KUALA LUMPUR: Ambitious, values-driven, and under increasing financial pressure, Malaysia’s accountancy and finance professionals are signalling a shift in their priorities. According to the Global Talent Trends 2026 report — the world’s largest annual survey of the accountancy and finance sector, based on responses from over 11,000 professionals across 160 countries — Malaysian professionals are redefining career success beyond salary, placing greater emphasis on contributing to meaningful causes.
An impressive 79% of Malaysian respondents regard an organisation’s reputation on social and human rights issues as a key factor in choosing where to work. This exceeds the global average of 75%, indicating that social purpose is no longer a peripheral consideration but a decisive factor in Malaysia’s competitive talent market.
The desire for purpose extends into career ambitions, with nearly three-quarters (74%) expressing a desire to pursue finance roles focused on social impact. Almost two-thirds (65%) are attracted to roles related to environmental and climate initiatives. This workforce views accountancy not merely as a back-office function but as a platform for positive change, actively selecting employers aligned with these values.
A Growing Pay Gap
However, purpose alone is insufficient amid rising living costs. Two-thirds (66%) of Malaysian finance professionals are dissatisfied with their current pay, and 67% plan to request a salary increase within the next year — higher than the global average of 62%. The minimum pay rise expected by respondents exceeds the APAC regional average, reflecting acute financial pressures on households across Malaysia.
Andrew Lim, Portfolio Head of Maritime Southeast Asia at ACCA, commented: “Malaysia’s finance professionals are no longer just chasing salary; they are reaching a point where inadequate pay becomes a reason to leave. Organisations that will succeed in attracting and retaining talent are those combining competitive remuneration with a genuine commitment to social impact. Offering one without the other will increasingly prove ineffective.”
A Workforce Under Strain
Mental health remains a concern, with nearly two-thirds (61%) of respondents reporting that work pressures adversely affect their mental wellbeing — notably higher than the global average of 54%. The report highlights a clear link between poor mental health, reduced engagement, and a higher risk of turnover, underscoring the importance of wellbeing initiatives.
Cross-generational collaboration also presents challenges — 44% of Malaysian respondents feel their organisation struggles to support effective teamwork across different age groups. The survey suggests this is less about personality clashes and more about organisational design, which requires deliberate structural solutions rather than goodwill alone.
AI: Opportunity and Anxiety
Regarding artificial intelligence, Malaysian finance professionals express more apprehension than their global counterparts. Over half (58%) lack confidence in AI algorithms used in recruitment, citing concerns about bias and diminished human interaction. Yet, employer investment in AI upskilling is increasing, with 45% of respondents reporting their organisation now provides AI training opportunities, and confidence in developing AI skills remains high.
On returning to the office, Malaysia exceeds the global average: 73% believe organisations should require employees to spend a fixed number of days in the workplace weekly, and 59% feel that physical presence benefits career progression. While hybrid working remains preferred, many see in-person work as professionally valuable.
The survey also reveals a strong entrepreneurial spirit, with 53% of Malaysian respondents aspiring to start their own business at some point, reflecting the belief that accountancy training provides a solid foundation for entrepreneurship.
Andrew Lim added: “This is accountancy redefined for a changing world. Malaysian finance professionals are not waiting for purpose — they are actively seeking organisations that share their values and are prepared to walk away from those that don’t. This is a major shift, and it demands a swift and meaningful response from employers.”-pr/BNN
