Accounting
The 2024 Best Firms for Women: Freedom of choice
Published
2 years agoon
There are many different ways Accounting Today’s 2024 Best Firms for Women earned the honor of being among the top 10 most female-forward workplaces, but while the individual policies and programs they employ to effectively recruit, retain and advance women vary by practice, two stand out as critical for the highest-ranked firms: flexibility and mentorship.
Both strategies also empower female employees to make critical choices for their personal and professional success.
“Mentorship is so important — it’s just the be-all, end-all these days,” said April Miller, principal at Laurel, Maryland-based Bormel, Grice & Huyett PA, a Best Firm for Women for the third consecutive year, this year ranking No. 3. “So much more focus is on mentorship and training than ever before. It has a lot to do with retaining people and a lot to do with attracting people. Most people want to grow and advance, and we really want to foster that here. It’s more important than anything else.”
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Bormel, Grice & Huyett offers two types of mentors, Miller explained: “a mentor for learning, your work-side policies, procedures, technical help, as people advance and get more experience in the industry, and also a mentor whose primary focus is on career guidance.”
San Francisco-based Realize CPA, No. 5 among this year’s Best Firms for Women but also the highest ranked midsized firm on the list, shares those priorities, with managing partner Minerva Tottie crediting her female staff’s satisfaction to its strong mentorship program and flexible work culture.
All the Best Firms for Women are chosen from the members of Accounting Today’s annual Best Firms to Work For list, which is based on in-depth employee surveys. The Best Firms for Women, among other criteria, garnered positive survey responses from their female employees.
“Providing flexibility for women,” Tottie identified as one of Realize’s strengths. “We have a really strong mentorship program at Realize. Mentorship and flexibility. We usually get women fresh out of college, super eager and ambitious and ready to work. And then life happens: marriage, kids. Having mentors who can help guide them along the work side of things and different changes of life is really important, and we continue to provide that. We don’t want to get them discouraged. Accounting is a hard profession, with the hour requirements, especially on the tax side.”

The Best Firms for Women recognize that the profession’s current talent shortage makes these two principles more vital than ever. To combat the pipeline problem, they have also adjusted for the needs of younger candidates.
“Based on experience, education, and how they are brought in, we have a dedicated coaching and staff development plan that details expectations at each level,” shared Kayla Perry, firm administrator at Boise, Idaho-based B.A. Harris, No. 2 on this year’s list. “We make it clear to staff. This generation asks for complete clarity. They’re not a gray generation but black and white. We provide as much information as possible; the expectations of the next level up and so on. All expectations are provided to them even at an associate level, to see what it takes for a promotion to senior, to manager.”
At the Best Firms for Women, employees also have a choice in mentors and coaches.
“Good mentors, leaders who are also women, who have also been there, can provide guidance,” explained Tottie. “Oftentimes, myself as a partner, I’ll team up with another woman at a supervisor, manager level just so they can feel comfortable bringing up the types of issues they might not otherwise feel comfortable bringing up with men. Some women don’t care, and can be paired up with men or women. We are sensitive to what people need to get far in their career.”
“Any of the partners are always welcoming,” shared Miller. “Sometimes people don’t want to talk to partners, but have [a talk with] managers, principals or peers. There are different groups with different comfort levels of what they want to speak about.”
Bormel, Grice & Huyett also finds value in connecting female new hires with more senior women in the firm.
“We are respectful of the challenges some women face,” Miller said. “Not all women struggle with work-life balance but that is a thing, responsibility in the office plus family … We try to be respectful of women and men having the work-life balance everyone is talking about. Among new hires, we encourage setting up a meeting with a woman at the firm to talk about their experiences. We’ve found that to be really helpful to put candidates at ease.”
Flexibility at the forefront
Staff at all levels continue to value flexibility, both in work hours and location, and in career paths.
“We try to be very flexible to all staff,” said Megan Sunthimer, partner at No. 4-ranked firm C&D, based in Solvang, California. “We see that a lot with women who have kids, trying to be flexible with needs that parents in general have with young kids.”

All the Best Firms for Women stressed that their flexible work policies apply to men and women, with or without children, to maintain the ever-important work-life balance. But many firm leaders also acknowledge the extra burden that can fall on women.
“From personal experience, for quite a few really great female employees, different life things come up, particularly in the accounting industry, that can be pretty stressful at times with other commitments,” said Sunthimer. “They have decided, based off family dynamics and needs, the accounting industry in general: Is that where I want to be, in public accounting? That’s been a struggle in retention, specifically. Recruiting has been a tough few years with COVID and a lot less people entering the accounting industry.”
“Females are typically the default parent when it comes to children,” said Perry. “Whenever there are sick kids, the ability to work remotely at a moment’s notice, they need everyone to be super understanding. The leadership here is two-thirds women, and it really sets a good example for the rest of the staff, that there’s a place in leadership for women. And I think the partners here really empower women and hear them out. A great maternity leave policy also contributes to the satisfaction for women.”
The Best Firms for Women offer hybrid and remote work options, with C&D and Realize both calling for core hours for staff when everyone must be available, with flexibility outside those time frames.
B.A. Harris has also adjusted its mindset around long hours. “As a firm, over the past two years, we have reduced that expectation of hours worked,” said Perry. “It’s more about workload, the projects assigned to you, if you get them done … We allow everyone to set their own schedule, even during busy season. A lot work more, but that’s their decision. If they come in on a Saturday, we buy lunch, and it’s a casual environment with no dress code.”
B.A. Harris also closes the office on Fridays from May 1 through Labor Day to give staff three-day weekends to look forward to during the longer hours of busy season.
Realize recently “beefed up the head count so there is enough people to spread the work around, which is really helpful,” shared Tottie. “A new woman joined not too long ago, from out of state. She said, ‘That’s the best busy season I’ve ever had.’ It breeds loyalty, when you feel rested and good at work.”
Carving new paths
Employees also value choice in career paths, especially women juggling family commitments.
“Each family dynamic is different, each woman’s responsibilities are different,” said Sunthimer. “They might have kids, might be married, might not have a partner. Those hour commitments sometimes can be overwhelming, stressful. It’s OK to have different tracks available. Sometimes you get into public accounting and envision one track of how to move forward, but start to develop other paths. Maybe you have a staff person that can only work 40 hours a week and can’t do overtime. That doesn’t mean you can’t get to the next level. Have different paths available — do not stick to this is how it has always been done.”
Sunthimer and the female leaders at the other Best Firms for Women all have personal experience with these varied trajectories.
“My goal, ever since starting at C&D, was to eventually become partner,” Sunthimer shared. “When I moved to Indiana, I thought that might permanently derail that; we never had a remote partner before. It was a big step for them to take. They really value the experience I bring to the team. Two other employees, both employees working remotely before COVID, both female, they did want to retain them because they valued them so much. The retention of the other female employees is because the firm values everything they bring to the table. When you work for a firm that shows appreciation and values you, genuinely cares about you, as this firm does, it makes you want to stick around.”
Tottie can also relate, having worked at Realize since 2016.
“I absolutely did have mentors,” she recalled. “I have two kids. At one point [I thought] I don’t think I’m going to be able to do it. They allowed me to scale back my workload for a couple of years, which was hugely beneficial. They also reduced pay, and I’m OK with that if it meant I could stay in the game. When the kids were a little bit older, I came back little by little and was able to stay in it. I’m a partner now, and it’s an amazing career.”
“We’re just in general really focused on giving everyone the right guidance,” Tottie continued. “It’s such a great career if you can have, early on, someone to navigate through the challenges, to allow you to stay in the business, allow you to grow, allow you to have empathy skills for other women coming in and growing through the same challenges.”
One of Tottie’s colleagues benefited directly from Realize’s determination to retain the best talent.
“One woman had a baby and felt very strongly — she’s one of our superstars — that she wanted to take half a year off to be with the baby,” Tottie shared. “She’s so good we said, ‘OK. We’re here, we don’t want you to go anywhere, you’re on the partner track.’ It presents a challenge for us to allow that flexibility, but we know long term it’s the right thing to do, we’re in it for the long haul with them. They know that, and it helps a lot.”
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The Financial Accounting Standards Board met this week to discuss its projects on accounting for transfers of cryptocurrency assets and enhancing the disclosures around certain digital assets, such as stablecoins.
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During Wednesday’s meeting, FASB’s board made certain tentative decisions, according to a
At a future meeting, the board plans to consider clarifying the derecognition guidance for crypto transfer arrangements to assess whether the control of a crypto asset has been transferred.
FASB also began deliberations on the
The board decided to provide illustrative examples in Topic 230, Statement of Cash Flows, to clarify whether certain digital assets such as stablecoins can meet the definition of cash equivalents. It also decided to include the following concepts in the illustrative examples:
- Interpretive explanations that link to the current cash equivalents definition;
- The amount and composition of reserve assets; and,
- The nature of qualifying on-demand, contractual cash redemption rights directly with the issuer.
FASB plans to clarify that an entity should consider compliance with relevant laws and regulations when it’s creating a policy concerning which assets that satisfy the Master Glossary definition of the term “cash equivalents“ will be treated as cash equivalents.
“I agree with the staff suggestion to look at examples,” said FASB vice chair Hillary Salo. “From my perspective, I think that is going to help level the playing field. People have been making reasonable judgments. I agree with that. And I think that this is really going to help show those goalposts or guardrails of what types of stablecoins would be in the scope of cash equivalents, and which ones would not be in the scope of cash equivalents. I certainly appreciate that approach, and I think it has the least potential impact of unintended consequences, because I do agree with my fellow board members that we shouldn’t be changing the definition of cash equivalents, and it’s a high bar to get into the cash equivalent definition.”
“I’m definitely supportive of not changing the definition of cash equivalents,” said FASB chair Richard Jones. “I believe that’s settled GAAP in a way, and we’re not really seeing a call to change it for broader issues. I am supportive of the example-based approach. The challenge with examples, though, is everybody’s going to want their exact pattern, but that’s not what we’re doing.”
The examples will explain the rationale for how digital assets such as stablecoins do or do not qualify as cash equivalents and give a roadmap for other types of digital assets with varying fact patterns to be able to apply.
“We really don’t want to be as a board facing a situation where something was a cash equivalent and then no longer is at a later date,” said Jones. “That’s not good for anyone, so keeping it as a high bar with certain rigid criteria, I think, is fine.”
Stablecoins are supposed to be pegged to fiat currencies such as U.S. dollars and thus provide more stability to investors. “In my view, while a stablecoin may meet the accounting definition established for cash equivalents, not every one of those stablecoins in the cash equivalent classification represents the same level of risk,” said FASB member Joyce Joseph.
She noted that the capital markets recognize the distinctions and have established a Stablecoin Stability Assessment Framework to evaluate a stablecoin’s ability to maintain its peg to a fiat currency. Such assessments look at the legal and regulatory framework associated with the stablecoin, and provide investors with information that could enable them to do forward-looking assessments about the stability of the stablecoin.
“However, for an investor to consider and utilize such information for a company analysis the financial statement disclosures would need to include information about the stablecoin itself,” Joseph added. “In outreach, the staff learned that investors supported classifying certain stablecoins as cash equivalents when transparent information is available about the entities at which the reserve assets are held. Therefore, in my view, taking all of this into consideration a relevant and informative company disclosure would include providing investors with the name of the stablecoin and the amount of the stablecoin that is classified as a cash equivalent, so investors can independently assess the liquidity risks more meaningfully and more comprehensively by utilizing broader information that is available in the capital markets and its emerging information.”
Such information could include the issuer, reserves, governance and management, she noted, so investors would get a more holistic look at the risks that holding the stablecoin would entail for a given company.
The board decided to require all entities to disclose the significant classes and related amounts of cash equivalents on an annual basis for each period that a statement of financial position is presented.
Entities should apply the amendments related to the classification of certain digital assets as cash equivalents on a modified prospective basis as of the beginning of the annual reporting period in the year of adoption.
FASB decided that entities should apply the amendments related to the disclosure of the significant classes and amounts of cash equivalents on a prospective basis as of the date of the most recent statement of financial position presented in the period of adoption.
The board will allow early adoption in both interim and annual reporting periods in which financial statements have not been issued or made available for issuance.
FASB also decided to permit entities to adopt the amendments to be illustrated in the examples related to the classification of certain digital assets as cash equivalents without the need to perform a preferability assessment as described in Topic 250, Accounting Changes and Error Corrections.
The board directed the staff to draft a proposed accounting standards update to be voted on by written ballot. The proposed update will have a 90-day comment period.
Accounting
Lawmakers propose tax and IRS bills as filing season ends
Published
2 weeks agoon
April 17, 2026

Senators introduced several pieces of tax-related legislation this week, including measures aimed at improving customer service at the Internal Revenue Service, cracking down on tax evasion and curbing the carried interest tax break, in addition to efforts in the House to repeal the Corporate Transparency Act.
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Senators Bill Cassidy, R-Louisiana, and Mark Warner, D-Virginia, teamed up on introducing a bipartisan bill, the
The bill would establish a dashboard to inform taxpayers of backlogs and wait times; expand electronic access to information and refunds; expand callback technology and online accounts; and inform individuals facing economic hardship about collection alternatives.
“Taxpayers deserve a simple, stress-free experience when dealing with the IRS,” Cassidy said in a statement Wednesday. “This bill makes the process quicker and easier for taxpayers to get the information they need.”
He also mentioned the bill during a
“I’m happy to meet with the team … and do all I can to make it as good as you want it to be,” said Bisignano.
“My bill would equip the IRS with the legislative mandate to create an online dashboard so that taxpayers can monitor average call wait time and budget time accordingly,” said Cassidy. He noted that the bill would allow a callback for taxpayers that might need to wait longer than five minutes to speak to a representative, and establish a program to identify and support taxpayers struggling to make ends meet by providing information about alternative payment methods, such as installments, partial payments and offers in compromise.
“I know people are kind of desperate and don’t know where to turn for cash, so I think this could really ease anxiety,” he added. “This legislation is bipartisan and is likely to pass this Congress.”
Cassidy and Warner
“Taxpayers shouldn’t have to jump through hoops to get basic answers from the IRS — and in the last year, those challenges have only gotten worse,” Warner said in a statement. “I am glad to reintroduce this bipartisan legislation on Tax Day to ease some of this frustration by increasing clear communication and making IRS resources more readily available.”
Stop CHEATERS Act
Also on Tax Day, a group of Senate Democrats and an independent who usually caucuses with Democrats teamed up to introduce the Stop Corporations and High Earners from Avoiding Taxes and Enforce the Rules Strictly (Stop CHEATERS) Act.
Senate Finance Committee ranking member Ron Wyden, D-Oregon, joined with Senators Angus King, I-Maine, Elizabeth Warren, D-Massachusetts, Tim Kaine, D-Virginia, and Sheldon Whitehouse, D-Rhode Island. The bill would provide additional funding for the IRS to strengthen and expand tax collection services and systems and crack down on tax cheating by the wealthy.
“Wealthy tax cheats and scofflaw corporations are stealing billions and billions from the American people by refusing to pay what they legally owe, and far too many of them are getting a free pass because Republicans gutted the enforcement capacity of the IRS,” Wyden said in a statement. “A rich tax cheat who shelters mountains of cash among a web of shell companies and passthroughs is likelier to be struck by lightning than face an IRS audit, and Republicans want to keep it that way. This bill is about making sure the IRS has the resources it needs to go after wealthy tax cheats while improving customer service for the vast majority of American taxpayers who follow the law every year.”
Earlier this week. Wyden also
The Stop CHEATERS Act would provide the IRS with additional funding for tax enforcement focused upon high-income tax evasion, technology operations support, systems modernization, and taxpayer services like free tax-payer assistance.
“As Congress seeks ways to fund much-needed policy priorities and address our growing national debt, there is one common sense solution that should have unanimous bipartisan support: let’s enforce the tax laws already on the books,” said King in a statement. “Our legislation will make sure the IRS has the resources it needs to confront the gap between taxes owed and taxes paid – while ensuring that our tax enforcement professionals are focused on the high-income earners who account for the most tax evasion. This is a serious problem with an easy solution; let’s pass this legislation and make sure every American pays what they owe in taxes.”
Carried interest
Wyden, King and Whitehouse also teamed up on another bill Thursday to close the carried interest tax break for hedge fund managers that
Carried interest is a form of compensation received by a fund manager in exchange for investment management services, according to a
Under the bill, the
“Our tax code is rigged to favor ultra-wealthy investors who know how to game the system to dodge paying a fair share, and there is no better example of how it works in practice than the carried interest loophole,” Wyden said in a statement. “For several decades now we’ve had a tax system that rewards the accumulation of wealth by the rich while punishing middle-class wage earners, and the effect of that system has been the strangulation of prosperity and opportunity for everybody but the ultra-wealthy. There are a lot of problems to fix to restore fairness and common sense to our tax code, and closing the carried interest loophole is a great place to start.”
Repealing Corporate Transparency Act
The House Financial Services Committee is also planning to markup a bill next Tuesday that would fully repeal the Corporate Transparency Act, which has already been significantly
If enacted, the repeal would eliminate beneficial ownership reporting requirements, removing a transparency measure designed to help law enforcement and national security officials identify who is behind U.S. companies.
“This repeal would turn the United States back into one of the easiest places in the world to set up anonymous shell companies, something Congress worked for years to fix,” said Erica Hanichak, deputy director of the FACT Coalition, in a statement. “These entities are routinely used to facilitate corruption, financial crime, and abuse. Rolling back the CTA doesn’t just weaken transparency, it signals to bad actors around the world that the U.S. is once again open for illicit business.”
Accounting
IRS struggles against nonfilers with large foreign bank accounts
Published
3 weeks agoon
April 15, 2026

The Internal Revenue Service rarely penalizes taxpayers who have high balances in foreign bank accounts and fail to file the proper forms, according to a new report.
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The
Taxpayers with specified foreign financial assets that meet a certain dollar threshold are also required to report the information to the IRS by filing Form 8938. Failure to file the form can result in penalties of up to $60,000. However, TIGTA’s previous reports have demonstrated that the IRS rarely enforces these penalties.
The IRS created an Offshore Private Banking Campaign initiative to address tax noncompliance related to taxpayers’ failure to file Form 8938 and information reporting associated with offshore banking accounts, but it’s had limited success.
Even though the initiative identified hundreds of individual taxpayers with significant foreign bank account deposits who failed to file Forms 8938, the campaign only resulted in relatively few taxpayer examinations and a small number of nonfiling penalties. The campaign identified 405 taxpayers with significant foreign account balances who appeared to be noncompliant with their FATCA reporting requirements.
The IRS used two ways to address the 405 noncompliant taxpayers: referral for examinations and the issuance of letters to them.
- 164 taxpayers (who had an average unreported foreign account balance of $1.3 billion) were referred for possible examination, but only 12 of the 164 were examined, with five having $39.7 million in additional tax and $80,000 in penalties assessed.
- 241 noncompliant taxpayers (who had an average unreported account balance of $377 million) received a combination of 225 educational letters (requiring no response from the taxpayers) and 16 soft letters (requiring taxpayers to respond). None of the 241 taxpayers were assessed the initial $10,000 FATCA nonfiling penalty.
“While taxpayers can hold offshore banking accounts for a number of legitimate reasons, some taxpayers have also used them to hide income and evade taxes,” said the report.
Significant assets and income are factors considered by the IRS when assessing whether taxpayers intentionally evaded their tax responsibilities, the report noted. Given the large size of the average unreported foreign account balances, these taxpayers probably have higher levels of sophistication and an awareness of their obligation to comply with the law.
TIGTA believes the IRS needs to establish specific performance measures to determine the effectiveness of the FATCA program. “If the IRS does not plan to enforce the FATCA provisions even where obvious noncompliance is identified, it should at least quantify the enforcement impact of its efforts,” said the report. “This will ensure that IRS decision makers have the information they need to determine if the FATCA program is worth the investment and improves taxpayer compliance.
TIGTA made three recommendations in the report, including revising Campaign 896 processes to include assessing FATCA failure to file penalties; assessing the viability of using Form 1099 data to identify Form 8938 nonfilers; and implementing additional performance measures to give decision makers comprehensive information about the effectiveness of the FATCA program. The IRS disagreed with two of TIGTA’s recommendations and partially agreed with the remaining recommendation. IRS officials didn’t agree to assess penalties in Campaign 896 or with implementing performance measures to assess the effectiveness of the FATCA program.
“From our perspective, TIGTA’s conclusions regarding IRS Campaign 896 are based, in part, on a misguided premise and overgeneralizations, including the treatment of ‘potential noncompliance’ as tantamount to ‘egregious noncompliance’ that warrants a monetary penalty without contemplating the variety of justifications that may exempt a taxpayer from having to file Form 8938,” wrote Mabeline Baldwin, acting commissioner of the IRS’s Large Business and International Division, in response to the report.
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