Women Progress in Leadership Positions

Source: CPA Practice Management Forum

Percentage of women partners: 

Deloitte                                                         18.4%
Moss Adams                                                   18.8
Reznick Group                                                 26.8
Rothstein, Kass & Co.                                       12.5 (up from 8.  in 2004)
Schenck Business Solutions                               12.3 (up from 8.3 in 2004)

Andrea Schilling, chief human resource officer at LarsonAllen, says large firms are more aware of the need to create opportunities for women.

Beth McNamee, human resources partner at Cherry Bekaert & Holland, says the firm loses women at the manager and senior manager level. Twenty-two percent of CBH women professionals work at reduced schedules. Introducing women recruits to women working a flexible schedule has been a good recruiting advantage.

In addition to flexible work schedules, firms are introducing mentoring, networking and skill development programs for women.

Mentoring with senior women professionals is a strong positive. Tammy Dehne, senior director of RSM McGladrey’s women’s initiative, says one-on-one mentoring may no longer be effective. RSM McGladrey is launching a “circular mentoring concept for women” using groups of eight to 12 meeting every four to six weeks to focus on developing skills.

Women’s networking events are also helping in growth and retention. Women may feel more comfortable talking about certain issues among themselves.

Skill building programs specifically for women may be more effective because women may feel safer and more likely to participate in a women only environment. 

From CPA Practice Management Forum, CCH Incorporated, 800-449-8114, October 2005, p. 3.