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MOVE Project at AFWA

MOVE Project at AFWA

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The Accounting MOVE Project translates the business case for advancing women at CPA firms to business results. See a recap of the 2014 results and learn how one firm gained $6.5 million in new revenue from its women's initiative.

The Accounting MOVE Project translates the business case for advancing women at CPA firms to business results. See a recap of the 2014 results and learn how one firm gained $6.5 million in new revenue from its women's initiative.

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MOVE Project at AFWA

  1. 1. ROI on Initiatives & Influence • Initiatives: Business case to business results • Influence: Return on you • How to convert adversaries into advocates
  2. 2. “We are just lowering the bar for women.”
  3. 3. 2014: The Pipeline Problem • 51% employees • 51% accounting firm managers • 19% partners & principals
  4. 4. MOVE Works • 10 largest firms (500+ employees) • Participated 2014 - 2011
  5. 5. MOVE Works • 23% women on management committee (2014) • 19% - all MOVE firms (2014) • Greater retention at every point
  6. 6. Solution: •Measure •Define proven & promising practices •Adopt proven & promising practices •Repeat
  7. 7. How?
  8. 8. Money Opportunity Vital supports for work-life Entrepreneurship
  9. 9. Money • Equitable practices & policies • Consistent application & follow through • Accountability
  10. 10. Opportunity • Innovation in leadership development • Career pathing • ROI on women’s initiatives
  11. 11. Vital supports for work-life • Work-life programs as productivity tool • Innovation beyond busy season
  12. 12. Entrepreneurship • Business development skills = qualified for partnership • ROI of business case for advancing women
  13. 13. 2014: Return on Internships, Initiatives, Influence
  14. 14. Return on Internships
  15. 15. Career paths Work with several managers Peer relationships Mentor
  16. 16. Return on Initiatives
  17. 17. $6.5 million in new revenues in three years from one program
  18. 18. Rothstein Kass • Aligned with key client segment • Thought leadership
  19. 19. Rothstein Kass • Skills + practice + targeted outreach • Rainmakers Roundtable • $6.5 million in new revenue
  20. 20. Women’s Development is Business Development
  21. 21. Integrate the Initiative • Growth • Accountability
  22. 22. Measure • Partner/leader qualifications • Retention of high-potential women
  23. 23. Not the same: • Alternative career path • Flexible work
  24. 24. Return on Influence
  25. 25. Reputation • Yours • The firm • The profession
  26. 26. Relationships • Mentoring • Sponsoring • Networks
  27. 27. Referrals • Industry • Community • Clients
  28. 28. Referrals into Recommendations
  29. 29. “We are just lowering the bar for women.”
  30. 30. “Gender is part of your skill set and your team is enhanced by who you are.”
  31. 31. 2015 Registration is open at Wilson-Taylorassoc.com Check out the awesome handout!
  32. 32. • Relevant for all stages & sizes • Confidential process • Confidential benchmarking
  33. 33. Join! www.wilson-taylorassoc.com.
  34. 34. Thank you! jycleaver@wilson-taylorassoc.com

Editor's Notes

  • Business case, unconnected to anything. Today’ we’ll find out how to get to linking it.
  • The MOVE Project is unique because it combines statistics and stories to measure and support the advancement of women at public accounting firms. Here are the top-line demographic results from the 2012 MOVE survey of 29 firms. You can see that women are nearly half of all professionals – and just over half of all managers. But, as well all know, women are not equitably represented at the partner level, as validated by the latest MOVE results – other research validates the MOVE results, by the way.
  • The MOVE Project is unique because it combines statistics and stories to measure and support the advancement of women at public accounting firms. Here are the top-line demographic results from the 2012 MOVE survey of 29 firms. You can see that women are nearly half of all professionals – and just over half of all managers. But, as well all know, women are not equitably represented at the partner level, as validated by the latest MOVE results – other research validates the MOVE results, by the way.
  • The MOVE Project is unique because it combines statistics and stories to measure and support the advancement of women at public accounting firms. Here are the top-line demographic results from the 2012 MOVE survey of 29 firms. You can see that women are nearly half of all professionals – and just over half of all managers. But, as well all know, women are not equitably represented at the partner level, as validated by the latest MOVE results – other research validates the MOVE results, by the way.
  • How can we break the logjam that prevents women from achieving partner? The MOVE Project creates common ground through its annual report, which the entire industry can use as a benchmark. Participating firms buy in to the MOVE point of view that we will advance women by measuring where we are now; sharing practices that are actually working to advance women, and encourage other firms to adopt them; and then measure the results.
  • As I mentioned a moment ago, the MOVE approach blends statistics and stories. The statistics are gathered through an annual demographic survey. The stories are the ‘how and why’ behind the statistics.
  • The four MOVE dynamics proven to advance women are Money, Opportunity, Vital supports for work-life, and entrepreneurship.
  • Money: The MOVE Project does not ask about salaries. It does ask about practices and policies that ensure that women are paid equitably. It’s not enough that a firm claims that it pays men and women equitably. MOVE asks for proof of audits, management coaching, and checks and balances that ensure that womens’ pay does not drift below men’s for comparable work.
  • Opportunity is leadership and management training. Traditional programs, such as mentoring, sponsorship, and training, fall here. As well, O includes innovation in advancing women, such as the Moss Adams Forum_W initiative and the Baker Tilly GROW initiative. MOVE asks how firms continually improve these efforts to reflect evolving expectations and needs of women CPA’s at all stages of their careers.
  • The V section is vital supports for work-life. This is where public accounting firms tend to have made real progress. We all know that work-life programs took root about a decade ago, largely to mitigate the stresses of the busy season. But these programs have catalyzed culture change too: for example, at Plante Moran, flexwork has become a year-round productivity tool. MOVE recognizes and encourages the cross-pollination of work-life programs proven to remove barriers to the retention and advancement of women.
  • For the accounting profession, Entrepreneurship is about gaining business development skills that qualify women for partner. This is where the advancement of women translates to a genuine win for your firm: when women bring in business, they drive growth …and in the process, become candidates for partner. One example of Entrepreneurship is the Rainmakers Roundtable at Rothstein Kass. This program cycles midlevel women through several rounds of training and experience to gain confidence in their networking ability. Already, the Rainmakers Roundtable has been pivotal to several RK women attaining partner.
  • To provide consistent annual comparisons, MOVE tracks the same demographic categories every year. But reporting on small changes doesn’t exactly result in an inspiring story that spurs change. That’s why we have an annual theme for each year. MOVE pulls in close to take an in-depth look at a trend that deeply affects the path of women in accounting. The 2012 theme is Advancing Women Through Strategic Community Service. We wanted to look beyond the usual teambuilding and check-writing efforts, to see where women were really gaining career skills through community service.
  • The MOVE survey found that the infrastructure already exists at most firms for strategic community service. 71% of firms offer leadership training through employer-supported volunteering. For example, this might be training for board positions. But….
  • A vision for the future
  • Relationships are most important, per PAR research
  • Community service resonates with many women’s deep desire to make the world a better place through their careers. When you blend these deeply held values with career development, you have a powerful pull. Community service can help retain high-potential women.
  • How we usually think of developing women – one on one, mentoring, sponsorship
  • How we think of women’s initiatives -- not connected to succession, biz growth , market share
  • Cultivating larger scale growth. How much larger?
  • Community service resonates with many women’s deep desire to make the world a better place through their careers. When you blend these deeply held values with career development, you have a powerful pull. Community service can help retain high-potential women.
  • Community service resonates with many women’s deep desire to make the world a better place through their careers. When you blend these deeply held values with career development, you have a powerful pull. Community service can help retain high-potential women.
  • How we think of influence
  • Industry = thought leadership …are you known as an expert?
    Community – advancing women is one point of authority!
    Clients – it goes both ways
  • Moss Adams program
  • Business case, unconnected to anything. Today’ we’ll find out how to get to linking it.
  • The annual theme for the 2013 Accounting MOVE Project is retaining women in the partnership pipeline. Our research partner, Wilson-Taylor Associates, will be pulling in close to understand the dynamics that play into retention as women are starting to gain traction in management. What keeps them on track, and what propels them to leave? We will capture statistics and stories to help us understand this critical career stage, and what programs and practices help us keep women focused on attaining partner.
  • The annual theme for the 2013 Accounting MOVE Project is retaining women in the partnership pipeline. Our research partner, Wilson-Taylor Associates, will be pulling in close to understand the dynamics that play into retention as women are starting to gain traction in management. What keeps them on track, and what propels them to leave? We will capture statistics and stories to help us understand this critical career stage, and what programs and practices help us keep women focused on attaining partner.

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