Did you know there is eight women that are the fore leaders in accounting. They are Christine Ross, the first women to sit for the CPA exam given in New York state.
Helen Lord who was a partner with her father in 1937 and also was the business manager of The Woman CPA in the late 1940's.
Helen Hifner Fortune, one of the 1st women CPA's In Kentucky (1935)
Ellen Libby Eastman, recieved her certificate (no. 37) in 1918 and was also the 1st women to establish a public accounting practice in New England.
Mary E Murphy, was the first women to receive her CPA in Iowa (no. 67). She taught in the United States and aboard retiring in 1973.
Mary E Lewis, received her CPA in 1939 annd had her own firm in LA by 1947.
Miriam Donnelly, was the head librarian of the AIA library, which was later named AICPA.
Wednesday, February 20, 2008
Public accounting firms and women
Firms are trying to become more women friendly, they are trying to provide a more family freindly environment.
Some firms are offering their female employees part-time or flexible schedules, which allow for a better balance in their family lives or outside interests.
The world of accounting is changing from the 'good ol' boy' male network but will take time and some pushing by the females that are currently in the field and those that are up and coming.
Some firms are offering their female employees part-time or flexible schedules, which allow for a better balance in their family lives or outside interests.
The world of accounting is changing from the 'good ol' boy' male network but will take time and some pushing by the females that are currently in the field and those that are up and coming.
Status and trends of women in the accounting profession
The issues fall into four areas: the organization, the profession, client expectations and the individual.
Organization - is defined by senior management who do not understand the issue of women's retention and advancement. The flexibility or work that an individual request is seen as 'second-class' or if you won't sacrifice all for the job, are you worthy of advancement? Also the work load of upper management is not for everyone. It is harder and risker and involves more time, which may turn some women away.
Profession - with the implementation of Sarbanes-Oxley Act, it has put more pressure on for more time and more stress. Some women and even men are looking for other positions with less stress and greater work / life balance.
Client expectations - there is a lot of competition in the world and high client expectations have a lot to do with who will be the primary contact for the client. With this in mind, work models may have to be re arranged to meet the client's needs, which means a shifting of your own work / life schedule.
Organization - is defined by senior management who do not understand the issue of women's retention and advancement. The flexibility or work that an individual request is seen as 'second-class' or if you won't sacrifice all for the job, are you worthy of advancement? Also the work load of upper management is not for everyone. It is harder and risker and involves more time, which may turn some women away.
Profession - with the implementation of Sarbanes-Oxley Act, it has put more pressure on for more time and more stress. Some women and even men are looking for other positions with less stress and greater work / life balance.
Client expectations - there is a lot of competition in the world and high client expectations have a lot to do with who will be the primary contact for the client. With this in mind, work models may have to be re arranged to meet the client's needs, which means a shifting of your own work / life schedule.
Some statistics of women in the world of accounting
The number of women entering the accounting world has decreased slightly from 54 % in 2003 to 49% in 2007 but the number of women retained at the senior management or partner levels has slowly climed from 40 % to 42 % in the past four years.
The number of men still continues to outweigh the number of women in the upper management positions.
Even though some of the differnces in the numbers can be due to changes in internal management, women are still underrepresented in these key positions.
The number of men still continues to outweigh the number of women in the upper management positions.
Even though some of the differnces in the numbers can be due to changes in internal management, women are still underrepresented in these key positions.
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