Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
on
By
Javed Siddiqui, PhD
University of Manchester, UK
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Contents
Foreword
Page
4
Acknowledgements
Executive summary
1. Introduction
11
2. Research approach
14
17
30
References
36
Annexure
37
42
44
50
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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 Womens 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.
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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.
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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 ICABs membership pattern over a 42 year
period (1972-20) is analysed. In addition, an extensive review of prior literature is undertaken
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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 nonrespondents.
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.
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chartered accountant, the cost involved, ICABs 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.
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.
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.
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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.
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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).
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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, selfreliant, 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
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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).
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2.
For the purpose of this study, a mixed methods approach is adopted, combining an analysis of
archival and survey data. Archival data regarding ICABs 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 nonsignificant 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 ICABs
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
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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:
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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 clients 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.
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3.
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.
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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
ICABs 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 ICABs membership.
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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-
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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
1995
2007
2008
2011
2013
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 wroteI 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.
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Female
Sig (t-test)
M-W
4.462
2.846
0.002***
0.003
3.571
2.462
0.041**
0.024
4.286
2.692
0.003***
0.007
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
Bangladeshs 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
Male
Female
Sig (ttest)
9.510
47.786
3.923
4.960
48.923
4.769
0.070*
0.711
0.012**
Sig (M-W
test)
0.024
0.510
0.003
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 recenthence, a significantly high number of female chartered accountants would be in early stages
of the careers, and have lesser work experience.
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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
Male
Female
Sig (ttest)
Sig (M-W
test)
Self confidence
Decisiveness
Desire for responsibility
1.500
1.714
1.643
1.538
2.462
1.385
0.890
0.059*
0.537
0.710
0.034
0.930
Competitiveness
Work-life balance
Leadership abilities
Ability to handle pressure
1.643
2.071
1.643
1.643
1.769
2.385
1.615
1.538
0.714
0.504
0.926
0.767
0.410
0.739
0.626
0.891
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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
Male
Family obligations
Finding place in an audit firm
ICABs examination system
The costs involved during the articleship period
The length of time it takes to qualify
The working environment within your firm
2.429
3.071
2.857
2.429
2.357
2.000
0.840
0.077*
0.650
0.572
0.521
0.171
Sig
(M-W
test)
0.801
0.024
0.549
0.670
0.432
0.249
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, ICABs 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
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client records, securing access to client personnel, and the working environment in clients
premises. Table 5 presents the results for the demand-side factors.
Table 5: Demand side factors (Likert score)
Male
Communicating with clients
Securing access to client records
Securing access to client personnel
The working environment in clients office
4.154
3.308
3.462
3.538
Female
3.286
3.286
2.714
2.714
Sig (ttest)
0.020**
0.954
0.040**
0.079*
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 clients 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 clients 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
Female
Competitiveness
Decisiveness
Desire for responsibility
Leadership abilities
Self confidence
Work-life balance
2
6
4
3
1
7
5
3
4
7
2
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 selfconfidence, 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
Female
Family obligations
Finding place in an audit firm
ICABs examination system
The costs involved in supporting yourself during the article
4
6
5
2
1
3
ship period
The length of time it takes to qualify
The working environment within your firm
3
2
1
6
5
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, ICABs 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 womens 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
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 committees 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 professiono 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
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
The sub-sample of female auditors with less than ten years of post-qualification
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.
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 (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
What factors explain the lower presence of females in the accountancy profession in
Bangladesh?
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 selfconfidence to be their most important trait, followed by competitiveness, leadership
abilities, desire for responsibility, ability to handle pressure, decisiveness, and worklife 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.
Page 31 of 56
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, ICABs 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.
Page 32 of 56
The sub-sample of female auditors with less than ten years of post-qualification
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.
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 (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
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 professiono 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
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.
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.
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. 297312.
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. 287297.
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. 6576.
Siddiqui, J. (2010). Development of Corporate Governance Regulations: The Case of an
Emerging Economy. Journal of Business Ethics 91, no. 2.
Siddiqui, J. (2011). IFACs 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 Childrens
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
Page 37 of 56
Family responsibilities
Self confidence
Competitiveness
Decisiveness
Leadership abilities
Work-life balance
most senior)
Family obligations
Transportation
partners <5)
In the corporate sector
Page 39 of 56
Past education
Communication skills
Family background
Communication skills
Family background
Page 40 of 56
What are the potential problems for females to take up Chartered Accountancy
as a career? (1=very important)
Family obligations
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?
Page 41 of 56
Session Chairman
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 (20092010).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 Womens Forum. She was awarded
Begum Rokeya Shining Personality Award 2006 for womens empowerment by the
Narikantha Foundation, Bangladesh.
Page 43 of 56
Panel Speakers
Page 44 of 56
Panel Speaker
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.
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
Page 47 of 56
Panel Speaker
Page 48 of 56
Panel Speaker
Page 49 of 56
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772
Page 50 of 56
Present Status
Sr. Financial Management
Specialist,
The World Bank,
E-32 Agargaon, Sher-e-Bangla
Nagar, Dhaka-1207,
szannath@worldbank.org
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
Partner,
A Qasem & Co,
Chartered Accountants ,
Gulshan Pink City (6th floor), Plot #
15, Road No. 103, Gulshan-2,
Dhaka-1212
Finance Director,
Agrabad Hotels Limited,
Agrabad Com. Area, Chittagong,
(O)+880-31-713311-8,
(R) +880-31-616332
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
136, Merton High Street, London,
SW19 1BA, UK, (Ph) +020-85434421, (F) +020-8544-0245,
(E)Susan@rahman.com
C/o. Malek Siddiqui Wali,
Chartered Accountants,
9-G, Motijheel Com.Area,
Dhaka-1000,
(O) +880-2-9560919,
(F)+880-2-7175704,
(E) mmswcbd@hotmail.com
Partner,
MABS & J Partners.,
Chartered Accountants,
21 Purana Paltan Line (4th floor),
Dhaka-1000,
(O) +880-2-8355469, 8355471,
(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,
Ontario L6M 3A6, Canada,
(R) +905-469-6519,
(E) shahnazkashem@hotmail.com
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Finance Management Director,
Save the Children,
House # CWN (A) 35, Road # 43,
Gulshan-2, Dhaka-1212,
(O) +880-2-9861690,
(M) 01755 532480,
(F)+880-2-9886372,
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Partner,
AMAL & LEENA,
Chartered Accountants
Mir Mahbub Mansion (3rd floor),
304 Sk. Mujib Road, Mistri Para,
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
Nagar, Dhaka-1207,
(O) +880-2-8118600-6
Ext. 2511-203,
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nusrat.jahan_2004@yahoo.com
187 Ashburton Avenue, Essex, 1G3
9EN, UK (E)
farzana_hamid@ici.com
Head of Finance
The City Bank Ltd.
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Mr.Md.Shahidullah
Patwary FCA
M S Patwary & Co
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Present Status
Partner
Aziz Halim Khair Choudhury,
Chartered Accountants,
Baitul Mesbah, Building No. 2 (3rd &
4th floor) , House No. 79, Road No. 12/A,
Dhanmondi, Dhaka-1209,
(O) +880-2-9137092,
9145017 9672553,
(M) 01613 031010, 01843 444419,
(F) +880-2-9137097,
(E) meherin.nayma@ahkcbd.com,
mahalim@bdcom.net
Proprietor, Dutta & Co.,
Chartered Accountants,
1701, Sk. Mujib Road, Agrabad,
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,
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
Robi Axiata Ltd.
53 Gulshan South Avenue, Gulshan1, Dhaka-1212, (O) +880-29887146-52, (F) +880-2-9885463,
(E) nazmun97@gmail.com
Partner , Zaman Hoque & Co.,
Chartered Accountants,
78 Kakrail (Gr. floor), Dhaka-1000,
(O) +880-2-8316657,
(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,
Road # 103, Block-CEN (C),
Gulshan Avenue, Dhaka-1212,
(O) +880-2-8881824-6,
(F) +880-2-8881822,
(E) aria.howlader@aqcbd.com
Partner, A Qasem & Co.
Chartered Accountants,
Gulshan Pink City (Level-7),
Plot # 15, Road # 103, BlockCEN(C), Gulshan Avenue,
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.,
WW Tower (8th floor),
68 Motijheel C/A, Dhaka-1000,
(O) +880-2-9514721-30,
(M) 01715 259675,
(E) zerin_2@yahoo.com
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ACA
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41
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Ms. Mashruna A.
Chowdhury ACA
43
1341
44
1349
45
1356
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Manager-Finance & Accounts,
Energypac Power Genration Ltd.,
79 Shahid Tajuddin Ahmed Sharani
Tejgaon Ind.Area, Dhaka-1208,
(M) 01911 253831, 01749 276393,
(E) sharmina_tasneem@yahoo.com
DGM & Head of Internal Audit,
STS Group,
143 Gulshan 1, Dhaka,
(M) 01713 276148, 01715 555558,
(E) nahar@stsgroupbd.com
DD-LPD, The Institute of
Chartered Accountants of
Bangladesh (ICAB),
CA Bhaban 100Kazi Nazrul Islam
Avenue, Kawran Bazar, Dhaka,
(M) 01610 006232
(E) dd.lpde@icab.org.bd
10/5 Tolarbag, (1st floor, Left side),
Mirpur-1, Dhaka-1216
Flat 3/F, Diganta-3, 3 Avoy Das
Lane, Tikatuli, Dhaka-1203,
(M) 01926 255137,
(E) mashruna@yahoo.com
Manager, Hussain Farhad & Co,
Chartered Accountants, House No.
15, Road No. 12, Block-F, Niketon,
Gulshan-1, Dhaka-1212,
(O)+880-2-8836015-7,
(M) 01713-001022,
(F)+880-2-8836074
Assistant Vice President (Finance
& Accounts),
Prime Finance & Investment Ltd.,
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,
Dhaka-1212,
(O)+880-2-8834586, 9862220,
(M) 01716 497313,
(F) +880-2-8834584,
(E) joli.rozario@boltranscombd.com ,
jolyrozario@yahoo.com
46
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47
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48
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ACNABIN
Sl
No
Enroll
No
Present Status
49
1397
50
1407
Not Applicable
Not Applicable
51
1413
Director ,
S F Ahmed & Co.,
Chartered Accountants,
House # 25, Road # 13A, Block-D,
Banani, Dhaka-1213,
(M) 01713 078593,
(E) shayema.akter@gmail.com
52
1424
53
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54
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55
1452
56
1459
57
1484
58
1487
59
1490
ACNABIN
60
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Page 55 of 56
Sl
No
Enroll
No
61
1502
Quamrul Ahsan
Chowdhury & Co.
62
1507
63
1514
64
1540
Present Status
In Charge (Accounts),
Abul Khair Steel Melting Ltd.,
Abul Khair Group,
BP Road, Pahartoli, Chittagong,
(M) 01619-952633
House # 13, Lane # 4, Road # 2,
Block-K, Halishahor Hhousing
Estate, Chittagong,
(M) 01199-243306,
(E) nasreenahmad12@yahoo.com
Senior Manager Finance
Community Development Centre
(CODEC)
Plot # 2, , Road # 2 Haji Jafor Ali
Road Lakevalley R/A, Foys Lake
Khulshi, Chittagong
(O) +880-31-2566746, 2566747
(M) 01674 785894
(E) nazninsltn@gmail.com
Senior Executive Officer,
Prime Bank Ltd, Financial
Administrator (FAD)
Adamjee Court Bhaban (9th floor)
119-120 motijheel Com.Area,
(M) 01816825564,
(E) farjana.yesmin@primebank.com.bd
65
66
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1556
67
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68
1573
Manager,
Mostafa Group of Industries,
Mostafa Centre 1102/A, Agrabad
C/A, Chittagong,
(O) +880-3-2530001-10
( E) rubiya@mostafagroup.com
Chief Acountant,
Foster Wheeler ( Thailand) Ltd,
House # 94, Road # 5, Gulshan 2,
Dhaka 1212,
(M) 01727 330373,
(E) tamara-hussain@faruk.fwc.com
Deputy Manager
United Insurance Company Limited,
Camellia House, 22 Kazi Nazrul
Islam Avenue, Dhaka
69
1574
70
1585
71
1597
Page 56 of 56
Assistant Manager
Rahman Rahman Huq,
Chartered Accountants
9 Mohakhali Com. Area (11th &
12th Floors), Dhaka 1212
Chief Accountant
Foster Wheeler (Thailand) Limited,
Bangladesh Branch,
4/C, Flints Bailly Heights,
House # 5/A, Road # 94, Gulshan-2,
Dhaka-1212
Assistant Manager
Rahman Rahman Huq,
Chartered Accountants
9 Mohakhali C/A, Dhaka-1212