Off-ramps and on-ramps: keeping talented women on the road to success

Most professional women step off the career fast track at some point. With children to raise, elderly parents to care for, and other pulls on their time, these women are confronted with one off-ramp after another. When they feel pushed at the same time by long hours and unsatisfying work, the decision to leave becomes even easier. But woe to the woman who intends for that exit to be temporary. The on-ramps for professional women to get back on track are few and far between, the authors confirm. Their new survey research reveals for the first time the extent of the problem--what percentage of highly qualified women leave work and for how long, what obstacles they face coming back, and what price they pay for their time-outs. And what are the implications for corporate America? One thing at least seems clear: As market and economic factors align in ways guaranteed to make talent constraints and skill shortages huge issues again, employers must learn to reverse this brain drain. Like it or not, large numbers of highly qualified, committed women need to take time out of the workplace. The trick is to help them maintain connections that will allow them to reenter the workforce without being marginalized for the rest of their lives. Strategies for building such connections include creating reduced-hour jobs, providing flexibility in the workday and in the arc of a career, removing the stigma of taking time off, refusing to burn bridges, offering outlets for altruism, and nurturing women's ambition.     

Career Progression of Female Accountants in the State Public Sector

This study investigated the relationship of career anchors and work‐related barriers to career progression for female CPA members working in the New South Wales (NSW) and Western Australian (WA) state public sector. Results of regression analysis found technical functional competence, managerial competence, security and pure challenge career anchors to be significant and related to career progression in WA. Additionally the security and lifestyle career anchors were significant in NSW. Work‐related barriers were found to be significant and negatively related to career progression. These findings suggest alternative strategies to improve career outcomes for women working in the state public sector.     

Executive women and the myth of having it all

When it comes to having a high-powered career and a family, the painful truth is that women in the United States don't "have it all." At midlife, in fact, at least a third of the country's high-achieving women--a category that includes high wage earners across a variety of professions--do not have children. For many, this wasn't a conscious choice: Indeed, most yearn for motherhood. So finds economist Sylvia Ann Hewlett, who recently fielded a nationwide survey to explore the professional and private lives of highly educated and high-earning women. Other findings are similarly disturbing. Many of these women who are raising children have suffered insurmountable career setbacks. In addition, today's young women will likely experience even starker trade-offs. In general, Hewlett's data show that, for too many women, the demands of ambitious careers, the asymmetries of male-female relationships, and the difficulties of conceiving later in life undermine the possibility of combining high-level work with family. By contrast, Hewlett's research reveals that high-achieving men continue to "have it all." Of the men she surveyed, 79% report wanting children, and 75% have them. Indeed, the more successful the man, the more likely he is to have a spouse and children. The opposite holds true for women, particularly the highest-achieving women in Hewlett's survey: At age 40, 49% of these ultra-achievers are childless, while 19% of their male peers are. The facts and figures are bleak but, the author contends, could be liberating if they spur action. Hewlett urges lawmakers and corporations to establish policies that support working parents. But recognizing that changes won't happen overnight, she exhorts young women to be more deliberate about their career and family choices.     

Reproducibility in Accounting Research: Views of the Research Community

We have little knowledge about the prevalence of irreproducibility in the accounting literature. To narrow this gap, we conducted a survey among the participants of the 2019 JAR Conference on their perceptions of the frequency, causes, and consequences of irreproducible research published in accounting journals. A majority of respondents believe that irreproducibility is common in the literature, constitutes a major problem, and receives too little attention. Most have encountered irreproducibility in the work of others (although not in their own work) but chose not to pursue their failed reproduction attempts to publication. Respondents believe irreproducibility results chiefly from career or publication incentives as well as from selective reporting of results. They also believe that practices like sharing code and data combined with stronger incentives to replicate the work of others would enhance reproducibility. The views of accounting researchers are remarkably similar to those expressed in a survey by the scientific journal Nature. We conclude by discussing the implications of our findings and provide several potential paths forward for the accounting research community.     

Risk-taking in the academic dual-hiring process: how risk shapes later work experiences

This article examines risk-taking in the job search process and whether women and men who are part of a dual-career couple experience different work-related consequences for taking such risks. Specifically, we explore how the decision to reveal dual-career status in the academic job search process impacts faculty members’ later promotions, productivity, pay, mobility, and career-related goals. We draw on a sample of roughly 230 faculty in seven US universities who were part of a dual-career couple at their time of hire. We find that risk-taking during the job search impacts some career outcomes, and does so similarly for women and men. Members of a dual-career couple who took the risk of revealing their dual-career status before a job offer reported significantly more positive career experiences related to promotion and productivity than those who did not reveal their status during the job search. Only the salary outcome was negatively related to revealing dual-career status in the job search process. Because of the nature of academic hiring, revealing a risky status during the job search process may ameliorate barriers to employment. Our study has important implications for research and the development of academic dual-career policies that make dual-career hiring more transparent.     

From the classroom to the corner office

Going from Catholic nun and teacher to president and CEO of a $5.7 billion bank is a monumental leap. But Rosemarie Greco found that teaching school is not so different from managing a business. For many years, two insights have guided her transformation and climb up the corporate ladder: that both women and men have the ability to shape their professional destinies, and that there is unlimited power in the fusion of organizational vision and individual fulfillment. Hired in 1968 by Fidelity Bank in Philadelphia as a secretary, Greco was determined that every day on the job she would learn something new about banking. She took careful notes and stored them in a three-ring binder that soon became the bank's official training manual. This led to a promotion to the training department of human resources, putting Greco on a career path she had never envisioned. Along the way, Greco met obstacles, such as a boss who put his own name on her new ideas--a boss whom Greco later fired after she was promoted above him. She helped revise Fidelity's salary-grading system when the bank faced a sex discrimination class-action suit. At the same time, slotting employees into the newly created job grades opened Greco's eyes to the fact that the work of men was valued much more highly than that of women at the bank. When Greco was promoted to director of human resources--and later as CEO--she worked to change that discriminatory corporate culture until Fidelity Bank became one of the top organizations in the country for women to work in.(ABSTRACT TRUNCATED AT 250 WORDS)     

Attitudinal Barriers to Women's Career Progression in Accounting in Australia

The literature on women's career progression in the professions has suggested a number of categories of factors that may explain the observed gender differences. This study uses data from a survey of Australian accountants to show the extent of differences between male and female accountants in their attitudes towards their careers. There are some differences between the genders in their ideas about requirements for promotion (although these are generally small) and in aspects of job satisfaction. Males aged more than 30 have higher levels of ambition and place more emphasis on career planning than do females over 30.     

The truth about mentoring minorities. Race matters

Diversity has become a top priority in corporate America. Despite corporations' best intentions, however, many have failed to achieve a racial mix at the top levels of management. Some have revolving doors for talented minorities, recruiting the best and brightest, only to see them leave, frustrated by their experiences. Others are able to retain high-potential professionals of color but find them mired in middle management. To understand the different career trajectories of whites and minorities, David Thomas studied the progression of racial minorities at three large U.S. corporations. Here, he explains the three career stages that all professionals advance through, and he discusses why promising white professionals tend to enter fast tracks early in their careers, whereas high-potential minorities typically take off after they have reached middle management. Thomas's research shows that minorities who advance the furthest share one characteristic: a strong network of mentors and corporate sponsors. He found that minorities who plateaued in middle management received mentoring that was basically instructional; it helped them to develop skills. By contrast, minorities who became executives enjoyed fuller developmental relationships with their mentors. Thomas explains the types of support mentors provide for their protégés and outlines the challenges of mentoring across racial lines. Specifically, he addresses negative stereotypes, public scrutiny, difficulty with role modeling, and peer resentment. Finally, Thomas challenges the notion that the job of mentors begins and ends with their one-on-one relationships with their protégés. He offers concrete advice on how mentors can support broader initiatives at their organizations to create and enhance conditions that foster the upward mobility of professionals of color.     

Awareness of the public versus private accounting divide,and its impact on the career path preference of accounting students

This research assesses what knowledge upper-level accounting students possess about the distinctions between the public and private branches of accounting, as well as the influence such knowledge might have on their accounting branch choice. Overall, the study concluded that, before they were aware of the pros and cons of each career path, students preferred a career in public accounting over private accounting. But upon learning the pros and cons of each career path, however, students showed a slight preference toward private accounting. The study suggests research on accountant personality be supplemented by research on the impact of practical knowledge about private versus public accounting work environments on accounting career choice. It suggests greater importance be placed in accounting education on instilling such knowledge.     

Career growth opportunities and employee turnover intentions in public accounting firms

This study examines the role of career growth opportunities in explaining turnover intentions of junior auditors in public accounting firms via a survey of them. Prior studies in applied psychology and organisational behaviour argue that employees and their organisations have a social exchange relationship in which employees and organisations provide reciprocal benefits to each other. Extending this research, this paper proposes that career growth opportunities represent a critical benefit to lower level employees in accounting firms. When these employees believe that their firm provides this benefit, they reciprocate with stronger commitment to the firm which, in turn, leads to lower turnover intentions. This study also seeks to identify the causes or antecedents of employee beliefs about career growth opportunities. Two antecedents are proposed: the effectiveness of the firm's training programmes; and, the organisational prestige of the firm. Results of path analysis suggest that both training effectiveness and organisational prestige enhance employee beliefs about the career growth opportunities offered by the public accounting firms, which, in turn lead to higher commitment and lower turnover intentions.     

Internal branding experiences in the financial services sector in South Africa

There is little doubt that employees are critical to the delivery of the service brand. Although existing models propose methods of internal branding, very little is known about the actual corporate experience. Academics around the world have spent decades probing internal marketing, its subset—internal branding—and the impact of internal branding on service delivery. This research focuses on how organisations execute internal branding, revealing critical success factors as well as obstacles encountered. The research was conducted in five large organisations in the financial services sector in South Africa. Each organisation is a highly recognisable consumer brand; the oldest of which is nearing 200 years of being in business and the youngest is just 20 years old. This research adds to the body of knowledge regarding organisational practice of internal branding. Key themes are identified, three of which are largely absent from extant models and literature.     

Women and the labyrinth of leadership

Two decades ago, people began using the "glass ceiling" catchphrase to describe organizations' failure to promote women into top leadership roles. Eagly and Carli, of Northwestern University and Wellesley College, argue in this article (based on a forthcoming book from Harvard Business School Press) that the metaphor has outlived its usefulness. In fact, it leads managers to overlook interventions that would attack the problem at its roots, wherever it occurs. A labyrinth is a more fitting image to help organizations understand and address the obstacles to women's progress. Rather than depicting just one absolute barrier at the penultimate stage of a distinguished career, a labyrinth conveys the complexity and variety of challenges that can appear along the way. Passage through a labyrinth requires persistence, awareness of one's progress, and a careful analysis of the puzzles that lie ahead. Routes to the center exist but are full of twists and turns, both expected and unexpected. Vestiges of prejudice against women, issues of leadership style and authenticity, and family responsibilities are just a few of the challenges. For instance, married mothers now devote even more time to primary child care per week than they did in earlier generations (12.9 hours of close interaction versus 10.6), despite the fact that fathers, too, put in a lot more hours than they used to (6.5 versus 2.6). Pressures for intensive parenting and the increasing demands of most high-level careers have left women with very little time to socialize with colleagues and build professional networks--that is, to accumulate the social capital that is essential to managers who want to move up. The remedies proposed--such as changing the long-hours culture, using open-recruitment tools, and preparing women for line management with appropriately demanding assignments--are wide ranging, but together they have a chance of achieving leadership equity in our time.     

Reflections on the use of a dual-methodology research design to evaluate accounting and management practice in UK university central administrative services

This paper discusses the application of a triangulated research design in studying the cost-efficiency of central administrative service (CAS) departments in UK universities. The methodology is of particular interest, as it is a dual-method, mixed paradigm study involving two separate teams of researchers with different methodological orientations and, potentially, varying objectives. The political context of this project is also significant, given the climate of cuts in resources to Higher Education and recent moves to make universities more ‘accountable’, not least because the research was funded by the Higher Education Funding Council for England (HEFCE), The paper reflects upon the philosophical and political issues that were encountered during a research process that encompassed different methodologies, but which aimed at producing a unified body of knowledge. The paper identifies three possibilities for this unified body of knowledge: that the dual approaches complemented each other; challenged each other; or ‘talked past’ each other as they were rooted in different philosophical and political ‘realities’. It is proposed that, given sufficient self-awareness and reflexivity on the part of the researchers, dual-methodological research may be largely complementary and overcome at least some of the obstacles that impede the formation of a unified body of knowledge within accounting settings.     

Gender segregation in Scottish chartered accountancy: the deployment of male concerns about the admission of women, 1900-25

During the first two decades of the twentieth century the chartered accountants (CAs) of Scotland were confronted by challenges to the exclusively male composition of their profession. The paper traces in depth the male-dominated discourses on the subject of the admission of women. It is shown that socio-economic, constitutional and legal arguments were deployed to resist the admission of women. The apparent public consensus among the Scottish chartered societies on this issue hid the divergent opinions which were uttered in private. Proposals for the organization of the profession in a gender-segregated manner were eventually subsumed by the passing of the Sex Discrimination (Removal) Act, 1919. This statute precluded disqualification from membership on the grounds of sex. While the Act formally removed one set of barriers to the admission of women, more enduring social and cultural obstacles remained within chartered accountant firms and most practising offices remained unaffected by the reforming legislation.     

Modernity,space-based patriarchy and global capitalism: implications for Syrian women accountants

This paper contributes to the current literature on gender, modernity, patriarchy and accounting by bringing insights into the experiences of women accountants in Syria: an Arab and predominantly Muslim country. By doing so, this paper enhances understanding of women's interrelationship with accounting beyond the Anglo-American context that currently dominates the research agenda on gender and accounting. Face-to-face interviews with 20 women accountants were carried out in Syria in 2008. This study reveals that in the context of global capitalism and patriarchy, factors of class, alienation, tradition and economic difficulties are contributing to the subordinated role of women in society in general and in the accounting profession in particular. The increased commercialisation of the accounting profession in the Arab world, including Syria, has resulted in socio-economic hierarchies and discriminatory practices, where interviewees spoke of discrimination based on class, sex and on the knowledge held. Further, despite advances to Syrian women's access to the public space, the public space for Syrian women accountants often operates based largely on how men act in this space. Men (and socially/financially advantaged women) often occupy aspects of the public (accounting) space that are perceived to be more significant and better financially rewarded. Thus, the dichotomy of public/private spaces in this study is understood in a broader sense to incorporate the symbolic as well as spatial aspects. This paper concludes that the accounting profession's aspirations need to be challenged through critically evaluating and redefining work roles and values to ensure emancipation for women. Furthermore, in the Arab world, dominant patriarchal structures will only be challenged and changed when obstacles preventing women from enjoying their human rights and contributing fully in society are addressed and eliminated.     

Financial analysts' career concerns and the cost of private debt

Career-concerned analysts are averse to firm risk. Not only does higher firm risk require more effort to analyze the firm, thus constraining analysts' ability to earn more remuneration through covering more firms, but it also jeopardizes their research quality and career advancement. As such, career concerns incentivize analysts to pressure firms to undertake risk-management activities, thus leading to a lower cost of debt. Consistent with our hypothesis, we find a negative association between analyst career concerns and bank loan spreads. In addition, our mediation analysis suggests that this association is achieved through the channel of reducing firm risk. Additional tests suggest that the effect of analyst career concerns on loan spreads is more pronounced for firms with higher analyst coverage. Our study is the first to identify the demand for risk management as a key channel through which analysts help reduce the cost of debt.     

CEO career concerns and the precision of management earnings forecasts

Review of Quantitative Finance and Accounting - We extend the research on how CEOs address career concerns during their early tenure in firms and we argue that CEOs use a forecast precision...     

Women accountants: Is the grass greener outside the profession?

Studies of professional accountancy firms have indicated a complex process of internal socialisation which shapes the professional and organisational identities of the chartered accountants working within them. These processes have acted as a mechanism for excluding women, hindering their progress and facilitating their exit. Previous evidence suggests that women leave professional accountancy firms in order to accommodate more flexibility, experience less pressure, achieve consistency of hours and hence attain a better work/life balance.In this paper we seek to examine whether the gendered work practices of professional accountancy firms influence female choice to seek alternative employment outside the professional accountancy firm environment. Specifically the paper seeks to answer two research questions (1) why and when do women leave professional accountancy firms? (2) is the working environment outside professional accountancy firms less gendered?Data was collected by means of a postal questionnaire distributed in 2005 to women who had qualified in the years 1990–1995 (n = 1022). Responses were received from 370 women, of whom 100 were employed with professional accountancy firms and 270 employed within industry. In depth interviews were also conducted with 7 partners in professional accountancy firms and 6 women who had left the professional accountancy environment to pursue employment elsewhere.Whilst there was evidence that professional accountancy firms continue to reflect gendered working norms practices, rather than compound the dominant view, this study suggests that the primary reason women leave professional accountancy firms is to seek more interesting work as opposed to obtaining more flexibility in their working lives. In addition, the experiences of the women, the working patterns, and rates of progression were similar irrespective of employment type.     

The professional development of European accounting academics: A proposed theoretical framework for future research

Over the last decade there has been a growing interest in the professional development of accounting academics and the effectiveness of their teaching. There is recognition that this development impacts on the primary roles of accounting educators: teaching, research and administration. This paper examines the career stories of accounting educators from different European countries. The aim is to develop a theoretical framework to provide new insights into the process of professional development. The comparative analysis of these career experiences led to the development of a proposed conceptual framework for gaining an understanding of the professional development of accounting educators. Drawing on these findings, the paper proposes that an awareness of the key-factors and the process of professional development of accounting educators may provide a new way of understanding the complex relationships among identities, system of beliefs, and behaviours related to teaching, research and administration.     

Undergraduate student research programs: Are they as viable for accounting as they are in science and humanities?

This paper reviews a recent thrust in academia to stimulate more undergraduate research in the USA, including a rapidly growing annual conference. The paper also describes programs in which significant foundation grants have been received to fund undergraduate research projects in the sciences and humanities. In particular, selected humanities students working in teams in a new “Philosophy Lab” are allowed to embark on long-term research projects of their own choosing. Several completed projects are briefly reviewed in this paper.In April 1989, Trinity University hosted the Third National Conference on Undergraduate Research (NCUR) and purposely expanded the scope of the conference to include a broad range of disciplines. At this conference, 632 papers and posters were presented representing the research activities of 873 undergraduate students from 163 institutions. About 40% of the papers were outside the natural sciences and included research in music and literature. Only 13 of those papers were in the area of business administration; none were even submitted by accounting students. In 1990 at Union College, 791 papers were presented; none were submitted by accountants. In 1991 at Cal Tech, the first accounting paper appeared as one of 853 papers presented.This paper suggests a number of obstacles to stimulating and encouraging accounting undergraduates to embark on research endeavours. These impediments are somewhat unique to accounting, and it appears that accounting education programs are lagging in what is being done to break down obstacles in science, pre-med, engineering, humanities, etc. This paper proposes how to overcome these obstacles in accounting. One of the anticipated benefits of accounting student research, apart from the educational and creative value, is the attraction of more and better students seeking creativity opportunities in addition to rote learning of CPA exam requirements. This, in part, might help to counter industry complaints that top students are being turned away from accounting careers nationwide.