Governments should grasp gender-responsive budgeting as an opportunity to address systemic gender disparities
Gender-responsive budgeting (GRB) should be seen by policymakers and governments as a key tool for driving inclusive growth and systemic change. In new research, Gender-responsive budgeting: unlocking the potential, global accountancy body ACCA draws on the experience of professional accountants and leaders across Eastern Europe, Eurasia and the Middle East.
Joe Fitzsimons, senior manager, Policy and insights, ACCA, said: 'This report offers critical insights into the strategies and tools that facilitate the effective adoption of GRB across government agencies and state-owned organisations. Accountants have a vital role in the application of GRB using their skills and knowledge of data analysis, budgetary techniques and policy advocacy. They can also monitor and evaluate the effectiveness of GRB implementation. Governments are increasingly turning to GRB as they pursue more equitable and just societies.'
The Middle East Institute has recommended that the full participation of women on national adoption plans represents a key opportunity to develop gender-response policies and actions.
Kush Ahuja, Head of Middle East and Eurasia, ACCA, said: 'At ACCA we demonstrate the profession's ability to lead in addressing the world's more pressing issues. We look forward to working with government, policymakers, business and other stakeholders to see how GRB can be adopted as a force for good in the region.'
The report recommends policy makers adopt the following to move towards implementing GRB:
Build institutional capacity and awareness
Strengthen data collection and analysis
Learn from best practice and benchmark against peers
Establish inter-ministerial collaboration and partnerships
Champion gender-balanced leadership and decision-making.
Jessica Bingham, Global Sustainability Lead – Strategy, ACCA, said: 'Incorporating gender considerations into budgetary processes enables governments to ensure that resources are allocated in a way that meets the diverse needs of all. This in turn promotes fairness but also lays the foundations required for sustainable economic growth and social inclusion. Policymakers have an opportunity to embrace GRB and ensure it is a fundamental component of their strategies creating a more equitable future for all.'
Read the report here.
Try Our AI Features
Explore what Daily8 AI can do for you:
Comments
No comments yet...
Related Articles
Mid East Info
13-05-2025
- Mid East Info
Entrepreneurial ambition and hybrid frustration fuel talent crunch in Middle East finance sector - Middle East Business News and Information
Over two-thirds (68%) of finance professionals surveyed in the Middle East as part of the Association of Chartered Certified Accountants (ACCA)'s Global Talent Trends 2025 study say they aspire to become entrepreneurs – well above the global average of 52% – as regional dissatisfaction with salary and lack of workplace flexibility intensifies. ACCA's (the Association of Chartered Certified Accountants) latest annual Global Talent Trends Survey 2025 alerts employers to changing perspectives among accountancy and finance professionals, providing a unique view of how people feel about their life at work and future career aspirations. Now in its third year, this is the largest annual talent survey of accountancy and finance professionals across the world. Over 10,000 individuals from 175 countries responded to our survey on issues ranging from career ambitions, hybrid working and inclusivity practices to upskilling, mental health and employability issues. The Middle East findings point to a workplace under pressure – with a looming talent crunch, high turnover expectations, and calls for more inclusive, flexible and supportive environments. This year's emerging key themes for the Middle East are as follows: Entrepreneurial ambition is high. 68% of respondents in the region say they have ambitions to start their own business, compared to 52% globally. This is especially strong among those in leadership roles (79%) and middle management (73%). Employability confidence is strong – and turnover risk is high. 83% expect to change roles within the next two years – the highest figure globally. More than half (55%) say they plan to move within just 12 months. Salary dissatisfaction is driving retention risk. 59% are unhappy with their current salary (vs. 48% globally), and 70% plan to ask for a pay rise in the next year. Half of respondents believe that changing employer is the best way to increase their income. Demand for hybrid work is unmet. 75% of respondents say they would prefer a hybrid model, yet 78% are still fully office-based, a significant mismatch, and the highest office-based rate of any region. Flexible working tops the list of desired benefits. Flexibility is viewed as the most effective employer intervention to improve work–life balance, ahead of workload support and leadership culture. AI skills confidence is high, but organisational support is low. 89% are confident in their ability to learn and apply AI-related skills, but only 26% say they are being offered opportunities by their employers to develop these capabilities. Mental health pressures persist. 47% say their mental health suffers due to work pressures. While this is an improvement on 2024 figures, it continues to reflect challenges across the region. Equity, diversity and inclusion needs greater attention. Only 49% believe their organisation is truly inclusive – well below the global average (62%). Respondents highlight the need for more recognition of older employees, better racial and gender representation, as well as improved socio-economic mobility. 'Side hustles' are less common than globally. Only 28% of Middle East respondents are engaged in additional employment outside their main role, compared with 39% globally. Most respondents are focused on their core role, with career development and fair compensation top of mind. Kush Ahuja, Head of Eurasia & Middle East at ACCA, comments: 'The 2025 talent trends for the Middle East are a clear call to action for employers. Ambition is running high – from entrepreneurship to AI upskilling – but so are frustrations around reward, progression and flexibility. If organisations are to attract and retain the next generation of finance leaders, they must evolve quickly to meet these expectations. The opportunity is there for forward-looking employers to differentiate themselves by investing in people, purpose and potential.' Jamie Lyon FCCA, Global Head of Skills, Sectors, Technology at ACCA said: 'Our 2025 data continues to show a workplace in transition, but one of the exciting themes emerging this year is how accountancy training can be a brilliant early career pathway for building entrepreneurial skills. There's no doubt this in part reflects how career ambitions continue to transform at work.'
Mid East Info
07-04-2025
- Mid East Info
Global bodies sign deal to work together combatting business fraud - Middle East Business News and Information
With fraud continuing to plague businesses and the wider economy, the Association of Chartered Certified Accountants (ACCA) and the Association of Certified Fraud Examiners (ACFE) have signed a Memorandum of Understanding (MoU) to collaborate in key areas, including thought leadership research and learning. The partnership will build on existing thought leadership collaboration, including on an upcoming ACCA report on combatting fraud, to identify new joint research opportunities. The MoU — which is for an initial period of three years — explores opportunities for the development and joint organisation of continuing professional development (CPD) and continuing professional education (CPE). Helen Brand, ACCA chief executive, said: 'ACCA has had a long-standing commitment to empowering members to better address and manage fraudulent activities, focused on improving risk assessment, robust controls and forensic auditing. 'This MOU reinforces that commitment. We look forward to working with fellow global professional body ACFE in promoting the highest ethical business standards.' One immediate outcome of the MOU is ACCA's attendance at the 2025 ACFE Fraud Conference Europe in London (March 24-26) where a joint panel discussion, led by ACCA's global head of risk management and corporate governance for policy and insights Rachael Johnson, will focus on cyber fraud and AI-powered attacks as well as AI-powered solutions to detect them. John Warren, the ACFE's chief executive officer, said: 'Together, ACFE and ACCA memberships include thousands of professionals in countries around the world. This strategic partnership between our organisations is a natural fit in pursuit of one common goal: fighting fraud. Teaming up with ACCA opens many doors to collaboration, thought leadership and more. We're thrilled for the bright future that lies ahead.' Kush Ahuja, ACCA's Head of Eurasia and Middle East, comments: 'In the Middle East, fostering an ethical business culture is paramount to combating fraud and ensuring sustainable economic growth. This partnership between ACCA and ACFE underscores our commitment to equipping professionals in the region with the tools and knowledge necessary to uphold integrity and transparency in all financial practices.'
Mid East Info
12-03-2025
- Mid East Info
Governments should grasp gender-responsive budgeting as an opportunity to address systemic gender disparities
Gender-responsive budgeting (GRB) should be seen by policymakers and governments as a key tool for driving inclusive growth and systemic change. In new research, Gender-responsive budgeting: unlocking the potential, global accountancy body ACCA draws on the experience of professional accountants and leaders across Eastern Europe, Eurasia and the Middle East. Joe Fitzsimons, senior manager, Policy and insights, ACCA, said: 'This report offers critical insights into the strategies and tools that facilitate the effective adoption of GRB across government agencies and state-owned organisations. Accountants have a vital role in the application of GRB using their skills and knowledge of data analysis, budgetary techniques and policy advocacy. They can also monitor and evaluate the effectiveness of GRB implementation. Governments are increasingly turning to GRB as they pursue more equitable and just societies.' The Middle East Institute has recommended that the full participation of women on national adoption plans represents a key opportunity to develop gender-response policies and actions. Kush Ahuja, Head of Middle East and Eurasia, ACCA, said: 'At ACCA we demonstrate the profession's ability to lead in addressing the world's more pressing issues. We look forward to working with government, policymakers, business and other stakeholders to see how GRB can be adopted as a force for good in the region.' The report recommends policy makers adopt the following to move towards implementing GRB: Build institutional capacity and awareness Strengthen data collection and analysis Learn from best practice and benchmark against peers Establish inter-ministerial collaboration and partnerships Champion gender-balanced leadership and decision-making. Jessica Bingham, Global Sustainability Lead – Strategy, ACCA, said: 'Incorporating gender considerations into budgetary processes enables governments to ensure that resources are allocated in a way that meets the diverse needs of all. This in turn promotes fairness but also lays the foundations required for sustainable economic growth and social inclusion. Policymakers have an opportunity to embrace GRB and ensure it is a fundamental component of their strategies creating a more equitable future for all.' Read the report here.
