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Accounting firms should follow Wall Street’s lead on work-life balance

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Wall Street’s notorious culture of marathon workweeks is under fire due to talent burnout and a new generation of workers simply won’t stand for it. The accounting profession — grappling with both a shortage of talent and a generational shift in workplace expectations — needs to follow suit, and quickly.

Major investment banks, long known for their grueling work hours for junior talent, have begun to cap work schedules in response to mounting concerns over employee well-being. The shift is being driven by broad post-COVID workforce demands for a healthier work-life balance, and it’s prompting other industries to reassess their own practices. 

Given the current crises facing the accounting industry, firms need to get on board too.  And at some firms, this shift is already taking shape. 

What’s happening on Wall Street is a good thing. Some firms are changing their email policies to now prohibit sending messages between 7 p.m. and 7 a.m. unless there’s a crisis. They’re also trying to curb weekend emails. 

Financial institutions are starting to invest more in their people by offering better health and wellness benefits and paying for more robust professional development opportunities. Smaller institutions have become especially interested in offering talent more and better benefits.

The accounting industry has historically operated much like Wall Street banks do, meaning workers would often be expected to clock in 70+ hours a week. To the surprise of no one, those expectations have resulted in the extreme burnout we’ve seen in recent years, and has significantly contributed to the industry’s talent crisis. 

Something is broken in the system. Between 2019 and 2021, 300,000 accountants quit their jobs, according to the Bureau of Labor Statistics. Many accountants have simply left public accounting to take in-house corporate roles, which offer more predictable schedules and greater work-life rhythms. 

That labor exodus is about to get worse. Nearly 75% of working CPAs are nearing retirement age. If current hiring difficulties continue, that will deliver a catastrophic blow to the entire industry’s headcount in just a few years. 

If accounting firms don’t start to address this crisis now, the industry will be looking at a massive talent shortage in what is a largely recession-proof business. 

Smart accounting firms have begun to move away from the traditional partnership model, which requires team members to work back-breaking hours — but the payoff doesn’t happen until 15 to 20 years down the road when they are invited to join the partnership. That helps young accountants build a great nest egg for retirement, but younger workers don’t value secure retirement. Nor do they particularly long for country club membership or many other perks prioritized by previous generations of partners. 

So, how can these companies create a new model that transforms the culture away from the outdated goal of making partners? Many are starting to offer their workers employee stock purchase plans right out of the gate, which gives people a greater stake in their firm’s outcomes at the beginning of their tenure. 

Other firms are moving toward project-based or retainer-based pricing models, where clients pay by the project instead of being billed by the hour. This helps reduce the billable-hour mentality, which is necessary for true cultural transformation. As long as firms emphasize billable hours, it’s hard to change the mindset that 60+ hour weeks should be the norm.

Work-life rhythm plans that focus on setting career and life balance goals is a unique approach progressive firms are taking. Team members develop plans based on their individual goals and preferences. Plans are built with flexibility for customization for individual preferences — similar to professional development plans. These plans and adherence to them are considered as factors in determining bonuses, along with other factors such as client service and business development. 

Yes, it’s a very different generation and a different world. Winning firms will adapt. 

But there won’t be a single magic bullet solution. Work-life balance means different things for different people, so for employees who love 70-hour work weeks, limiting their hours and compensation will affect their zeal to work for your firm. Having individualized plans and evaluating employees based on how they use theirs can go a long way in building a culture that honors life outside of work. 

Now, what we don’t know yet is how far reforms like these will go toward improving retention rates and ultimately attracting the next generation of accounting talent. What we do know is that very few younger/future employees want 90-hour work weeks. Healthy work-life rhythms matter to them, and they want to engage more outside of work. 

This generation also doesn’t seem to have the same competitive spirit that previous generations have had, which is why the biggest drop-off in talent tends to occur when people are about to be promoted into the manager level. After spending years putting in many hours, they either burn out or — and this is especially true for female accountants who have children — they can’t see a pathway that’s conducive to both career and family so they leave the profession. 

It’s critical that the accounting industry avoid the looming talent cliff that is fast approaching. Firms should continue to follow the lead Wall Street is setting while also innovating to make the industry-specific changes that will keep the current shortage from turning into a lost generation.

Design work requirements and compensation systems that make your most junior employees feel energized and valued. If you do that during their first 10 years with your firm, retention will improve, and attracting new talent will become your competitive advantage.

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Accounting

Both auditors, management must prepare for AI impact

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As AI works its way into more and more business processes, it has become increasingly important for auditors to understand where, why, when and how organizations use it and what impact it is having not only on the entity itself but its various stakeholders as well. 

Speaking at a virtual conference on AI and finance hosted by Financial Executives International, Ryan Hittner, an audit and assurance principal with Big Four firm Deloitte, noted that since the technology is still relatively new it has not yet had time to significantly impact the audit process. However, given AI’s rapid rate of development and adoption throughout the economy, he expects this will change soon, and it won’t be long before auditors are routinely examining AI systems as a natural part of the engagement. As auditors are preparing for this future, he recommended that companies do as well. 

“We expect lots of AI tools to inject themselves into multiple areas. We think most companies should be getting ready for this. If you’re using AI and doing it in a way where no one is aware it is being used, or without controls on top of it, I think there is some risk for audits, both internal and external,” he said. 

Robot Audit
Elevated View Of Robotic Hand Examining Financial Data With Magnifying Glass

Andrey Popov/stock.adobe.com

There are several risks that are especially relevant to the audit process. The primary risk, he said, is accuracy. While models are improving in this area, they still have the tendency to make things up, which might be fine for creative writing but terrible for financial data reporting. Second, AI tends to lack transparency, which is especially problematic for auditors, as their decision making process is often opaque, so unlike a human, an AI may not necessarily be able to explain why it classified an invoice a particular way, or how it decided on this specific chart of accounts for that invoice. Finally, there is the fact that AI can be unpredictable. Auditors, he said, are used to processes with consistent steps and consistent results that can be reviewed and tested; AI, however, can produce wildly inconsistent outputs even from the same prompt, making it difficult to test. 

This does not mean auditors are helpless, but that they need to adjust their approach. Hittner said that an auditor will likely need to consider the impact of AI on the entity and its internal controls over financial reporting; assess the impact of AI on their risk assessment procedures; consider an entity’s use of AI when identifying relevant controls and AI technologies or applications; and assess the impact of AI on their audit response.  

In order to best assist auditors evaluating AI, management should be able to answer relevant questions when it comes to their AI systems. Hittner said auditors might want to know how the entity assesses the appropriate of AI for the intended purpose, what governance controls are in place around the use of AI, how the entity measures and monitors AI performance metrics, whether or how often they backtest the AI system, and what is the level of human oversight over the model and what approach does the entity take for overriding outputs when necessary.

“Management should really be able to answer these kinds of questions,” he said, adding that one of the biggest questions an auditor might ask is “how did the organization get comfortable with the result of what is coming out of this box. Is it a low risk area with lots of review levels? … How do you measure the risk and how do you measure whether something is acceptable for use or not, and what is your threshold? If it’s 100% accurate, that’s pretty good, but no backtesting, no understanding of performance would give auditors pause.” 

He also said that it’s important that organizations be transparent about their AI use not just with auditors but stakeholders as well. He said cases are already starting to appear where people unaware that generative AI was producing the information they were reviewing. 

Morgan Dove, a Deloitte senior manager within the AI & Algorithmic Assurance practice, stressed the importance of human review and oversight of AI systems, as well as documenting how that oversight works for auditors. When should there be human review? Anywhere in the AI lifecycle, according to Dove. 

“Even the most powerful AIs can make mistakes, which is why human review is essential for accuracy and reliability. Depending on use case and model, human review may be incorporated in any stage of the AI lifecycle, starting with data processing and feature selection to development and training, validation and testing, to ongoing use,” she said. 

But how does one perform this oversight? Dove said data control is a big part of it, as the quality and accuracy of a model hinges on its data stores. Organizations need to verify the quality, completeness, relevance and accuracy of any data they put into an AI, not just the training data but also what is fed into the AI in its day to day functions. 

She also said that organizations need to archive the inputs and outputs of their AI models, without this documentation it becomes very difficult for auditors to review the system because it allows them to trace the inputs to the outputs to test consistency and reliability. When archiving data she said organizations should include details like the name and title of the dataset, and its source. They should also document the prompts fed into the system, with timestamps, so they can possibly be linked with related outputs. 

Dove added that effective change management is also essential, as even little changes in model behaviors can create large variations in performance and outputs. It is therefore important to document any changes to the model, along with the rationale for the change, the expected impact and the results of testing, all of which supports a robust audit trail. She said this should be done regardless of whether the organization is using its own proprietary models or a third party vendor model. 

“There are maybe two nuances. One is, as you know, vendor solutions are proprietary so that contributes to the black box lack of transparency, and consequently does not provide users with the appropriate visibility … into the testing and how the given model makes decisions. So organizations may need to arrange for additional oversight in outputs made by the AI system in question. The second point is around the integration and adoption of a chosen solution, they need to figure out how they process data from existing systems, they also need to devote necessary resources to train personnel in using the solution and making sure there’s controls at the input and output levels as well as pertinent data integration points,” she said. 

When monitoring an AI, what exactly should people be looking for? Dove said people have already developed many different metrics for AI performance. Some include what’s called a SemScore, which measures how similar the meaning of the generated text is to the reference text, BLEU (bilingual evaluation understudy), which measures how many words or phrases in the generated text match the reference text, or ROC-AUC (Receiver Operating Characteristic Area Under the Curve) which measures the overall ability of an AI model to distinguish between positive and negative classes.

Mark Hughes, an audit and assurance consultant with Deloitte, added that humans can also monitor the Character Error Rate, which measures the exact accuracy of an output down to the character (important for processes like calculating the exact dollar amount of an invoice), Word Error Rate, which is similar but does the evaluation at the word level, and the “Levenshtein distance,” defined as the number of single character edits needed to fix an extracted text to see how far away the output is from the ground truth text. 

Hittner said that even if an organization is only just experimenting with AI now, it is critical to understand where AI is used, what tools the finance and accounting function have at their disposal to use, and how it will impact the financial statement process. 

“Are they just drafting emails, or are they drafting actual parts of the financial statements or management estimates or [are] replacing a control? All these are questions we have to think about,” he said. 

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Accounting

EY bolsters AI capacities for assurance

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Big Four firm EY announced a collection of new AI solutions made to enhance the work of its assurance professionals, the latest development in its $1 billion investment in AI.

“Through its $1billion technology investment, EY is bringing AI right to the heart of the audit, accelerating its transformation,” ,” said Marc Jeschonneck, EY’s global assurance digital leader in a statement. “This elevates the attractiveness of EY for talent and equips EY professionals with technology capabilities to shape the future with confidence.” 

Among the new AI-powered solutions is EYQ Assurance Knowledge, which uses generative AI to help with detailed searches and summarization of accounting and auditing content. By integrating EYQ Assurance Knowledge directly into the workflow of the EY Assurance technology platform, the AI can tailor responses based on the profile and context of the audit engagements for companies served, including geography, industry and complexity.

Another product is a new release of EY Intelligent Checklists with AI, which recommends responses to questions in disclosure checklists to support audit professionals in addressing accounting standards and legal requirements. EY is also releasing enhancements to EY Financial Statement Tie Out, which supports audit professionals with accuracy and integrity checks. The enhancements help manage changes between different iterations of company financial statements, alongside existing technology features.

“This launch of new AI capabilities is the first of a series of generative and agentic AI technologies which build on the strong foundations established by integrated and transformative technology,” said Paul Goodhew, EY’s global assurance innovation and emerging technology leader. “This supports the EY organization’s ambition to become the world’s most trusted AI-powered assurance provider.”

This is not the only area where EY is adding AI. For example, the firm recently announced new artificial intelligence capabilities in its EY Blockchain Analyzer: the Smart Contract and Token Review tool, designed to enhance vulnerability detection in smart contracts through greater code coverage and streamline the contract simulation process. A smart contract is a type of self-executing agreement that is usually implemented through a blockchain; the concept undergirds certain cryptocurrencies like Ethereum. The advanced AI feature enable users to automate and simulate the entire contract review process using natural language prompts and the tool’s testing engine. Trained on a library of existing tests and simulations, the feature supports the reviewer’s ability to detect vulnerabilities with higher test coverage while leveraging the same number of resources. The SC&TR tool’s new AI capabilities eliminate several manual steps for smart contract deployment, such as sandbox simulations and test creation. 

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Accounting

AICPA wants changes in GST tax regulations

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The American Institute of CPAs asked officials in the Treasury Department and the Internal Revenue Service for changes in the final regulations governing generation-skipping transfer tax exemptions.

Last April, the Treasury and the IRS issued final regulations providing guidance describing the circumstances and procedures under which an extension of time will be granted to make certain allocations and elections related to the GST tax. The relief provisions are supposed to offer a kind of safety net for taxpayers so their estate planning and tax strategies can be effectively implemented even if some errors are made initially.

The AICPA sent a comment letter last week in response to the recent GST final regulations in which Treasury and the IRS said they’re prepared to issue further revenue procedures or other guidance when they identify situations for which simplified or automatic relief under Section 2642(g)(1) of the Tax Code would be appropriate and administrable. 

The AICPA suggested the Treasury and IRS should extend the relief provided by Rev. Proc. 2004-46 to tax years 2001 and later. The Treasury and the IRS should also provide a similar revenue procedure to Rev. Proc. 2004-46 for situations in which the donor’s GST exemption has been automatically allocated to a prior transfer, but the donor either did not intend for GST exemption to be allocated or the donor was not aware that GST exemption was allocated to the transfer, the AICPA suggested.

The administrative burden on both taxpayers and the IRS to process private letter rulings for small amounts is disproportionate to the amounts involved, the AICPA pointed out. Extending the relief provided by Rev. Proc. 2004-46 to tax years 2001 and later would streamline the process for taxpayers seeking to allocate their GST exemption to post-2000 transfers, thus reducing the administrative burdens and costs associated with PLRs for both taxpayers and the government.

In addition, extending relief to tax years 2001 and later would help taxpayers who didn’t file gift tax returns for certain gifts to trusts, the AICPA recommended. That would enable taxpayers to make more informed decisions and fix their past mistakes so their GST exemptions can better match their tax planning goals.

“While the final regulations offer a safety net for missed GST elections, the high cost and complexity make the Private Letter Ruling approach impractical for many taxpayers,” said Eileen Sherr, the AICPA’s director of tax policy and advocacy, in a statement Wednesday. “The AICPA’s suggestions will help taxpayers effectively utilize their GST exemptions and reduce unnecessary administrative burdens on taxpayers and the IRS.”

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