors
to be equally competent compared to male auditors, they would be reluctant to send them for
audit work outside the capital due to security reasons.
The results contrast prior findings such as Whiting and Wright (2001), who report significant
differences in personality attributes between male and female in the profession. However, our
results are consistent with prior research that ranks the Bangladeshi society comparatively
lower in dimensions such as masculinity. Overall, this suggests that in contrast with the
western world, gender inequity in the accountancy profession in Bangladesh is not driven by
differences in personality traits between male and female respondents.
Family commitments
Prior studies state that demand of family and career progression competes for a professional
woman chartered accountant‟s time. Thesurvey results indicate that in comparison with male
chartered accountants, the female members of the profession were found to be significantly
more committed towards their family responsibilities. The findings are not surprising in a
traditional society such as Bangladesh. Also, the results are consistent with prior studies
conducted in western settings. However, in Bangladesh‟s case, one interesting factor to note
is that although female chartered accountants demonstrate significantly higher willingness in
taking care of their children, they also have significantly higher career aspirations. In other
words, unlike some other countries, female chartered accountants in Bangladesh were not
willing to trade off family responsibilities with career progression. Rather, they considered
both to be simultaneous, rather than mutually exclusive. As summarised by a female
respondent-
I definitely (would like to) mention that being a female I have some extra family
involvement such as taking care of children as well as responsibility towards
dependent family members. But performing the above responsibilities it is not
impossible to do well in one’s career. Moreover family members also give very
positive support to develop the career. Without their support perhaps it would be
difficult to do well in career
Page 24 of 56
Structural factors
Thisstudy also identified a number of structural factors that might have attributed to poor
presence of women in the profession. These are classifiedas supply side (profession-specific)
factors, demand side (client-specific) factors, and other factors.
Supply side factors

Respondents were asked to rank important obstacles in qualifying as chartered accountants in
a scale of 1 to 5. Table 4 presents the results.
Table 4: Supply side factors affecting attainment of CA qualification
Sig
Sig (t- (M-W
Family obligations 2.429 2.538 0.840 0.801
Finding place in an audit firm 3.071 2.000 0.077* 0.024
ICAB’s examination system 2.857 2.615 0.650 0.549
The costs involved during the articleship period 2.429 2.769 0.572 0.670
The length of time it takes to qualify 2.357 2.769 0.521 0.432
The working environment within your firm 2.000 2.693 0.171 0.249
*significant difference at 10% level (p<0.10)
A number of factors that were commonly believed to be the main impediments were used as
themes. The results indicate no significant difference in responses of male and female
chartered accountants for factors such as family obligations, the length of time taken to
qualify as a chartered accountant, costs involved, ICAB‟s examination system and the
working environment within an audit firm. Notably, some of these factors were identified in
previous studies as potential reasons for the poor number of qualified accountants in
Bangladesh. Howeverour results indicate that females found it significantly more difficult to
secure a placement in a chartered accountancy firm.
Respondents were also asked to identify a place of work where theyperceived gender
discrimination to be the least. Most of the respondents were of the opinion that gender
discrimination was minimal in internationally linked audit firms and in multinational
companies.
Demand side factors

Respondents‟ views were sought regarding a number of structural factors that relate mostly to
the manner male and female auditors are able to interact with their clients. Specifically, the
respondents were asked to rank difficulties in communicating with clients, securing access to
Page 25 of 56
client records, securing access to client personnel, and the working environment in client‟s
premises. Table 5 presents the results for the demand-side factors.
Table 5: Demand side factors (Likert score)
Sig (t- Sig (M-

Male Female test) W test)
Communicating with clients 4.154 3.286 0.020** 0.024
Securing access to client records 3.308 3.286 0.954 0.795
Securing access to client personnel 3.462 2.714 0.040** 0.043
The working environment in client’s office 3.538 2.714 0.079* 0.076
*significant difference at 10% level (p<0.10); ** significant difference at 5% level (p<0.05)
Significant differences were found between male and female respondents on most of the
demand side factors. Female auditors found it significantly more difficult to secure access to
client personnel, and to communicate with the clients. Also, female auditors identified the
working environment in client‟s premises as a major impediment in successfully conducting
an audit.
The results have important implications as far as audit quality is concerned. Audit is an
independent investigation of clients‟ records, and communication with clients is an integral
part of the audit process. If female auditors find it difficult to secure access to client
personnel, and to be able to communicate with the clients, it is likely to have a detrimental
effect on audit quality. Also, it is the client‟s responsibility to ensure a working environment
within which the female auditors feel comfortable.
Other factors
In addition to demand and supply side factors, respondents were also asked for their views on
wider societal problems that could act as possible impediments for achieving the chartered
accountancy qualification. Female respondents identified commuting across Dhaka city as a
major problem affecting their daily conduct as auditors. The open ended questionnaire also
contained a space for comments from the respondents. Further analysisthe male respondents‟
views relating to female chartered accountants revealed two recurring themes. Since such
male perceptions could not be supported by thesurvey results, theterm „myth‟ is used to
describe the following themes:
Myth 1: Females lacked determination, self-motivation, and self-dependence

A number of male respondents opined that female students could not sometimes qualify as
chartered accountants as they lacked determination, motivation, and self-dependence.
However, our survey results actually indicate no significant difference in personality
attributes between female and male members of the society, implying such notions are largely
unfounded.
Page 26 of 56
Myth 2: Females are burdened with family responsibilities
Another common perception amongst male respondents was that the female members of the
profession are burdened by family responsibilities and this affected their career progression.
Especially, many male respondents believed that females found it difficult to qualify after
they get married. Commenting on factors affecting female career progression, one male
respondent suggested-
‘Females should not enter into conjugal life at least before completion of articleship’
On the other hand, although most female respondents agreed that family responsibilities and
taking care of children would come first, they did not consider this as a major impediment
towards career progression. Rather, most female respondents were appreciative of the support
that they received from members of their families.
Response ranks
Personal attributes
All the respondents were asked to rank personal attributes possessed by them in a scale of 1
to 5. Based on their average rank for each attribute, table 6 presents a ranking of such traits:
Table 6: Personal attribute ranks
Male Female
Ability to handle pressure well 5 1
Competitiveness 2 5
Decisiveness 6 3
Desire for responsibility 4 4
Leadership abilities 3 7
Self confidence 1 2
Work-life balance 7 6
Results indicate that male accountants consider self-confidence to be their most important
trait, followed by competitiveness, leadership abilities, desire for responsibility, ability to
handle pressure, decisiveness, and work-life balance. Female respondents, on the other hand,
perceived ability to handle pressure as their most important attribute, followed by self-
confidence, decisiveness, desire for responsibility, competitiveness, work-life balance and
leadership abilities. However, in terms of actual scores measured in the 5 point likert scale,
significant difference was only found for the decisiveness trait, indicating that female
chartered accountants consider themselves to be more decisive compared to their male
counterparts.
Page 27 of 56
Obstacles for qualifying as a Chartered Accountant
Next, respondentswere asked to rank the most important obstacles for qualifying as a
chartered accountant in Bangladesh. Table 7 presents the results:
Table 7: Important perceived obstacles for qualifying as a Chartered Accountant
Male Female
Family obligations 4 2
Finding place in an audit firm 6 1
ICAB’s examination system 5 3
The costs involved in supporting yourself during the article
ship period 3 6
The length of time it takes to qualify 2 5
The working environment within your firm 1 4
Male respondents considered the working environment within the audit firms the most
important obstacle for qualifying as a chartered accountant. This wasfollowed by factors such
as length of time taken to qualify, costs involved in supporting self during the articles hip
period, family obligations, ICAB‟s examination system and finding a place in an audit firm.
Although finding a place in an audit firm was considered to be relatively easy for the male
respondents, female respondents actually considered this to be the most important factor.
Unlike male respondents, factors such as time taken to qualify as a chartered accountant and
costs involved during the process was found to be important. Also, although male
respondents identified the working environment within the audit firms as the most important
problem, female respondents did not consider this to be an important issue (rank 4).
Comments from a male respondent may offer some explanations for this:
„the working hours for them is generally lesser than the male staff, they do not go outside
of Dhaka or home town to serve clients, exam leave is easy to avail of for themselves and
their regular presence is less than the male staff for their monthly physical matters.
An audit partner also confirmed that they considered women‟s special needs while approving
a leave of absence. Overall, this suggests that audit firm partners actually ensure a more
conducive environment for their female employees. However, at the same time, female
respondents actually ranked finding a placement in an audit firm to be the most important
factor for them. This may suggest that although large audit firms are considerate towards
their women employees, smaller firms are still reluctant to accept women employees, mostly
due to security concerns for women.
Sensitivity tests: has female perception changed over the years?

In recent years, the ICAB has undertaken a number of steps to attract women to the
profession. Major initiatives include:
Page 28 of 56
 ICAB initiative in 1996 to eliminate gender inequality in chartered accountancy
profession (the project was funded by the Canadian International Development
Agency (CIDA)). Major recommendations included the formulation of a “Gender
Fund”.
 To uphold and implement this view the ICAB formed a “Committee for Professional
Development for Women (CPDW)”. Prime focus of this committee was to make
public awareness about the suitability of CA profession for women and to encourage
them to enter the profession. In this connection the ICAB held workshops, seminars,
computer trainings, motivational activities, etc. and printing and publication of
booklets and brochures. etc. and arranged visits to various educational institutions in
order to highlight the merits of the profession and the potential it promises for
women. The gender committee‟s achievements included
o the compulsory provision for increase in number of female article students

compulsorily from one to two under each principal.
o Imposition of 15% quota of scholarship of ICAB for female students.
 In addition, the following recent initiatives have been undertaken by the ICAB to
ensure gender equity in the profession-
o A principal can take extra 5 female students outside the quota limit of 30. But
while filling the quota of original 30 there is no constraint on number of
female students.
o The Quality Assurance departmentwhether a firm has facilities conducive for

female students while visiting the firms for compliance/quality monitoring.
o In case of pregnancy, the students are allowed exemptions from attending

coaching classes
o Any complaints from female students regarding work environments are

addressed by ICAB with priority.
The initiatives are relatively recent, and are expected to have far reaching impact on the
profession. To test the potential impact of such initiatives, and also to test whether female
perceptions have changed over time, a sub-sample of female chartered accountants with less
than ten years of post-qualification experience is used. Table presents the sensitivity tests
relating to changes in female auditors‟ perceptions regarding the profession. The results
indicate the following-
experience does not seem to perceive that gender discrimination exists in the
profession. Although the mean score for this sample of female auditors (3.00) is lower
than the score for the male sample (4.10), the difference is not statistically significant
Page 29 of 56
(p value less than 10%) any more. This suggests that female auditor‟ perceptions
regarding gender discrimination may have significantly changed over the years.
 Female auditors still exhibit similar personality attributes, and rank themselves
significantly higher for the decisiveness attribute
 The career aspiration score for female respondents have remained significantly higher
compared to their male counterparts.
reducing, and is very close to being statistically insignificant (p value: 0.09, values
greater than 0.10 are considered to be statistically insignificant)
 Securing access to client personnel and communication with the clients still appear to
be problematic for the female auditors. Also, perceptions regarding poor working
conditions in client office appear to have remained unchanged.
 Like the full sample, the sub-sample of newly qualified female chartered accountants
also perceive that their male counterparts are appreciated more in their workplace, and
receive significantly higher amounts of salaries
 Commuting to client premises has remained problematic
 The subsample of newly qualified auditors demonstrate lower commitment toward

their families (including children)- this may not be surprising, given that most of these
respondents are young and presumably yet to be burdened with family
responsibilities.
4. Principal findings and recommendations
The primary objective of this research was to explore three research issues-
 Does a significant gender gap exist in the chartered accountancy profession in

Bangladesh?
 What factors explain the lower presence of females in the accountancy profession in
Bangladesh?
 Have perceptions of female members regarding working conditions within the

profession changed over the years?
The principal findings are as follows are presented next.
Page 30 of 56
Principal findings
RQ 1: Gender equity
 At present, women only account for 4.67 percent of the total number of chartered
accountants in Bangladesh, suggesting the existence of a gender gap. However, in
recent years, the number of women joining the profession appears to have increased
significantly.
 The survey results indicate that female chartered accountants perceive that gender
discrimination exists within the accountancy profession. However, further sensitivity
tests reveal that such perceptions appear to have significantly improved over time, as
comparatively newly qualified female accountants do not appear to have similar
views.
 Female respondents also perceive that compared to them, their male counterparts are
being appreciated more in the workplace and receive significantly higher salaries.
RQ 2:Explanatory factors
 Female chartered accountants have similar work hours, and possess significantly
higher career aspirations compared to male chartered accountants
 Both male and female respondents displayed similar personality attributes such as
self-confidence, competitiveness, leadership abilities, desire for responsibility, ability
to handle pressure, and work-life balance. Female respondents ranked themselves
significantly higher for the decisiveness attribute. Male respondents consider self-
confidence to be their most important trait, followed by competitiveness, leadership
abilities, desire for responsibility, ability to handle pressure, decisiveness, and work-
life balance. Female respondents, on the other hand, perceived ability to handle
pressure as their most important attribute, followed by self-confidence, decisiveness,
desire for responsibility, competitiveness, work-life balance and leadership abilities.
 Female respondents display significantly higher levels of commitment towards their

children and family compared to male respondents. However, most female
respondents also appear to hold the view that being more committed towards family
responsibility is not a major obstacle towards career progression. Some male
respondents, however, appear to hold the view that female chartered accountants are
burdened more of their family responsibilities, and subsequently, are affected in terms
of their career progressions.
Page 31 of 56
 Surveyresults indicate no significant difference in responses of male and female
chartered accountants for factors such as the length of time taken to qualify as a
chartered accountant, the cost involved, ICAB‟s examination system and the working
environment within an audit firm. However females found it significantly more
difficult to secure a placement in a chartered accountancy firm.
 Female auditors found it significantly more difficult to secure access to client

personnel, and to communicate with the clients. Also, female auditors identified the
working environment in client‟s premises as a major impediment in successfully
conducting an audit.
 Male respondents considered the working environment within the audit firms the most
important obstacle for qualifying as a chartered accountant. This is followed by
factors such as length of time taken to qualify, costs involved in supporting self
during the articleship period, family obligations, ICAB‟s examination system and
finding a place in an audit firm. Although finding a place in an audit firm was
considered to be relatively easy for the male respondents, female respondents actually
considered this to be the most important factor. Unlike male respondents, factors such
as time taken to qualify as a chartered accountant and costs involved during the
process was found to be unimportant for female students. Also, although male
respondents identified the working environment within the audit firms as the most
important problem, female respondents did not consider this to be an important issue
(rank 4).
 Overall, the results suggest that once provided a placement, audit firm partners in
Bangladesh actually ensure a more conducive environment for their female
employees. However, at the same time, female respondents actually ranked finding a
placement in an audit firm to be the most important factor for them. This may suggest
that although large audit firms are considerate towards their women employees,
smaller firms are still reluctant to accept women employees, mostly due to security
concerns for women.
 Female members of the profession have identified problems in commuting to

workplace and client offices as a major problem for them.
Page 32 of 56
RQ 3: Has the situation improved over the years?
experience does not seem to perceive that gender discrimination exists in the
profession. Although the mean score for this sample of female auditors (3.00) is lower
than the score for the male sample (4.10), the difference is not statistically significant
(p value less than 10%) any more. This suggests that female auditor‟ perceptions
regarding gender discrimination may have significantly changed over the years.
 Female auditors still exhibit similar personality attributes, and rank themselves
significantly higher for the decisiveness attribute
 The career aspiration score for female respondents have remained significantly higher
compared to their male counterparts.
reducing, and is very close to being statistically insignificant (p value: 0.09, values
greater than 0.10 are considered to be statistically insignificant)
 Securing access to client personnel and communication with the clients still appear to
be problematic for the female auditors. Also, perceptions regarding poor working
conditions in client office appear to have remained unchanged.
 Like the full sample, the sub-sample of newly qualified female chartered accountants
also perceive that their male counterparts are appreciated more in their workplace, and
receive significantly higher amounts of salaries
 Commuting to client premises has remained problematic
 The subsample of newly qualified auditors demonstrate lower commitment toward

their families (including children) - this may not be surprising, given that most of
these respondents are young and presumably yet to be burdened with family
responsibilities.
Page 33 of 56
Recommendations:
Based on the survey results, this report puts forward a number of suggestions that might be
useful in creating a more conducive environment for women in the profession:
 ICAB should take catalytic role in awareness building and to make more disclosures
in its publications regarding gender, pay and equity in the profession. More
specifically, the following disclosures could be used to allay concerns regarding
gender equity, pay, and working conditions within the profession-
o The number of female chartered accountants qualifying each year (and the
significant increase in such numbers in recent years)
o The number of female student intake each year (proportion of male-female

students each year)
o Number of female partners in audit firms
o Number of female members in key positions
o A comparison of average salary paid to male and female members of the

profession
 Audit firms should be encouraged to provide a more conducive environment for

female students. This may include incorporating more women in senior management
level positions, allowing more flexible work hours, the provision for day care centres
etc. Also, a firm-wise distribution of male-female employees should be disclosed.
 From a policy level, the government can encourage more females in company
management positions (such as mandatory minimum female membership in the board
of directors and in other important committees such as the audit committee). More
women in key management positions in client companies will contribute to better
understanding of the requirements of female auditors, eventually leading to a more
conducive environment for female auditors to work.
 With the rising number of female members in the accountancy profession, ICAB
should encourage and ensure more female members in key decision making positions,
such as in the council, and in other important committees.
 ICAB should play a more proactive role in presenting chartered accountancy as a

female friendly profession. This can be accomplished by encouraging more females in
Page 34 of 56
top management positions, and also by highlighting the achievements of its female
members, so that they can be regarded as role models for the new female students
willing to join the profession.
 The institute can organise more events in different public and private universities to
attract more female students to the profession. Also, regional events can be organised
outside Dhaka to attract a wider female interest towards the profession.1
 ICAB should perhaps organise more seminars and workshops to promote awareness
and attitudinal change towards gender friendly perceptions s regarding women in the
profession and in the wider society.
1
This can be similar to the „women in accountancy‟ programme- an annual event organised by the Institute of
Chartered Accountants of England and Wales, to inspire the next generation of female chartered accountants.
Page 35 of 56
References
Barker, P., Monks, K. and Buckley, F. (1999). The role of mentoring in the careerprogression
of chartered accountants. British Accounting Review, 31, pp. 297–312.
Khan, A.R., Muttakin, M.B and Siddiqui, J. (2013). Corporate Governance and Corporate
Social Responsibility Disclosures: Evidence from an Emerging Economy. Journal of
Business Ethics 114, no. 2(: 207-223.
Kirkham, L.M. (1992). Integrating her story and history in accountancy.
Accounting,Organizations, and Society, 17(3/4), pp. 287–297.
Saeed, K.A. (1991). Auditing: principles and procedures. Institute of Business Management,
Lahore.
Schwartz, F. (1989). Management women and the new facts of life, Harvard BusinessReview,
pp. 65–76.
Siddiqui, J. (2010). Development of Corporate Governance Regulations: The Case of an

Emerging Economy. Journal of Business Ethics 91, no. 2.
Siddiqui, J. (2011). IFAC‟s globalisation attempts: a success story? Business and Economy,
August.
Siddiqui, J., Nasreen, T. and Choudhury, A. (2009). The Audit Expectations Gap and the
Role of Audit Education: The Case of an Emerging Economy. Managerial Auditing
Journal 24(6)(2009) : 564-583.
Siddiqui, J., Zaman, M., and Khan, A.R. (2013). Do big-four affiliates earn audit fee
premiums in emerging markets? Advances in Accounting 29, no. 2.
Uddin, J. (2006). Roadmap for the accountancy profession in Bangladesh.The Financial
Express.
UNICEF (2013).Women and girls in Bangladesh.Factsheet, United Nations Children‟s

Education Fund, Geneva.
UnnayanOnneshan (2011). Gender inequality in Bangladesh, Dhaka.
Whiting, R.W. and Wright, C. (2001). Explaining gender inequality in the New Zealand
accounting profession. British Accounting Review 33, pp. 191-222.
Page 36 of 56
Annexure
EXPLAINING GENDER INEQUITY IN THE BANGLADESHI

ACCOUNTANCY PROFESSION
Ms Parveen Mahmud FCA, Past President, ICAB- Y2011 is leading a research project that
will look into the difficulties faced by female chartered accountants in Bangladesh and their
expectations from ICAB, profession and the society. This is being conducted with a view to
exploring opportunities to encourage women to pursue the chartered accountancy profession
successfully. The research team will also include Dr Javed Siddiqui from the Manchester
Business School, University of Manchester, who is interested in investigating inequity in the
accountancy profession in Bangladesh. This study attempts to capture the views, issues and
problems faced by the women CA students directly from them, to be able to take corrective
measures and influence CA Firms and the ICAB to create an environment that would
encourage entry of female graduates to successfully pursue to be a chartered accountant. It
will also help the Research Project to study the role of women in the auditing profession and
to remove gender inequity in CA Profession. For the purpose of the research project, a
questionnaire survey is being used. In addition, a number of interviews will be conducted
with relevant respondents within the profession.
Your frank comments and views are extremely valuable. We thank you in advance for taking
the time to complete this questionnaire and look forward to working with your input. We
would like to emphasize that the survey information will only be used for research purposes
and strict anonymity will be maintained throughout the process- the identity of survey
respondents will not be disclosed under any circumstances.
 Gender
 Age (years, as in October, 2013)

 Highest tertiary degree held
(Bachelors/Masters)
 Status of ICAB qualification
(ACA/FCA)
 Name of the firm where you
worked as an articled student
 Is any member of your family
(father/mother/sister/brother/pater
nal and maternal uncles/aunts) a
member of the ICAB?
Page 37 of 56
 Number of years employed in the
accountancy profession since being
qualified as a chartered accountant
 Family responsibilities
Number of dependent children
Number of other dependent family members
 Average work hours per week 
 Personal attributes (please rank yourself in the following criteria in a scale of 5,
1 being the highest and 5 being the lowest). Please tick.
Self confidence 1 2 3 4 5
Competitiveness 1 2 3 4 5
Decisiveness 1 2 3 4 5
Leadership abilities 1 2 3 4 5
Desire for responsibility 1 2 3 4 5
Ability to handle pressure well 1 2 3 4 5
Work-life balance 1 2 3 4 5
 Level of mentor support received in 1 2 3 4 5

your career as an accountant

 Level of discrimination received in your career as an accountant (1 being the
highest)
Discriminations based on religious belief 1 2 3 4 5
Discriminations based on gender 1 2 3 4 5
Discriminations based on age 1 2 3 4 5

 Current Job status (1 most junior, 1 2 3 4 5
5 most senior)
 Career aspirations (1 most junior, 5 1 2 3 4 5
most senior)
 How difficult is it to find a 1 2 3 4 5
placement in an audit firm (1= very
difficult, 5=very easy)
 While conducting audit, which factors do you find to be most difficult-
Communicating with clients 1 2 3 4 5
Page 38 of 56
Securing access to client records 1 2 3 4 5
Securing access to client personnel 1 2 3 4 5
The working environment in client’s office 1 2 3 4 5
 In your opinion, which factors act as important obstacles in qualifying as a
chartered accountant (1=very important; 5=irrelevant)
Finding place in an audit firm 1 2 3 4 5
The length of time it takes to qualify 1 2 3 4 5
The costs involved in supporting yourself 1 2 3 4 5
during the article ship period
ICAB’s examination system 1 2 3 4 5
The working environment within your firm 1 2 3 4 5
Family obligations 1 2 3 4 5
Transportation 1 2 3 4 5
Any other factors (please insert) 1 2 3 4 5
1 2 3 4 5
 Where do you currently work  In an internationally linked audit
(please tick) firm
 In a local audit firm (number of
partners >5)
partners <5)
 In the corporate sector
 Where do you think gender equity  In an internationally linked audit
is ensured more? (please tick) firm
partners >5)
partners <5)
 In a multinational company
 In a large local company
 As a female/male, do you think your male/female colleagues -
Are respected more by the audit team 1 2 3 4 5
because of their gender (1=very highly, 5=
not highly at all)
Are appreciated more/less by the clients? 1 2 3 4 5
(based on gender, 1= highly appreciated)
Page 39 of 56
Are paid more? 1 2 3 4 5
As a female/male, do you prefer working with 1 2 3 4 5
a male/female senior? (1= highly preferable,
3=no preference, 5= not preferable)
 Do you think taking care of your 1 2 3 4 5
children affect your career
aspirations? (1=strongly agree)
 Do you think taking care of other 1 2 3 4 5

members of your family (for
example, aging parents, younger
brothers and sisters) affect your
career aspirations? (1=strongly
agree)
 Do you, in the context of Bangladesh, think that family connections are

important in- (1=very important)
Getting a placement in an audit firm 1 2 3 4 5
Qualifying as a chartered accountant 1 2 3 4 5
Getting a job after qualification 1 2 3 4 5
Getting promoted within the audit firm 1 2 3 4 5
Getting promoted within the corporate sector 1 2 3 4 5
 Which factors are important in obtaining a placement in an audit firm (1=very
important)
Past education 1 2 3 4 5
Informal connections with a partner (for 1 2 3 4 5
example, family connections)
Communication skills 1 2 3 4 5
Family background 1 2 3 4 5
 In your opinion, which factors are important for a successful career as a
chartered accountant-(1-very important)
Having a good academic degree 1 2 3 4 5
Qualifying from a large audit firm 1 2 3 4 5
Professional skills and competence 1 2 3 4 5
Communication skills 1 2 3 4 5
Family background 1 2 3 4 5
Page 40 of 56
 What are the potential problems for females to take up Chartered Accountancy
as a career? (1=very important)
Lack of appropriate working facilities within 1 2 3 4 5
the firm
Poor working conditions within client 1 2 3 4 5
premises
Commuting to client office 1 2 3 4 5
Family obligations 1 2 3 4 5
Long hours of work 1 2 3 4 5
Colleagues are disrespectful towards them 1 2 3 4 5
Clients are disrespectful towards them 1 2 3 4 5
Lack of professional skills 1 2 3 4 5
Additional questions
1. Would you turn down more demanding (but highly paid) jobs due to your family
commitments?
2. Do you think gender discrimination can be positive? In other words, do you think
being a male/female has helped you make more progress in your career?
3. Does your organisational culture help your career progression as a male/female?
4. When you conducted an audit, do you think you were undermined by your
male/female clients? Do all male/female clients treat you similarly?
5. If you are a member of a well-connected family, does it make it easier to succeed as

a chartered accountant?
6. Any other comments
Page 41 of 56
Session Chairman
Ms. Parveen Mahmud FCA

Managing Director,
Grameen Telecom Trust
House No.7, Road No. 117, Gulshan-2, Dhaka-1212
(R)+880-2-8824144, (M) 01711 548793
(E) parveen@gtctrust.com
Ms. Parveen Mahmud FCA, is the Founding Managing Director, Grameen Telecom Trust,
which facilitates Social Business to overcome social issues and poverty. She is a chartered
accountant and a fellow member of the Institute of Chartered Accountants of Bangladesh
(ICAB). In her varied professional career Ms. Mahmud worked substantial time with national
and international development agencies and was practicing chartered accountant.
Ms. Mahmud started her career with BRAC, and was the financial controller of Actionaid
Bangladesh. She was the Deputy Managing Director of Palli Karma-Sahayak Foundation
(PKSF), an apex funding institution for microfinance activities for poverty alleviation. She
was partner, ACNABIN, Chartered Accountants.
ICAB members has elected Ms Mahmud was the first women council member with highest
votes in 2007- 2009 council. She served ICAB as the First female office bearer as Vice
President for 2008. And again, she was elected member in the council 2010-2012. She is the
first woman President of the ICAB for the year 2011. She is also, the first female Board
member in the South Asian Federation of Accountants (SAFA), apex accounting professional
body of the SAARC.
Ms Mahmud, took initiative, to introduce Best Presented Financial Reporting Award for
NGO-MFIs in 2005, honouring the International Year of Microcredit. She was the convenor,
sub- committee to develop selection criteria and methodology. Later, SAFA adopted ICAB
criteria and introduced Financial Reporting Award for NGO-MFI in 2006. During her tenure
as president, ICAB, she initiated the NGO-MFI management training modules, which are
now being implemented by ICAB in partnership with PKSF and Microcredit Regulatory
Authority (MRA) and, NGO & NGO MFI auditing guidelines for finalization by the
Technical & Research Committee, ICAB.. She served ICAB as Chairman, Committee for
Gender Development (2007-2008) and introduced three special scholarships for female
Page 42 of 56
students with assistance from South East Bank Ltd (SEBL) and National Credit and
Commerce Bank Ltd (NCCBL). She was Chairman, Information & Technology (2009-
2010).Under her leadership SMS notification services, computerization of examination and
students registration systems were introduced and restructured ICAB website.
Ms Mahmud serves in prestigious boards working for socio-economic development. She is in

the board of Grameenphone Ltd, Grameen Telecom, Grameen Danone Foods Ltd., Linde
Bangladesh Ltd. She serves in various Boards working for social causes. She is also the
founding board member of ActionAid Bangladesh (AAB), MIDAS, Manusher Jonnyo
Foundation (MJF), Underprivileged Children Education Program (UCEP), Bangladesh, and
in the BRAC International. Ms Mahmud is General Body member, The Institute of
Microfinance. She is serving as Chair, audit committee, Linde Bangladesh Ltd., and also in
the audit committees of AAB, UCEP- Bangladesh, BRAC and BRAC International.
Ms Mahmud was the Chairperson of Acid Survivors Foundation. She was the technical
committee member while setting up Microcredit Regulatory Authority (MRA) and member
of the National Advisory Panel for SME Development of Bangladesh , founding board
member of SME Foundation and was Convenor, SME Women‟s Forum. She was awarded
Begum Rokeya Shining Personality Award 2006 for women‟s empowerment by the
Narikantha Foundation, Bangladesh.
Page 43 of 56
Panel Speakers
Page 44 of 56
Panel Speaker
Suraiya Zannath FCA

Sr. Financial Management Specialist
South Asia Region, The World bank
E 32 Agargaon, Sher-e-Bangla Nagar, Dhaka-1207
Tel: 88-02-8159001 (4312) Fax: 88-02-8159029-30
Email: szannath@worldbank.org
Suraiya Zannath is a distinguished women personality of Bangladesh. She hails from Chittagong
being the daughter of renowned advocate and social worker Late Badiul Alam of Chittagong.
Suraiya completed her schooling with Dr Khastagir with distinction. Thereafter, she joined
Chittagong Commerce College and stood 20th in combined merit list in Higher Secondary School
Certificate Exams held in 1980. She did her Bachelor from Chittagong Commerce College.
After graduation, she joined SF Ahmed and & Co, a leading accounting firm in Bangladesh with
the objective of pursuing a career as a Chartered Accountant and completed it with the unique
distinction of being the first woman to qualify from the Institute of Chartered Accountants of
Bangladesh.
Before joining the World Bank, she initially worked in BRAC as financial analyst‟ and thereafter
as Head of Finance in Save the Children USA. As the Senior Financial Management Specialist
looking after the South Asia Region, she oversees World Bank supported operations primarily in
Bangladesh and other countries in South Asia, focusing on financial management &
accountability, governance and parliamentary oversight issues.
She has been working on donors‟ harmonization agenda to avoid piecemeal efforts and
fragmented approach to development assistance in Bangladesh. She was instrumental for bringing
five donors (DFID, EC, CIDA, Dutch and DANIDA) under a joint agreement for supporting the
Government Bangladesh‟s largest technical assistance on “Strengthening Public Expenditure
Management Program”. Under the program, she has been working with the Parliament to
strengthen the legislative oversight functions in Bangladesh. Her regional responsibility entails a
great deal of travel in and outside the South Asia Region and participation in various international
forums, which helped transferring global knowledge and experience into Bangladesh country
program as well as seven countries in South Asia Region.
Page 45 of 56
Her work on private sector corporate governance includes strengthening accounting and auditing
standards and practice. She assisted the Institute of Chartered Accountants of Bangladesh and
Institute of Cost and Management Accountants of Bangladesh through innovative twining
arrangements with the internationally reputed bodies.
She has presented a number of key note papers covering:
(i) Gender budgeting on seminar conducted by Democracy Watch, Bangladesh ; (ii)
“Promoting Public Private Partnership for improved public sector auditing” on a
high profile workshop conducted by the Institute of Chartered Accountants of
Bangladesh and (iii)
“Enhancing public confidence on financial reporting” in a conference organized by the South
Asia Federation of Accountants in Nepal.
She is also actively involved in various community and social development activities such as
setting up a charitable dispensary, establishing Khan Foundation and JB Trust. She is also
sponsor director of Sajna and Summer palace hotel and restaurant. Various print and electronic
media featured her experience on a wide range of development issues quite prominently. Her
areas of interest include governance and oversight, institutional capacity development and
development issues
Her contribution on a number of fields has been recognized by various organizations.
 Listed in “Who‟s who” amongst female personalities in Bangladesh
 Awarded the prestigious Gold Medal” by the President of Bangladesh in recognition of being
the first female CA and laying down the foundation for more Bangladeshi women to acquire
professional degree.
 Narikantho Foundation award “Shining Women” in the field of Public Finance and
Management
 Award by a Chartered Accountant firm for promoting female professional education and
reducing gender disparity
 Dr Khastagir High School in Chittagong recently felicitated her as one of the leading students
of the school along with other leading female luminaries of Bangladesh.
Suraiya is married and mother of two sons. Her husband Mr. Masud Khan, Finance Director of a
leading multinational Company (Lafarge Surma Cement) is also a leading Chartered Accountant
as well as a Cost and Management Accountant.
Page 46 of 56
Panel Speaker
Akhtar Sanjida Kasem FCA, FCMA

Partner,
A Qasem & Co,
Chartered Accountants ,
Gulshan Pink City (6th floor), Plot # 15, Road No. 103
Gulshan-2, Dhaka-1212
Sanjida possessed a brilliant academic career, having stood First in Commerce Group in the
S.S.C Examinations in 1983, and Second in the Commerce Group in H.S.C Examinations in
the Dhaka Board in 1985. She qualified both CMA and CA final examinations in 1991 at the
age of 23, thereby becoming the youngest professional accountant in the country at that time,
and the first Bangladeshi woman to hold qualifications in both CMA and CA. She is also an
Associate Member of the Association of Certified Fraud Examiners (ACFE), USA.
After qualifying, she served in Coopers & Lybrand, Singapore, one of the then Big 6
accounting firms in the world. Sanjida has been practicing as a Partner of A. Qasem & Co.
(AQC), Chartered Accountants, since June, 1995. Founded in 1953, AQC is the one of the
oldest and largest professional accounting firms in the country.
Sanjida served on various Committees of the ICAB, including the Board of Studies, Articled
Students Committee, Technical and Research Committee and CPDW. She was the Vice
President of ICMAB in 2007. She has presented technical papers in seminars and workshops
in Bangladesh and abroad.
She was honoured by the Daily Prothom Alo as one of six Successful Professional Women
on International Women‟s Day in 2006. She is the Author of "An Executive's Handbook of
Etiquette and Manners", the first book of its kind published in Bangladesh, and her articles
and features have been published in national dailies and magazines, e.g The Daily Star, Kaler
Kantha, Jai Jai Din, Lifestyle etc. She is a Guest Speaker on Manners and Etiquette at Police
Staff College, Bangladesh.
Page 47 of 56
Panel Speaker
Shama Rukh Alam, FCA

Group Finance Director,
Duncan Brothers (Bangladesh) Ltd
Camelia House, 22 Kazi Nazrul Islam Avenue, Dhaka-1000,
(O) +880-2-8619336-8, (R) +880-2-8823559,
(E) shama_alam@duncanbd.com
Mobile: 880-01713-084-494
Shama Rukh Alam is a Chartered Accountant and a Member of the Institute of Chartered
Accountants of Ontario as well as a Fellow of the Institute of Chartered Accountants of
Bangladesh. She did her graduation with Honours in Statistics from the University of Dhaka
in 1973 and her Masters in Applied Mathematics from McGill University, Montreal, Canada.
Later she articled with Arthur Andersen and qualified as a Chartered Accountant in 1982 in
Quebec.
She has over 35 years of professional experience in Accounting, Finance and Management.
In her early professional life she worked in CN Real Estate, Trizec Corporation, Bank of
Montreal and was the Finance Director of Toronto Terminal Three Airport along with duty
free shopping center, Swiss Hotel and a parking facility. She accompanied her husband back
to Bangladesh in 1994.
In Bangladesh, she worked in a pharmaceutical company, now Avantis and a foreign
investment bank before moving to British American Tobacco in a senior management
position. She is currently working with Duncan Brothers Bangladesh as the Group Finance
Director of 12 of its associated companies. Duncan group is the biggest producer of tea in
Bangladesh. She is in the Board of Directors of five of its Bangladesh Companies involved
in warehousing, mineral water bottling and sale, C&F agency as well as in the Board of
United Leasing Company and Eastland Camellia Limited.
She serves in the Board of ALO, a voluntary organisation working to promotec awareness
against drug abuse and is the current treasurer of Rotary Club of Dhaka Mahanagar. She is
also in SAFA and International Affairs Committee and the Continuing Professional
Development Committee of the Institute of Chartered Accountants of Bangladesh.
Page 48 of 56
Panel Speaker
Ratna Dutta. FCA . Phd (Fellow)

Proprietor
Dutta & Co.,
Chartered Accountants,
1701, Sk. Mujib Road, Agrabad, Chittagong,
(M) 01813 236761, (E) rdutta06@yahoo.com
PHD(Fellow) from Finance, Honor‟s and Masters from Accounting (First Class) from
Chittagong University, Qualified as Chartered Accountants in 2006 and got Fellowship in
2011, while record of the working in the profession, served in different Foreign and Local
organization as head of accounts and finance department and entered in practice in the year
2010, now also associates with consultancy on call on different finance related issues of
different corporate groups in Bangladesh, visited different countries including India,
Thailand, China, Singapore and more..
Page 49 of 56
Institute of Chartered Accountants of Bangladesh (ICAB)
List of Female Chartered Accountants
Sl Enroll Name of the Female

Name of the Principal Name of the Firm Present Status
No No Member
Sr. Financial Management
Specialist,
Ms. Suraiya Zannath Khan The World Bank,
1 582 Mr. Syed Fazle Ali FCA S F Ahmed & Co.
FCA E-32 Agargaon, Sher-e-Bangla
Nagar, Dhaka-1207,
szannath@worldbank.org
Managing Director,
Grameen Telecom Trust
House No.7, Road No. 117
Ms. Parveen Mamhmud
2 632 Mr. Syed Fazle Ali FCA S F Ahmed & Co. Gulshan-2, Dhaka-1212
FCA
(R)+880-2-8824144
(M) 01711 548793
(E) parveen@gtctrust.com
Partner,
A Qasem & Co,
Ms. Akhtar Sanjida Kasem Mr. Akhtar Sohel Kasem Chartered Accountants ,
3 643 A Qasem & Co.
FCA FCA Gulshan Pink City (6th floor), Plot #
15, Road No. 103, Gulshan-2,
Dhaka-1212
Finance Director,
Agrabad Hotels Limited,
Ms. Yesmin Sabder Ali Mr. Mainuddin Ahmed
4 649 S F Ahmed & Co. Agrabad Com. Area, Chittagong,
FCA FCA
(O)+880-31-713311-8,
(R) +880-31-616332
Group Finance Director,
Duncan Brothers (Bangladesh)
Ltd, Camelia House, 22 Kazi Nazrul
Ms. Shama Rukh Alam
5 724 Not Applicable Not Applicable Islam Avenue, Dhaka-1000,
FCA
(O) +880-2-8619336-8,
(R) +880-2-8823559,
(E) shama_alam@duncanbd.com
136, Merton High Street, London,
SW19 1BA, UK, (Ph) +020-8543-
6 726 Ms. Susan Rahman ACA Not Applicable Not Applicable
4421, (F) +020-8544-0245,
(E)Susan@rahman.com
C/o. Malek Siddiqui Wali,
9-G, Motijheel Com.Area,
Ms. Seema Halim Siddiqui
7 736 Not Applicable Not Applicable Dhaka-1000,
ACA
(O) +880-2-9560919,
(F)+880-2-7175704,
(E) mmswcbd@hotmail.com
Partner,
MABS & J Partners.,
21 Purana Paltan Line (4th floor),
Dhaka-1000,
Ms. Jeenat Jahan Dipty Mr. Nanda Gopal
8 753 N Chakrabory & Co (O) +880-2-8355469, 8355471,
FCA Chakraborty FCA
(M) 01940 366212,
(F)+880-2-9332936,
(E) jeenat.dipty@yahoo.com,
jeenat_dipty@yahoo.com ,
(W) www.smcabd.com
CFO,
Hald-Nor Credit Union,
1397 Mayors Manor, Oakville,
9 772 Ms. Shahnaz Kashem ACA Mr. Sheikh A Hafiz FCA Rahman Rahman Huq
Ontario L6M 3A6, Canada,
(R) +905-469-6519,
(E) shahnazkashem@hotmail.com
Page 50 of 56
No No Member
Finance Management Director,
Save the Children,
House # CWN (A) 35, Road # 43,
Gulshan-2, Dhaka-1212,
Ms. Syeda Assma Kakoli Mr. M Mosleh Uddin
10 813 Rahman Rahman Huq (O) +880-2-9861690,
FCA FCA
(M) 01755 532480,
(F)+880-2-9886372,
(E)syeda.kakoli@savethechildren.org,
(W) www.savethechildren.org
Partner,
AMAL & LEENA,
Chartered Accountants
Mir Mahbub Mansion (3rd floor),
Ahsan Kamal Sadeq &
11 821 Ms. Leena Razzaque FCA Mr. Badrul Ahsan FCA 304 Sk. Mujib Road, Mistri Para,
Co
Chittagong,
(O) +880-31-724182,
(M) 01715 034024, 01711 424075,
(E) partha@spnetctg.com
Head of Finance
UNDP
Bangladesh Country Office, IDB
Bhaban (12th floor), E/8-A Beguam
Rokeya Sharani, Sher-e-Bangla
Mr. M Obaidur Rahman
12 857 Ms. Nusrat Jahan FCA M M Rahman & Co Nagar, Dhaka-1207,
FCA
(O) +880-2-8118600-6
Ext. 2511-203,
(M) 01713 035709,
(E) nusrat06@gmail.com,
nusrat.jahan_2004@yahoo.com
187 Ashburton Avenue, Essex, 1G3
13 866 Ms. Farzana Hamid ACA Not Applicable Not Applicable 9EN, UK (E)
farzana_hamid@ici.com
Head of Finance
The City Bank Ltd.
136 Gulshan Avenue, Gulshan- 2,
Dhaka-1212,
14 891 Ms. Parul Das FCA Mr. Sheikh A Hafiz FCA Rahman Rahman Huq (O) +880-2-8813 483, 8814375
Ext. 1132,
(M)01714-097769
(E) parul.das@thecitybank.com
Audit Manager
OCTOKHAN, Chartered
Accountants, House No.105 (Level-
15 927 Ms. Zenaida Sethna ACA Not Applicable Not Applicable 4), Northern Road, Baridhara,
DOHS, Dhaka-1212, (O)+880-2-
9892160, (R)+880-2-8821472,
(F)+880-2-9860908
Manager (Accounts & Finance),
Square Cephalosporins Ltd.,
Square Centre, 48 Mohakhali
Mr. Mohd. Rashidul Ahsan Com.Area, Dhaka-1212,
16 979 Ms. Nasrin Akter FCA Ahsan Rashid & Co.
FCA (O) +880-2-8833047-56,
(P) +880-2-8251690,
(F) +880-2-8828768,
(E) nasrin@squaregroup.com
National Consultant
FMRP, C-4, Room No. 221, CGA
Building, Segunbagicha, Dhaka-
Mr.Md.Shahidullah
17 980 Ms. Jhuma Laila ACA M S Patwary & Co 1000,
Patwary FCA
(O) +880-2-9357497,
(R) +880-2-7160339,
(E) jhumalaila@yahoo.com
Page 51 of 56
No No Member
Partner
Aziz Halim Khair Choudhury,
„Baitul Mesbah”, Building No. 2 (3rd &
4th floor) , House No. 79, Road No. 12/A,
Mr. M A Halim Gaznavi Aziz Halim Khair Dhanmondi, Dhaka-1209,
18 985 Ms. Nayma Mehrin FCA (O) +880-2-9137092,
FCA Choudhury
9145017 9672553,
(M) 01613 031010, 01843 444419,
(F) +880-2-9137097,
(E) meherin.nayma@ahkcbd.com,
mahalim@bdcom.net
Proprietor, Dutta & Co.,
1701, Sk. Mujib Road, Agrabad,
19 992 Ms. Ratna Dutta FCA Mr. Anil Baran Das FCA A B Das & Co
Chittagong,
(M) 01813 236761,
(E) rdutta_06@yahoo.com
Consultant –Sr. Audit &
Accounting Specialist- PEDP-3,
Asian Development Bank,
Plot - E-31, Sher-e-Bangla Nagar,
20 1015 Ms. Kishower Amin FCA Mr. Md. Ruhul Amin FCA Ruhul Amin & Co. Dhaka-1207,
(O)+880-2-8156000 to 6016,
(M) 01191 042266,
(F) +880-2-8156018/6019 ,
(E) kishowerca@gmail.com
General Manager, Financial
Compliance, Insurance & Process
Improvement
Finance Division
Mrs. Akhtar Sanjida
21 1031 Ms. Nazmun Nahar FCA A Qasem & Co. Robi Axiata Ltd.
Kasem FCA
53 Gulshan South Avenue, Gulshan-
1, Dhaka-1212, (O) +880-2-
9887146-52, (F) +880-2-9885463,
(E) nazmun97@gmail.com
Partner , Zaman Hoque & Co.,
78 Kakrail (Gr. floor), Dhaka-1000,
Mr. Md. Amjad Hussain
22 1032 Ms. Fouzia Haque FCA Howladar Yunus & Co (O) +880-2-8316657,
FCA
(R) +880-2-9128237,
(M) 01819 496565,
(E) haque.fouzia@gmail.com
Partner, A Qasem & Co.
Chartered Accountants, Pink City
(Level 7), Suites-01-03, Plot # 15,
Mr. Shahid Uddin Ahmed Road # 103, Block-CEN (C),
23 1063 Ms. Maria Howlader FCA Ahmed Shahid & Co.
FCA Gulshan Avenue, Dhaka-1212,
(O) +880-2-8881824-6,
(F) +880-2-8881822,
(E) aria.howlader@aqcbd.com
Partner, A Qasem & Co.
Gulshan Pink City (Level-7),
Plot # 15, Road # 103, Block-
Mr. ABM Luthful Anwar Toha Anwar Rouf &
24 1073 Ms. Afrin Akhter ACA CEN(C), Gulshan Avenue,
FCA Co.
Dhaka-1212,
(O)+880-2-8881824-6,
(F)+880-2-8881822,
(E) afrin.akhter@aqcbd.com
Head of Finance & Company
Secretary,
BRAC EPL,
Stock Brokerage Ltd.,
25 1084 Ms. Suraiya Zerin ACA Mr. Sheikh A Hafiz FCA Rahman Rahman Huq WW Tower (8th floor),
68 Motijheel C/A, Dhaka-1000,
(O) +880-2-9514721-30,
(M) 01715 259675,
(E) zerin_2@yahoo.com
Page 52 of 56
No No Member
Assistant Vice President,
Southeast Bank Ltd,
Merchant Banking Wing, Eunoos
Center (Level - 2), 52-53 Dilkusha
Ms. Farjana Akter Sadi Hoda Vasi Chowdhury
26 1098 Mr. M A Baree FCA Com,Area , Dhaka-1000,
ACA & Co.
(O)+880-2-9571115, 9555466,
(M) 01713 441067,
(F)+880-2-7174274,
farjana@southeastbank.com.bd
House No. 14, Road No. 11,
27 1105 Ms. Farzana Ahmed ACA Not Applicable Not Applicable
Dhanmondi R/A, Dhaka
15 Weld Place, New Southgate,
Ms. Zakia Rashid
28 1136 Not Applicable Not Applicable London N 11 1QZ, UK,
Chowdhury ACA
(Ph) +44-208 3613 823
General Manager (A & F),
Building Material Division (BMD),
Anwar Group of Industries,
Mr. Netai Chand Talukder
29 1150 Ms. Rokeya Khatun ACA A Matin & Co. Baitul Hossain Building (14th floor),
FCA
27 Dilkusha C/A, Dhaka-1000,
(M) 01914 876942,
(E) rokeyaca@yahoo.com
Partner, Snehasish Mahmud &
Co. Chartered Accountants,
House No # 10 (3rd Floor), Road No
30 1152 Ms Zareen Hosein ACA Not Applicable Not Applicable
# 9, Block J Baridhara, Dhaka
(M) 01730 022131,
(E) mahmudz@gmail.com
77, Valley Field Road, London
31 1155 Ms Rasanna Rahman ACA Not Applicable Not Applicable SW16 2HX, UK,
(E) rorahman85@googlemail.com
Flat # B4, 131/1, Jahanara Garden,
Mr. Netai Chand Talukder Green Road, Dhaka-1205,
32 1160 Ms Khadija Yeasmin ACA A Matin & Co.
FCA (M) 01713 453596
(E) khadija0152@yahoo.com
Manager, Shah Cement Industries Ltd.,
13 Dilkusha Com.Area (6th floor),
Ms Khairul Mobasserin Dhaka-1000,
33 1188 Mr. Iftekhar Hossain FCA ACNABIN (O) +880-2-9554025, 9550324,
ACA
(M) 01914 539324,
(E) mobasserin@gmail.com
CFO & Company Secretary,
Golden Harvest Group,
Santa Tower (Level 5, # 501& 502),
34 1206 Ms Rojina Akhter ACA Mr. Syed Fazle Ali FCA S F Ahmed & Co. 186 Gulshan–Tejgaon Link Road,
Dhaka,
(M) 01730 739296,
liza.sfaco@gmail.com
Manager- Financial Compliance
Finance Department,
Save the Children,
Mr. Adeeb Hossain Khan
35 1232 Ms Farzana Firoz ACA Rahman Rahman Huq House # CWN (A) 35, Road # 43,
FCA
Gulshan 2, Dhaka,
(M) 01755574264
(E) farzana.firoz@savethechildren.org
5 Temple Close, Luton, LU2 7XZ, U.K.
(R) 0044 1582 613746,
36 1235 Ms. Nimat Ahmed ACA Not Applicable Not Applicable
(M) 01745 202509,
(E) shaama56@hotmail.com
Manager, Group Finance, Standard
Chartered Bank, Singapore,
Marina Bay Financial Centre Tower
37 1254 Ms. Priyanka Saha ACA Mr. Ashit Baran Saha FCA A B Saha & Co. -1, Level-24, 8 Marina Boulevard,
Singapore 018981,
(Ph) +65 90229043,
(E) priyanka.saha@sc.com
Page 53 of 56
No No Member
Manager-Finance & Accounts,
Energypac Power Genration Ltd.,
Ms. Sharmina Tasneem Hoda Vasi Chowdhury 79 Shahid Tajuddin Ahmed Sharani
38 1267 Mr. Manzoor Alam FCA
ACA & Co. Tejgaon Ind.Area, Dhaka-1208,
(M) 01911 253831, 01749 276393,
(E) sharmina_tasneem@yahoo.com
DGM & Head of Internal Audit,
STS Group,
Mr. Kazi Aminul Huque
39 1277 Ms. Ainur Nahar ACA Rahman Rahman Huq 143 Gulshan 1, Dhaka,
FCA
(M) 01713 276148, 01715 555558,
(E) nahar@stsgroupbd.com
DD-LPD, The Institute of
Chartered Accountants of
Bangladesh (ICAB),
Nurul Faruk Hasan &
40 1306 Ms. Yesmin Hosna ACA Mr. Md. Nurul Haque FCA CA Bhaban 100Kazi Nazrul Islam
Co.
Avenue, Kawran Bazar, Dhaka,
(M) 01610 006232
(E) dd.lpde@icab.org.bd
Ms. Salmaa Khan Mou Mr. Md. Moniruzzaman 10/5 Tolarbag, (1st floor, Left side),
41 1322 ACNABIN
ACA FCA Mirpur-1, Dhaka-1216
Flat 3/F, Diganta-3, 3 Avoy Das

Ms. Mashruna A. Lane, Tikatuli, Dhaka-1203,
42 1336 Mr. Mujibul Huque FCA M Huque & Co.
Chowdhury ACA (M) 01926 255137,
(E) mashruna@yahoo.com
Manager, Hussain Farhad & Co,
Chartered Accountants, House No.
15, Road No. 12, Block-F, Niketon,
Ms. Oishee Labina Hussain Mr. M Farhad Hussain
43 1341 Hussain Farhad & Co. Gulshan-1, Dhaka-1212,
ACA FCA
(O)+880-2-8836015-7,
(M) 01713-001022,
(F)+880-2-8836074
Assistant Vice President (Finance
& Accounts),
Ms. Farhana Mahejabin Mr. ANM Altaf Hussain Prime Finance & Investment Ltd.,
44 1349 Rahman Rahman Huq
ACA Siddiqui FCA 63 Dilkusha Com.Area,Dhaka-1000,
(M) 01912 098360, 01755 543382,
(E) farhana_mahejabin@yahoo.com
Senior Executive, Transcom
Beverage Ltd.,
Plot # 31, Road # 53, Gulshan 2,
Mr. Md. Moahedul Mowla Mowla Mohammad & Dhaka-1212,
45 1356 Ms. Joly Rozario ACA (O)+880-2-8834586, 9862220,
Chowdhury FCA Co.
(M) 01716 497313,
(F) +880-2-8834584,
(E) joli.rozario@boltranscombd.com ,
jolyrozario@yahoo.com
Assistant Manager , Audit &

Ms. Adneen Mourin Advisory Services,
46 1378 Mr. Sheikh A Hafiz FCA Rahman Rahman Huq
Hussain ACA Rahman Rahman Huq,
307/5, Pirerbagh, Road # 01, Jhilpar,

Mirpur, Dhaka-1216,
47 1381 Ms. Ayesha Rahman ACA Mr. ABM Azizuddin FCA ACNABIN
(M) 01918 540728,
(E) steps.bd@gmail.com
Assistant Manager, Finance,

Wartsila Bangladesh Ltd.,
SMC Tower (3rd floor), 33 Kemal
Ataturk Avenue, Banani,
48 1384 Ms. Nadia Zaman ACA Mr. M Moslehuddin FCA Rahman Rahman Huq Dhaka-1213,
(O)+880-2-8836977 Ext. 127,
(M) 01755 594411,
(F) +880-2-8836978,
(E) nadia.zaman@wartsila.com
Page 54 of 56
No No Member
Manager, Hussain Farhad & Co.,
House No. 15, Road No. 12, Block-
Ms. Esha Nabila Hussain Mr. M Farhad Hussain F, Niketon, Gulshan-1, Dhaka-1212,
49 1397 Hussain Farhad & Co.
ACA FCA (O) 01911 353600,
(M) 01756 710954,
(F) +880-2-8836074,
(E) mfarhadfca@dhaka.net
64 st. Davids Square London, E14
50 1407 Ms. Tania Rahman ACA Not Applicable Not Applicable 3WB, UK
(E) Tania_x_rahman@yahoo.co.uk
Director ,
S F Ahmed & Co.,
51 1413 Ms. Shayema Akter ACA Mr. Syed Fazle Ali FCA S F Ahmed & Co. House # 25, Road # 13A, Block-D,
Banani, Dhaka-1213,
(M) 01713 078593,
(E) shayema.akter@gmail.com
18/26/6, Suklal Das Lane, Sutrapur,
Zoha Zamah Kabir
52 1424 Ms. Aisha Siddiqua ACA Mr. Harun ur Rashid FCA Dhaka-1100,
Rashid & Co.
(M) 01913 624647
Deputy Manager, Runner Group,
138/A, Tejgaon I/A, Dhaka-1208,
Toha Anwar Rouf &
53 1445 Ms. Feroza Azim ACA Mr. M M Abdur Rouf FCA (M) 01814 660025,
Co.
(E) fazimabcd@gmail.com
Manager, A Qasem & Co.,

Chartered Accountants , Gulshan
Pink City, Suites # 01-03, Level-7,
Mr. Akhtar Sohel Kasem
54 1448 Ms. Salma Begum ACA A Qasem & Co. Plot # 15, Road # 103, Block-CEN
FCA
(C), Gulshan Avenue, Dhaka-1212,
(M) 01817 045860,
(E) Salma.sb@yahoo.com
Executive Officer, The City Bank
Ltd., 1 Darus Salam Road , Mirpur-
Hoda Vasi Chowdhury
55 1452 Ms. Asma Akhter ACA Mr. M A Baree FCA 1, Dhaka,
& Co.
(M) 01199-081000
(E) asma_hvc@yahoo.com
Manager (Audit & Consultancy),
Zaman Hoque & Co.,
Mr. AS Manjurul Hoque
56 1459 Ms. Evana Hoque ACA Zaman Hoque & Co. Chartered Accountants,
FCA
78 Kakrail, Dhaka-1000,
(E) evana.hoque212@gmail.com
House # 23, Road # 6/A, Sector # 5,
Mr. Adeeb Hossain Khan
57 1484 Ms. Anika Sultana ACA Rahman Rahman Huq Uttara, Dhaka-1230 ,
FCA
(E) anika.sultana@smc-bd.org
Head of Accounts, NEC
Corporation,
Dhaka Branch, Doreen Tower (6th
Ms. Hasina Deen Rizvi Mr. HM Abul Kalam Azad
58 1487 AK Azad & Co. floor), Gulshan North Avenue ,
ACA FCA
Gulshan-2, Dhaka-1212,
(M) 01713-363457,
(E) hasinarizvi@gmail.com
Assistant Manager (A&F), MBM
Group, Mirpur-13, Dhaka-1216,
59 1490 Ms. Farhana Islam ACA Mr. ABM Azizuddin FCA ACNABIN
(M) 01935 922966,
(E) farhana.islam@mbmdhaka.com
Senior Officer, One Bank Ltd.,
2/F, HRC Bhaban, 46 Kawran Bazar
Mr. Md. Mostafizur Rahman Mostafa Alam
60 1494 Ms. Romana Ahmed ACA C/A, Dhaka-1215,
Rahman FCA & Co.
(M) 01711 128531,
(E) romana_ahmed24@yahoo.com
Page 55 of 56
No No Member
In Charge (Accounts),
Abul Khair Steel Melting Ltd.,
Mr. Quamrul Ahsan Quamrul Ahsan
61 1502 Ms. Tahmina Akter ACA Abul Khair Group,
Chowdhury FCA Chowdhury & Co.
BP Road, Pahartoli, Chittagong,
(M) 01619-952633
House # 13, Lane # 4, Road # 2,
Block-K, Halishahor Hhousing
Mr. Mr. M Moslehuddin
62 1507 Ms. Nasreen Ahmad ACA Rahman Rahman Huq Estate, Chittagong,
FCA
(M) 01199-243306,
(E) nasreenahmad12@yahoo.com
Senior Manager – Finance
Community Development Centre
(CODEC)
Plot # 2, , Road # 2 Haji Jafor Ali
Mr. M. Mosleh Uddin
63 1514 Ms. Naznin Sultana ACA Rahman Rahman Huq Road Lakevalley R/A, Foy‟s Lake
FCA
Khulshi, Chittagong
(O) +880-31-2566746, 2566747
(M) 01674 785894
(E) nazninsltn@gmail.com
Senior Executive Officer,
Prime Bank Ltd, Financial
Mr. A N Altaf Hussain Administrator (FAD)
64 1540 Ms. Farjana Yeasmin ACA Rahman Rahman Huq Adamjee Court Bhaban (9th floor)
Siddiqui FCA
119-120 motijheel Com.Area,
(M) 01816825564,
(E) farjana.yesmin@primebank.com.bd
Manager,
Mostafa Group of Industries,
Mr. Kamran Idris Mostafa Centre 1102/A, Agrabad
65 1554 Ms. Rubiya Akter ACA A Qasem & Co.
Choudhury FCA C/A, Chittagong,
(O) +880-3-2530001-10
( E) rubiya@mostafagroup.com
Assistant Manager Internal Audit,
Mr. Adeeb Hossain Khan Unilever Bangladesh Ltd, ZN
66 1556 Ms. Sabiha Yeasmin ACA Rahman Rahman Huq
FCA Tower, Plot # 2, Road # 8, Gulshan
1, Dhaka, (M) 01670 039180
Chief Acountant,
Foster Wheeler ( Thailand) Ltd,
Mr. Adeeb Hossain Khan House # 94, Road # 5, Gulshan 2,
67 1563 Ms. Tamara Hussain ACA Rahman Rahman Huq
FCA Dhaka 1212,
(M) 01727 330373,
(E) tamara-hussain@faruk.fwc.com
Deputy Manager
Ms. Moon Rani Das ACA
Mr. M M Abdur Rouf FCA Toha Anwar Rouf & United Insurance Company Limited,
68 1573
Co, Camellia House, 22 Kazi Nazrul
Islam Avenue, Dhaka
Assistant Manager
Rahman Rahman Huq,
Mr. Sheikh A. Hafiz FCA
69 1574 Ms. Sadia Ahmed ACA Rahman Rahman Huq Chartered Accountants
9 Mohakhali Com. Area (11th &
12th Floors), Dhaka 1212
Chief Accountant
Foster Wheeler (Thailand) Limited,
Ms. Ireen Khan Tamanna Bangladesh Branch,
70 1585 & Rahman Rahman Huq
ACA 4/C, Flints Bailly Heights,
Mr. ANAH Siddqui FCA
House # 5/A, Road # 94, Gulshan-2,
Dhaka-1212
Assistant Manager
Ms. Kazi Munmun Ahmed Rahman Rahman Huq,
71 1597 & Rahman Rahman Huq
ACA Chartered Accountants
Mr. Ali Ashfaq FCA
9 Mohakhali C/A, Dhaka-1212
Page 56 of 56

1 Seminar 08 03 2014 PDF

Hochgeladen von

Dokumentinformationen

Originaltitel

Copyright

Verfügbare Formate

Dieses Dokument teilen

Dokument teilen oder einbetten

Freigabeoptionen

Stufen Sie dieses Dokument als nützlich ein?

Sind diese Inhalte unangemessen?

Copyright:

Verfügbare Formate

1 Seminar 08 03 2014 PDF

Hochgeladen von

Copyright:

Verfügbare Formate

Members’ Conference

Cracking the glass ceiling: An exploration of gender equity in the

Javed Siddiqui, PhD

The Institute of Chartered Accountants of Bangladesh

About the Author 6

3. Results and discussion 17

4. Findings and recommendations 30

Profile of Session Chairman 42

Profile of Panel Speakers 44

List of Female Chartered Accountants 50

March 08, 2014 Parveen Mahmud, FCA

Javed Siddiqui, PhD

Dr Javed Siddiqui joined Manchester Business School, University of Manchester, UK in

 Female respondents display significantly higher levels of commitment towards their

 Our results indicate no significant difference in responses of male and female

 Female auditors found it significantly more difficult to secure access to client

 Female members of the profession have identified problems in commuting to

 Audit firms should be encouraged to provide a more conducive environment for

RQ 1: Does a significant gender gap exist in the chartered accountancy profession in

Female presence in the accountancy profession in Bangladesh

1989 Landmark 1: First female member admitted to ICAB

Male Female Sig (t-test) M-W

Table 2: Work experience, working hours, and career aspiration scores

Sig (t- Sig (M-W

Table 3: Personal attributes

Sig (t- Sig (M-W

Supply side factors

Table 4: Supply side factors affecting attainment of CA qualification

Demand side factors

Table 5: Demand side factors (Likert score)

Sig (t- Sig (M-

Myth 1: Females lacked determination, self-motivation, and self-dependence

Table 6: Personal attribute ranks

Sensitivity tests: has female perception changed over the years?

o the compulsory provision for increase in number of female article students

o Imposition of 15% quota of scholarship of ICAB for female students.

o The Quality Assurance departmentwhether a firm has facilities conducive for

o In case of pregnancy, the students are allowed exemptions from attending

o Any complaints from female students regarding work environments are

 Commuting to client premises has remained problematic

 The subsample of newly qualified auditors demonstrate lower commitment toward

4. Principal findings and recommendations

 Does a significant gender gap exist in the chartered accountancy profession in

 Have perceptions of female members regarding working conditions within the

The principal findings are as follows are presented next.

 Female respondents display significantly higher levels of commitment towards their

 Female auditors found it significantly more difficult to secure access to client

 Female members of the profession have identified problems in commuting to

 Commuting to client premises has remained problematic

 The subsample of newly qualified auditors demonstrate lower commitment toward

o The number of female student intake each year (proportion of male-female

o Number of female partners in audit firms

o Number of female members in key positions

o A comparison of average salary paid to male and female members of the

 Audit firms should be encouraged to provide a more conducive environment for

 ICAB should play a more proactive role in presenting chartered accountancy as a

Siddiqui, J. (2010). Development of Corporate Governance Regulations: The Case of an

UNICEF (2013).Women and girls in Bangladesh.Factsheet, United Nations Children‟s

UnnayanOnneshan (2011). Gender inequality in Bangladesh, Dhaka.

EXPLAINING GENDER INEQUITY IN THE BANGLADESHI

 Age (years, as in October, 2013)

 Level of mentor support received in 1 2 3 4 5

 Do you think taking care of other 1 2 3 4 5