Once upon a time, the accounting profession was predominantly comprised of white men. That story has been rewritten, however, as more than half of bachelor’s and master’s degrees in accounting are now awarded to women, according to recent AICPA Trends reports.
Like many other professions, one of the major challenges in our field is retaining these women after they take on another demanding role: becoming a mother. The “motherhood penalty” has been
However, there is evidence that we may be at a critical turning point in this narrative.
At the intersection of flexible work policies and initiatives to prioritize well-being lies an opportunity to attract, retain and advance working mothers in accounting. With
Flexible work works
In recent years, there has been a growing recognition of the need for flexible work arrangements to accommodate the diverse needs of employees. This shift has been particularly beneficial for working mothers, who often face unique challenges in balancing their professional and personal responsibilities.
For example,
By embracing flexible work policies, companies can create an environment that supports the needs of working mothers, allowing them to thrive both personally and professionally. Indeed,
Prioritize well-being initiatives
The increased focus on mental well-being and the recognition of burnout as a serious issue have prompted organizations to take proactive measures to address these concerns. Although younger professionals have oftentimes led the charge in driving recent awareness and action around mental health, initiatives to improve mental well-being and prevent burnout can be especially impactful for working mothers juggling multiple responsibilities.
This includes not only expanding access to well-being programs and resources but also establishing a regular cadence of storytelling and conversation to reduce stigma and encourage healthy practices like boundary-setting, taking time off, and building support networks.
Create support networks and programs
Acknowledging the unique challenges faced by working mothers and ensuring that they feel supported and valued for their roles both inside and outside of the workplace enables them to excel in all areas. This includes creating opportunities for connection with professionals who can offer guidance and have similar experiences.
At KPMG, we offer benefits such as one-on-one new parent career coaching sessions as well as opportunities for parents to connect through specialized networks such as “Parents who KNOW” within our KPMG Network of Women (KNOW) Business Resource Group.
Driving change in the profession now and in the future
It’s important to consider not only how to recruit women to the accounting profession but also how to help them stay and advance. Working mothers bring unique perspectives and experiences to the table, which can contribute to innovation and more well-rounded decision-making and problem-solving. Firms benefit from a more diverse leadership team. Moreover, this can inspire and motivate other women to pursue their own career goals, ultimately leading to a more gender-balanced leadership landscape.
Regardless of whether a woman chooses to become a mother, capitalizing on this moment and ensuring that women in accounting can manage their personal and professional responsibilities will be critical to ensuring greater retention and more diverse perspectives — especially at the leadership level. By exploring new ways to make this profession more accessible for women and especially for working mothers, we help ensure both their future success and ours.
