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5 Ways Business Can Build a Culture of Greater Gender Equality: International Women’s Day is March 8

Based on responses from recipients of the AICPA’s and CPA Practice Advisor’s 2020 Most Power Women in Accounting Awards, here are five things businesses can do to build a culture that provides greater gender equity in the workplace:

Mar. 04, 2021

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In advance of International Women’s Day on March 8, the Association of International Certified Professional Accountants is sharing tips for businesses to better support and empower their female employees.

“The Global pandemic has highlighted the balancing act that women have performed for years managing their work and family lives,” said Crystal Cooke, director of diversity and inclusion for the Association, the global organization for the American Institute of CPAs (AICPA) and The Chartered Institute of Management Accountants (CIMA). “It’s incumbent that organizations recognize the challenges women face in their career progression and put practices into place to support their success.”

Based on responses from recipients of the AICPA’s and CPA Practice Advisor’s 2020 Most Power Women in Accounting Awards, here are five things businesses can do to build a culture that provides greater gender equity in the workplace: 

  • Be flexible: The COVID-19 pandemic has forced all of us to change the way we work and manage our lives. A study by McKinsey & Company found that 70% of women said childcare was their biggest concern compared to 40% of men. Employers should understand the added stress that comes from managing household responsibilities with the demands of work. This will likely require thinking outside the box for equitable and realistic solutions, such as flexible workhours or split days.
  • Make it OK to say “no”: Create an environment where those who are overwhelmed feel safe, and will not feel penalized or judged, for saying “no” to additional projects or responsibilities. Encourage women to ask for help when they need it and the option of taking wellness breaks to move, meditate, practice gratitude, and embrace this time with their families.
  • Offer support: Show concern for your employees and offer them the support they need. Ask the important questions and really listen to responses: How are you doing? and What can we do to assist you? Then find a way to provide the support needed, which again could be unconventional.
  • Emphasize well-being and self-care: For nearly a year, your employees have largely lived the same day over and over. Many are juggling all their responsibilities, which have now seeped into their workday and therefore resulted in no boundaries. It’s important that you help the women in your organization find ways to successfully manage their mental health, stress and energy levels and to take some joy out of each day.
  • Be more inclusive: Look around you in important leadership meetings – online or in person. Are women and people of color (POC) well represented? If not, reshape your invitation lists and include women and POC in meetings where strategy, vision, and business critical decisions are being made, even if they aren’t partner yet. If you are unsure of how inclusive your organization is, the AICPA’s Accounting Inclusion Maturity Model can help identify areas of improvement.

The Association (AICPA & CIMA) is committed to supporting women in the profession and to achieving gender equity for women in the finance and accounting profession. The AICPA’s 2019 Trends in the Supply of Accounting Graduates and the Demand for Public Accounting Recruits report found that women represent more than half (51%) of all entrants into the profession but comprise less than a quarter (23%) of partners. There are several initiatives to empower women in accounting and finance and support allyship in the workplace, including: