Throughout the world, and especially in the world of public accounting, we know there is a strong business case for “balance for better.” Lately, a lot of the media focus has been on the end result at the highest level: How many women are represented in boards? How many women CEOs are there in the S&P 500?
It can be easy to see the disparity in leadership representation, but harder to determine the root cause of the imbalance. At Clayton & McKervey we are proud to have 50% representation in our shareholder group, a statistic that almost unheard of within the industry. As pleased as we are to see so many talented women in leadership roles, we know that we need to continually focus on the core components leading to long-term, sustainable and balanced leadership representation, where we ask questions such as:
- Is there balance in employee investment and inclusion?
- How about balance in employee evaluations and career support?
- What tone is set within the organization?
We recognize that these components will lead to balanced opportunities, advancement and ultimately, balanced representation. If there is unconscious bias affecting these components, it must be overcome with conscious inclusion!
One of the ways that we challenge ourselves to remain consciously inclusive includes our commitment to the firm’s internal Women’s Network, a program designed to connect women through personal relationships and thought leadership to help promote career advancement. Surveying female employees annually is key to this program so that we can better understand how to support women at all stages of their career. The feedback has helped to uncover areas in need of improvement while reinforcing the things that are making an impact.
So as we celebrate the 2019 International Women’s Day I, along with the rest of the firm, support the #balanceforbetter mission.