Women Leaders' Group


According to AICPA, over the last 40 years, the number of women entering the profession has grown steadily, with women now comprising more than half (51 percent) of new entrants, up from 33 percent in 1980, according to AICPA surveys. Women, however, have not made the same progress in advancing within the profession. Less than one quarter (23 percent) of all partners are women.

CPAmerica has developed a Women Leaders' Group to help encourage women leaders to share their experiences and valuable insight. This group will develop articles, hold sharing calls and conduct member sharing sessions at conferences on topics like workplace culture, women representation, work flexibility, professional development opportunities, and mentorship programs.

Interested in participating in this group? Please contact Marketing Program Manager, Sarah Coulson at scoulson@cpamerica.org
ARTICLES

Developing Our Women Leaders Requires Hands-On Involvement

By Jackie Cardello, CPA, Managing Partner, GRF CPAs & Advisors

What does it mean to inspire young women leaders? It is much more than lip service to hiring and promoting women and internal policies meant to encourage leadership. While progressive policies, leadership development, and mentoring programs are all important, leading by example is the most powerful message. As the managing partner of a recognized regional accounting firm, I have witnessed the power of personal involvement in the development of women leaders.

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Women's Initiatives: How the Pilot Programs Worked

Featuring Allison Harrell, Shareholder, Thomas Howell Ferguson, P.A.

THF's pilot program leaders, in an attempt to retain and recruit employees, implemented flexible start and end times to the firm's office hours. Previously, employees were required to be at work between 8:30 a.m. and 5:30 p.m., and with the initiative those times were modified. Today, employees can start their day between 7 a.m. and 10 a.m. and end between 4 p.m. and 7 p.m. This change initially met resistance from some employees, who were critical of peers for coming in late. But the top-down policy eventually was accepted and relished companywide, said Harrell, based in Tallahassee, Fla.

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SHARING CALLS

How a Flexible Workweek can Improve Retention

Coming soon

Sharing Call

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Sharing Call

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Sharing Call

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Sharing Call

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Sharing Call

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