How Accounting Firms Can Promote Women in Leadership [Expert Opinion]

Women represent a significant portion of accountants and auditors worldwide.  

In recent years, the accounting profession has seen a rise in gender diversity within leadership, with women holding 39% of partnership positions at U.S. CPA firms, up dramatically from just 23% two years earlier, according to the AICPA’s “2021 Trends” report released in spring 2022. Overall, women make up 46% of employee counts at CPA firms. 

Women in accounting have made remarkable progress, taking on larger roles and shaping the profession in new ways. Today, more women are leading teams, advising clients, and driving innovation. Yet, there’s still room for greater representation at senior and partner levels—where their impact can be even stronger. 

Female leaders demonstrate more transformational leadership styles, according to a landmark 1992 meta-analysis of 61 studies led by Eagly.  

Ace Cloud Hosting reached out to industry experts for their insights on how firms can support and promote women in leadership. 

Redefining Leadership – Angela Meharg’s Perspective 

Angela Meharg is one of the few non-bookkeeper/accountants in the Top 100 ProAdvisor recipient group. She founded Datisfy where the sole focus is custom reporting for QuickBooks. Connect with Angela on LinkedIn. 

“Rather than waiting for other accounting firms to promote women in leadership, women accountants should start their own firms and set the standards for integrating work into a healthy lifestyle—no more overtime, irrelevant CPE hours, flexibility with working hours, the end of hourly billing, and lots of collaboration with clients about how to optimize their business and accounting practices.” 

Building Inclusive Cultures – Dr. Sangeeta Chhabra’s Perspective 

Dr. Sangeeta, co-founder and executive director of Ace Cloud Hosting, brings 30+ years of experience and is an advocate of inclusive, diverse, high-impact teams. Connect with her on LinkedIn.    

“While women have made progress in accounting, challenges like the pay gap, work-life balance, and retention remain. Accounting firms must go beyond basic policies and invest in flexible work arrangements, fair pay, mentorship, and bias training. 

Empowering women in leadership strengthens client trust, improves retention, and helps firms stay competitive in a rapidly evolving profession. The goal should not only be representation, but creating an environment where women can grow, lead, and truly thrive.” 

Diversity as Strength – Randy Johnston’s Perspective 

Randy is an executive vice president at K2 Enterprises and a nationally recognized educator, consultant, and writer with 30+ years in technology planning, software selection, and managed services. Connect with Randy on LinkedIn. 

“Some of the most forward-thinking firms I have consulted with in the past 18 months have new female managing, leading, or equity partners. After a discussion on client experience and technology options, the leadership teams have moved thoughtfully to change the technology to better support their clients and firms. Women leaders are one example of the strength in diversity.” 

Talent Beyond Labels – Seth Fineberg’s Perspective 

Seth Fineberg is an accounting industry consultant, content strategist, and speaker with years of expertise in business operations, technology, and industry trends. Connect with Seth on LinkedIn. 

“Well, to this question, it is multifaceted. First and foremost, talent in your firm is talent regardless of gender, race, creed, sexual orientation, etc. NONE of that should matter. What you do for the growth and betterment of your firm and the work you put in with clients—that should be most in focus. 

That said, I recall a time when female leadership in CPA firms was at approximately 2%. That same low percentage now pertains to people of color, as far as firm leadership goes. And while female leadership at the firm level has grown considerably, there is much to do. 

My advice to male leaders in the room: ignore the anti-DEI diatribe you are being fed; it does not serve you, your firms, or the profession in any way. You have talented individuals; their work, their commitment, and their level of pay should be on par. Be mindful.”  

Suggested Read: Top 25 Women in Accounting To Follow

From Progress to Leadership 

Accounting will advance only when leadership reflects the diversity of its people. Opening more doors for women isn’t just about fairness—it’s about building firms that are more resilient, innovative, and future-ready. Every woman elevated to leadership raises the standard for the profession as a whole. 

Moving from intent to impact requires concrete steps. Firms can: 

1. Build inclusive cultures that protect well-being and give equal weight to every voice. 

2. Pair mentorship with sponsorship so women not only gain guidance but also champions who advocate for their advancement. 

3. Invest in leadership development, equipping women with the skills and confidence to thrive in high-stakes roles. 

4. Root out bias in policies and practices, ensuring fair pay, transparent promotions, and equal access to strategic opportunities. 

5. Leverage technology and AI to create flexible, cloud-enabled workplaces where women can balance career growth with life priorities. Tools like automation, virtual collaboration, and data-driven insights can reduce barriers, expand opportunities, and empower women to lead in a digital-first profession. 

The progress women in accounting have made is significant, but the work is far from finished. Firms that commit to inclusion and equitable growth will not only empower women but also strengthen client trust, foster innovation, and secure their long-term success. 

The next chapter of accounting leadership must be written with diversity, equity, and inclusion at its core—and the time to act is now. 

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