It’s time to do the necessary work to reach gender equity

Posted on Thursday, May 2, 2019 by Jessica Salerno

By Jessica Salerno, OSCPA senior content manager

It will take work to reach gender equity in the accounting profession, and it starts at the individual organization level. Evaluating your culture and your practices is a vital part of the process. The Gild Collective tackled this in a series of blog posts throughout the first half of 2019. In case you missed them, here’s a rundown:

  • Lack of visibility of women in leadership– why it matters internally and externally for firms
    • Representation for women in accounting leadership is lacking. This matters because seeing people who look like you in these roles helps you envision yourself in those roles in the future. It also matters because when there is not enough diversity represented in the decision-makers of organizations, diverse needs will go unmet.
  • Assumptions made about what female accountants need and want
    • Outdated, usually sexist assumptions can range from women not being as ambitious as men to women wanting less demanding work. Instead of assuming what a female employee wants from her career, take the time to talk to her about her future.
  • Lack of mentorship and sponsorship firm wide, as well as lack of general networks of support
    • There is a difference between mentors and sponsors, and there is value to both. Studies have proven that women are more likely to raise to leadership levels when they have support from someone looking out and advocating for them. It’s also crucial that women and a diverse group of people make up their personal boards of directors.

Learn more about how to support women in the profession at our June 27 Women, Wealth & Wellness Conference. Register now!


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