One of the most vexing challenges for CPA firms large and small is how to effectively welcome women into the ranks of partnership. Graduation statistics and workforce demographics confirm that future new hires will most likely be composed of a majority of females. Not only does this impact the number of candidates for partnership, but it also has important implications for the gender of the firm.
Most firms pay lip service to welcoming females as managers and partners, yet structural impediments often exist that undermine this objective when it comes to partnership.
One of our clients was dismayed when a valued female partner abruptly left for another firm. We conducted an exit interview and learned that the new firm was closer to the partner's home. With school-age children, a reduced commute was most attractive. Yet no one believed that this factor alone would cause a long-term employee and partner to leave - particularly without even attempting to negotiate alternate employment terms.
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