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The future will be different.  Organisations won’t attract, nurture or retain their finance leaders in the same way as before.

Why is this research important?

High speed innovation and pace of change have created a ‘new normal’. And with drivers like globalisation and digitisation influencing the future, the opportunities for the accountancy profession are greater than ever to help promote global economic growth and prosperity.

What is the view of the next generation?

This survey suggests that the younger generation in the accountancy profession (those aged 18-36 years) are well equipped to deal with change driven by technology and globalisation. They have a global outlook, often expect to work in another country in their next role or at some time in their careers. They are technologically savvy and unafraid of technology. They want work-life balance and variety of experiences and they’ll switch jobs quickly to get what they want from their careers.

And because their mobility aspirations will put pressure on engagement and retention, the employer-employee proposition will be increasingly redefined.

Histogram (vertical bar charts) showing the barriers to career progression. Data as follows Lack of capacity/available roles 37%, no transparent career paths 33%, insufficient reward 29%, organisational cultural challenges/barriers 27%, insufficient training and learning opportunities 27%

How will they change the profession?

The career goals and ambitions of the youngest generation will impact the profession on a number of dimensions. Changing ways of working are driving a change in talent priorities. The ’job for life’ no longer applies. The profession is entering a new age of collaboration between smart tools and smart people.

Further reading