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SPECIAL REPORT
Accounting
HIDDEN FIGURES WOMEN CPAs STILL FIND IT HARD TO CRACK INTO C-SUITES
ner.” As a result, she said, “There were very few role models there for me. It was a very male-dominated business and it was tough to see the road to a partnership.” Van Bergen eventually left Andersen to BY KEVIN ZIMMERMAN work in the private sector within the bankkzimmerman@westfairinc.com ing industry. “In those days, and still today, that’s also predominantly male-dominated,” hen it comes to parshe said. “There were not very many oppority in accounting firms, a tunities for women leaders that I could see.” glass ceiling still remains About 14 years ago Van Bergen returned for women. But in both to the CPA world by joining O’Connor, Fairfield and Westchester whose locations also include Stamford. counties, it appears the situation is improving. “I was a senior manager, and after about “I’ve been a CPA for over 35 years,” said two years I felt that I’d Luise Mann Burger, a partmade the right choice,” ner at Beers, Hamerman, she said. Cohen & Burger in That feeling was conFairfield. “My graduating firmed when she asked a class was about 50 percent managing partner what women, but when I started she had to do to become my career at what’s now a partner herself. “He Deloitte there were only helped me set out goals three women — and even that I then attained, and that wasn’t typical.” I was made partner a BHCB recently named year later.” three women — Jessica “The situation is slowMcCauley, Shari Elias and Luise Mann Burger ly starting to change,” Sharon Brune — as its newsaid Renata Howard, a est partners, bringing its partner at Citrin Cooperman, which has total to 18, four of whom are women. It offices in Norwalk and White Plains, among is still such an unusual occurrence that others. “It’s better than it was 30 or 40 years the firm included “glass ceiling” in its ago, but it’s still a challenge even today. announcement. “Accounting can be The promotions were, such a hard profession,” however, “totally based on she said. “There are long merit,” Burger was quick hours, time pressures, to point out. “They earned and for many women it. That’s how we’ve always there’s the situation of operated — that people being a primary care should be promoted and giver, either for their own rewarded based on their children or for an aging accomplishments, not on or ill relative and that their gender.” doesn’t help their cause.” She added, “I don’t Heather Ziegler, know that that happens all Shari Elias a longtime Deloitte the time at other places.” employee who was “You still don’t see named Stamford managmany women at the upper ing partner in 2015, said that while the 24/7 levels of accounting firms,” said Elias, who availability demanded by today’s digital lives in Trumbull. “There are plenty of world and the “career vs. family” debate women graduating from college and joining make accounting an increasingly diffithe accounting field and they’re increasingcult field, the disparity between male and ly well-represented at the lower and middle female leaders is not necessarily endemic and higher-management levels — but not so to the field. According to Deloitte research, much at the partnership level.” about 12 percent of Fortune 500 companies Barbara Van Bergen, a partner at PKF in the U.S. have female representation in O’Connor Davies in Harrison, said her expetheir boardrooms, while just 3.5 percent of rience was similar to Burger’s. “I started in those companies’ chairs are women. public accounting at Arthur Andersen,” she Meanwhile, according to the American said. “Their New York City office was very Institute of CPAs’ “2015 Trends in the large and there was only one woman part-
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“dial down” plan, with which employees Supply of Accounting Graduates and the seeking time off to get married, have a child, Demand for Public Accounting Recruits” or even train for marathons (“We have a lot report, female CPAs have made the greatof marathon runners,” she said) can do so est progress in attaining partnerships at while being kept in the loop on projects, firms with 20 accounting professionals or and then dial their company activity back less. The highest ratio of female partners, up once their goal has been realized. 43 percent falls within the firm category of Flextime options are also available at two to 10 CPAs, while the lowest, 20 percent O’Connor, said Van Bergen, as they are at is associated with the largest firms of 100Citrin Cooperman. “A lot of firms do that plus CPAs. now,” said Howard. “We also have a backup While women comprise nearly half of child care program and ‘Mentoring Moms,’ all accounting graduates entering the prowhich is a group of moms that haven’t fession, partnership and other leadership moved to a higher level yet. There’s plenty levels remain difficult to attain. Still, the of guidance and advice group said that some progavailable.” ress has been made, with Elias said she was 2012’s figure of women able to take advantage who had achieved partnerof flextime while raising ship rising from 19 percent her now-adult three chilto 24 percent in 2015. dren. “Particularly in the The relative lack of accounting field you see women in senior positions more firms working with can be attributed to longmale and female employstanding societal mores, ees to help them spend Ziegler said. “If you go back more time with their 20 or 30 years, nearly all families where possible,” of the individuals in boardHeather Ziegler she said. rooms were men,” she said, For all the progress “while women, if they were being made, there is clearly still plenty of working at all, tended to be found in secrework to be done — and much of the respontarial or teaching positions. sibility for effecting such changes lies with “It’s human nature to be more comfortwomen employees themselves. able with individuals who are similar to you,” “You need to figure she continued, “who have a out what you want in similar drive and personalterms of work-family bality, and that helped solidify ance,” said Burger, “and it being so male-dominated then find a firm that that’s at the top.” important to. You have to Those interviewed stay true to yourself and said their firms are all your goals, always put actively trying to give your best foot forward, women a hand up the and keep the dialogue corporate ladder. Ziegler going. All of our partners’ said Deloitte was one of doors are open.” the first accounting comRenata Howard “Don’t be afraid to panies to do so, creating a be your own advocate,” women’s initiative in 1993 advised Howard. “And figat the direction of thenure out what’s the right firm for you. There CEO Mike Cook. “He was looking at trends are a lot of firms out there — some may not and turnover rates,” Ziegler said. “Public go along with flextime or mentoring proaccounting has a high turnover rate anygrams, but there are plenty that will fit with how, but he noticed that there was a vast what you’re looking for.” difference between men and women leav“More and more companies are realizing ing the company and wanted to learn what the value that diversity of thought and of the company could do to better serve its experience can bring,” Ziegler said. “Gender women employees.” or race should be less important than life Shortly afterward, Deloitte introduced experience, but all of those differences can flextime initiatives for all workers and be a good thing. It drives value and helps added public speaking and networking give rise to innovative solutions that you opportunities for its female employees. The might not otherwise bring to the table.” firm also instituted what Ziegler called a
WCBJ
MARCH 6, 2017
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