International Women’s Day 2025: Rewriting the Narrative

Rewriting the Narrative for Women in Accountancy with Regional Managing Partner, Marie Pegram from TC East (our letchworth, cambridge & huntingdon offices), for international women’s day.

For years, women in accountancy—and many other industries—have been navigating outdated narratives about where we belong, what we’re capable of, and how we should show up in the workplace.

The idea that leadership is a role for men.

That we have to prove ourselves more to earn a seat at the table.

That we should wait until we’re 100% ready before stepping up for an opportunity.

But here’s the thing—we’re rewriting the narrative, but there’s still so much more we can do! The way we work, lead, and succeed is changing—and we need to keep pushing forward.

Progress in Gender Equality in Accountancy

The accounting profession has evolved, and I’m proud to say that at TC East, we’re making real strides toward gender balance. Our team is approximately 50:50 men to women, and our policies around flexible working, hybrid working and enhanced maternity leave have created an environment where women can thrive in their careers without sacrificing their personal lives.

But there’s still a clear gap at the top. Currently, only 2 out of 8 Partners at TC East are women (myself included), and across TC Group, just 4 out of 20 senior leadership positions are held by women – reflecting an industry-wide reality where women remain massively underrepresented in senior leadership roles.

So, how do we change that?

Challenging the Barriers That Still Exist

Despite the progress, the old narratives still creep in. Some are obvious, while others are more subtle—but they all contribute to slowing down the pace of change.

Outdated Expectations Around Career & Family

Women are still too often seen as the default caregivers, expected to sacrifice career opportunities for family responsibilities.

It’s not uncommon to hear things like:

“I’d love to promote her, but I’m not sure she’d want the extra responsibility with young kids.”
“She’s brilliant, but she might struggle with the travel commitment.”

These assumptions—often made without any real conversation—can hold women back from leadership roles before they even get the chance to decide for themselves.

And let’s be clear—networking events shouldn’t always be scheduled in the evenings, and career growth shouldn’t depend on who’s able to stay late the most. We need to create opportunities that work for everyone.

The Pressure to Prove Ourselves More

Many women feel they have to work harder, deliver more, and say yes to everything just to be seen as equals in the workplace.

The expectation that we need to “prove” our leadership potential more than our male counterparts isn’t just unfair—it’s exhausting.

The reality? Hard work should speak for itself, not be a test of worthiness.

The Confidence Gap & Imposter Syndrome

One of the biggest hidden barriers for women in leadership is the self-doubt that holds so many back.

We often hear:

“I don’t feel ready for that promotion.”
“I’m not sure I’m qualified enough to take on that project.”
“I’ll wait until I’ve built more experience before I put myself forward.”

The truth? You will never feel 100% ready. And the longer we wait for that moment, the more opportunities we let pass us by.

I’ve experienced imposter syndrome many times—whether in boardrooms, client meetings, or leadership discussions. But I’ve come to realise that confidence isn’t about never feeling self-doubt—it’s about not letting it stop you.

Confidence isn’t something you’re born with; it’s something you build. It grows every time you step up, take action, and push through discomfort, even when that voice in your head tells you otherwise. You don’t wake up one day suddenly feeling self-assured—you gain confidence through experience, through proving to yourself that you can do hard things. And the more you push forward, the more you realise you were capable all along.

My Role as Regional Managing Partner: Driving Change at TC Group

Stepping into my new role as Regional Managing Partner gives me an even bigger platform to drive meaningful change—not just in TC East, but across TC Group as a whole.

We’ve made strides in gender inclusivity, but progress doesn’t stop here. There are still barriers to break, opportunities to create, and outdated mindsets to challenge. From my perspective, there are three key areas where we can accelerate change and truly level the playing field.

Creating More Pathways to Leadership

We can’t expect more women to step into senior roles if the path to leadership isn’t clear, visible, and accessible.

We need to actively support development. Career progression doesn’t happen by chance—it happens when businesses intentionally create opportunities for high-potential individuals.
Strong mentorship & sponsorship matter. It’s not enough to say, “Women should put themselves forward more.” They need real advocates—people who open doors, push them forward, and ensure they’re considered for leadership roles.
Visibility is key. If women don’t see others like them in senior positions, they’re less likely to see themselves there. We need to highlight, support, and elevate female talent—because leadership shouldn’t feel out of reach.

The goal isn’t to “fix” women to fit outdated leadership models—it’s about adapting leadership to recognise different strengths, styles, and approaches.

Rethinking Flexibility & Career Progression

True flexibility isn’t just about working from home one day a week—it’s about creating a culture where life outside of work is valued, not penalised.

We need to move away from outdated notions that:

Long hours = commitment. Productivity and impact matter more than who stays the latest.
Career progression has to follow a rigid timeline. Not everyone’s career follows a straight, uninterrupted path—and that shouldn’t be a disadvantage.
Flexibility is a perk, not a necessity. The ability to balance career and personal life shouldn’t be seen as “lucky”—it should be the norm.

If businesses want to retain top talent, they need to design career progression models that work for real life—not just for those who can conform to outdated standards.

Raising Visibility & Breaking Stereotypes

Leadership isn’t one-size-fits-all, but the stereotypes of what a leader should look and sound like still persist.

Encourage more women to step forward. Women shouldn’t feel like they need to be “invited” to contribute at a senior level—they should feel empowered to take their place.
Showcase success stories. When we highlight female leadership—in firms, at events, in decision-making rooms—we make it easier for the next generation to see what’s possible.
Challenge outdated ideas about leadership. A great leader isn’t necessarily the loudest in the room. We need to value different leadership styles—strategic, collaborative, thoughtful—as much as we do the traditional, outspoken approach.

Representation goes beyond diversity, creating an environment where different voices are truly heard, valued, and acted upon.

What Can We All Do to Keep Moving Forward?

Creating a more inclusive profession isn’t down to one person, one company, or one initiative—it’s a collective effort. Leaders need to challenge outdated assumptions, asking instead of assuming, advocating instead of overlooking, and actively removing unnecessary barriers. Businesses must take meaningful action to create real opportunities. A strong pipeline of female talent isn’t enough—potential needs to translate into leadership positions through structured development, mentorship, and sponsorship. Women also need to back themselves more. There’s no need to wait for permission to be in the room—if you’re there, you belong.

Progress doesn’t happen on its own; it requires action, commitment, and an industry-wide mindset shift.

Driving the Change Forward

International Women’s Day should be more than a date in the diary. It’s not a photo opportunity, a hashtag or a once-a-year conversation—it’s a reminder of the work that still needs to be done. True progress happens when we move beyond words and take meaningful action to challenge outdated expectations, remove barriers, and create real opportunities for women to succeed.

Businesses need to build workplaces where talent is valued based on ability, not outdated traditions. It requires questioning assumptions, challenging bias, and embedding inclusivity into everyday decisions—not just when it’s trending.

Change doesn’t happen overnight, and there’s still work to do. But if we stay consistent, take action, and refuse to let progress stall, we create a future where gender equality in our industry is no longer an ambition—it’s the norm.

Written by Marie Pegram

Want to read more?

Visit our other IWD 2025 blogs below from Tracy Grazioli and Laura Hughes.

Conversations with Tracy Grazioli

Conversations with Laura Hughes

To read more about this year’s International Women’s Day theme, click on the link here.