move announces best firms for women, best firms for equity leadership
pinched between immediate capacity shortfalls and applying talent to innovation, firms are crafting new ways to recognize and reward women’s resilience.
by bonnie buol ruszcyk
women
comeback stalls as layoffs hit 1,500 in accounting
cpa firms cut average staff pay.
by beth bellor
“the tax season from hell?”
join the survey. get the results
covid impact: 17,500 tax & accounting jobs lost
despite some bounce-back, headcounts remain in the red.
by beth bellor
tax & accounting wages up 4%
hours worked? down all over.
by beth bellor
why firms can’t afford not to develop women partners
8 best practices.
by marc rosenberg
on staffing
let’s open this discussion in very simple terms.
more on staffing: staff performance feedback done right | why staff scheduling should be centralized | compensation: money and beyond | how to make mandatory saturdays a thing of the past | what staff mentoring is and isn’t | do flexible hours help or hurt us? | 8 keys to keeping staff engaged | staffing: what cpa firms are learning the hard way
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the cpa profession suffers mightily from a shortage of labor. there are several reasons for this, in no particular order:
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keep sex out of sponsorship
presume innocence and take these 14 precautionary steps.
by ida o. abbott
sponsoring women: what men need to know
when coworkers fight flexible scheduling
saboteurs can step in when they don’t realize they can benefit, too.
by ida o. abbott
sponsoring women: what men need to know
a talented, ambitious woman who works less than full time or takes extended family leave is extremely vulnerable to being derailed professionally.
more on sponsoring women for leadership: image often carries ‘double bind’ baggage | 9 ways to help your protégée land better assignments | the political cost of sponsorship | don’t let gossip interfere | women fight ‘kids first’ perception | 3 changes for men to make | 4 firm benefits of sponsoring women as leaders | being the best means including women
exclusively for pro members. log in here or 2022世界杯足球排名 today.
whether because she is “out of sight/out of mind,” or because people doubt her commitment, she may be disregarded for promotions or high-profile projects.
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image often carries ‘double bind’ baggage
how to provide ‘soft skills’ advice.
by ida o. abbott
sponsoring women: what men need to know
feedback is important at any level of professional development.
more on sponsoring women for leadership: 9 ways to help your protégée land better assignments | steer your protégée to opportunities | 4 keys to pairing sponsors, protégées | 4 ways to help women seek power | women judged on performance, men on potential | 3 ways women benefit when seen as leaders | being the best means including women
but for a woman trying to become a leader, honest, clear and practical feedback is essential. she needs to know both how well she is performing and how to project the image she wants others to have of her.
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9 ways to help your protégée land better assignments
how are you promoting her to your coworkers?
by ida o. abbott
sponsoring women: what men need to know
promoting your protégée to others is an important part of sponsorship.
more on sponsoring women for leadership: steer your protégée to opportunities | sponsorship best practices, early and ongoing | 3 ways to wreck a woman’s career | 4 reasons women say no to leadership | fix gender bias at your firm | sponsor or mentor?
here are nine concrete steps:
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steer your protégée to opportunities
8 ways to guide her.
by ida o. abbott
sponsoring women: what men need to know
once you have identified a woman to sponsor and determined that you click, you may be wondering how to get started.
more on sponsoring women for leadership: sponsorship best practices, early and ongoing | the political cost of sponsorship | don’t let gossip interfere | 4 ways to help women seek power | 4 reasons women say no to leadership | women fight ‘kids first’ perception | women judged on performance, men on potential | fix gender bias at your firm | 3 changes for men to make | 3 ways women benefit when seen as leaders | sponsor or mentor? | 4 firm benefits of sponsoring women as leaders | being the best means including women
here are some concrete steps to take:
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sponsorship best practices, early and ongoing
17 ways both parties can make it work.
by ida o. abbott
sponsoring women: what men need to know
when you sponsor a woman, there are many steps that you can take to ensure that the relationship is productive and achieves its objectives.
more on sponsoring women for leadership: the political cost of sponsorship | 4 keys to pairing sponsors, protégées | 4 ways to help women seek power | women judged on performance, men on potential | 3 ways women benefit when seen as leaders | being the best means including women
here are some tips for getting off to a strong start and following through effectively, especially by focusing on career opportunities and promoting your protégée to others.
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the political cost of sponsorship
you may be wondering if you can afford it.
by ida o. abbott
sponsoring women: what men need to know
most sponsorship occurs informally, without any structured or programmatic context. informal sponsor-protégée relationships usually start in one of three ways.
more on sponsoring women for leadership: 4 keys to pairing sponsors, protégées | 3 ways to wreck a woman’s career | 4 reasons women say no to leadership | fix gender bias at your firm | sponsor or mentor?
the most common way is when a senior manager or partner
- identifies someone as a star performer,
- believes that she has what it takes to succeed and
- wants to make that success happen.
four keys for cpa firms pairing sponsors with protégées
let the help go both ways.
by ida o. abbott
sponsoring women: what men need to know
most leaders engage in sponsorship and have been sponsored themselves, so the nature of a sponsor-protégée relationship should be familiar.
more on sponsoring women for leadership: 3 ways to wreck a woman’s career | don’t let gossip interfere | women fight ‘kids first’ perception | 3 changes for men to make | 4 firm benefits of sponsoring women as leaders
generally speaking, you sponsor women just as you do men. you may have to make a little more effort up front. and you might need to adapt to the impact of motherhood and other sex-related differences. but the strategies and tactics that sponsors use to help women move ahead are not much different than those for men.
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