Accounting
Fostering the next generation of women leaders in accounting and finance
Published
2 months agoon

In honor of Women’s History Month, I’ve taken time to reflect on my journey as a leader in the financial technology sector. Earlier in my career, I encountered the challenges that many women in our industry face, from biased hiring practices to persistent pay gaps. Advancing in accounting and finance often feels like walking a tightrope, demanding resilience, determination and a constant push for equity at every step.
At the same time, I’ve seen how much value women bring to our industry’s leadership spaces. Our differing perspectives and skills facilitate growth, improve company culture and foster the next generation of leaders.
Thankfully, with help from their own modern organizations, women have made tremendous progress in our field, but there’s still work to be done.
Women face challenges in advancing their careers
While workplace equality has come a long way, some women in accounting and finance still encounter barriers to advancement in companies that have yet to evolve. Fortunately, I’m proud to work for a forward-thinking financial technology company that actively fosters growth and advancement opportunities for women.
Perceptions and structural challenges can discourage many from long-term careers, contributing to their underrepresentation in leadership. By tackling these issues and reshaping the narrative, we can create more opportunities for women to thrive.
Stigma around the industry
Accounting and finance may not be the most “glamorous” of industries. Many young professionals overlook these fields, assuming they lack excitement or the potential for meaningful career growth.
My own career proves this isn’t true. Finance is a dynamic field with many opportunities for growth, networking and even travel. By connecting with young people and highlighting the most rewarding aspects of our field, we can inspire the next generation of accounting and finance professionals.
Barriers to leadership
In outdated organizations, women can encounter challenges that make it difficult to advance beyond entry- or mid-level positions. These barriers range from unconscious bias and lack of mentorship to structural hurdles that limit access to high-profile projects and leadership tracks. While many organizations have made strides in diversity and inclusion efforts, true progress requires more than just hiring initiatives — it demands a fundamental shift in how career development is structured.
One key solution may lie in rethinking internal career development programs. Without clear pathways for advancement, many talented women find themselves stagnating in roles that don’t fully utilize their skills or position them for leadership opportunities. Addressing this issue means implementing mentorship programs, leadership training and sponsorship opportunities that actively support women’s career progression.
Workplace biases and additional expectations
While great progress has been made, bias toward women in the financial and accounting industries still lingers within antiquated companies. Men who hold these views aren’t as outspoken about them as they may have been in the past. But the perspective often seeps into the expectations others have of women — even in leadership settings.
For example, women are often recognized for their natural ability to nurture and support those around them, which can be a valuable strength. However, this perception can sometimes lead to women being steered toward roles that may not fully align with their career goals — such as managing employees, onboarding new hires or organizing company events. Even seemingly small assumptions, like being assigned as the note taker due to “better handwriting,” can reinforce patterns that unintentionally limit access to higher-level opportunities.
The power of female mentorship in finance and accounting
Building a successful, high-level career as a woman in finance and accounting is absolutely possible. The challenge is that many of us start out without a clear roadmap for advancement. That’s why I’m a strong advocate for mentorship — having guidance and support early on can make all the difference in navigating the path to leadership.
When I started in our industry, a female leader took me under her wing. She taught me how to be an effective manager, how to act in a boardroom, and how to deal with people and challenges in different settings. But most importantly, she showed me how to infiltrate leadership spaces. This has had a profound impact on my career as an African-American woman in a primarily white, male-dominant industry.
That’s why I make it a priority to pay forward the guidance and support my own mentor once gave me. I believe in sharing knowledge freely, which is why I’m mentoring four rising women leaders, helping them build confidence, develop their skills and navigate workplaces that are still largely male-dominated.
Mentorship isn’t just about individual growth; it’s about ensuring each new generation of women in finance starts from a stronger position than the last. By passing down insights, strategies and hard-earned lessons, we create a ripple effect that accelerates progress. And that, more than anything, will help us close the leadership gap and advance at the same pace as our male counterparts.
Attracting the next generation of female leaders
Mentorship is a powerful tool for helping women advance once they’ve entered the finance industry. But the bigger challenge starts even earlier. Many ambitious young women don’t see finance as a career path worth pursuing. If we want to achieve true equality, we need to address this recruitment gap, making the industry more visible, accessible and appealing to the next generation of female leaders.
Engage young women early
First, we need to be more proactive in reaching young women at the start of their career journey. That means increasing our presence at local colleges, cultural fairs, conferences and professional events.
Finance is an incredibly rewarding career, but young women need to see that for themselves and have clear entry points to explore their potential. Internships, mentorship programs and even simple coffee meetings can make a huge difference in helping them take that first step. Think of it as building a bridge — one that connects ambitious young women to the opportunities our industry has to offer.
Creating an inclusive hiring process
Getting young women interested in finance is a great place to start. But we also need to ensure they’re being hired. A more inclusive hiring process is key to making that happen — one that minimizes the influence of unconscious bias and focuses purely on talent and potential.
One effective approach is blind hiring, where companies assess resumes and written responses without knowing a candidate’s gender. This levels the playing field, ensuring the most qualified person gets the job based on merit rather than outdated perceptions of who “fits the part.” By adopting practices like this, we can build a more diverse, equitable finance industry that welcomes and elevates women from the start.
Building workplaces that retain women
We should also seek to build workplaces that retain a higher percentage of their female employees. That starts with paying women an equal wage. But it also means embracing work-life balance and flexibility.
Flexibility in the workplace isn’t just a perk — it’s a necessity for retaining top female talent. Companies that offer hybrid or remote work options, flexible scheduling and generous parental leave policies create environments where women don’t have to choose between career advancement and personal commitments. When organizations recognize that productivity isn’t defined by rigid office hours, they open the door for more women to thrive in finance without sacrificing other aspects of their lives.
Internal career development programs
Finally, we should create more sophisticated career development programs. These help women progress in their careers by showing them exactly what they need to do to rise into leadership. They help with retention and advancement — two key steps toward equality in the financial industry.
A well-designed career development program does more than offer occasional workshops or mentorship opportunities. It provides a structured framework for growth, outlining the skills, experiences and milestones necessary for women to progress into leadership roles. These programs should include:
● Transparent promotion criteria – Clearly defining what it takes to move up in an organization helps eliminate ambiguity and bias, ensuring women have the same opportunities for advancement as their male colleagues.
● Mentorship and sponsorship – While mentorship provides guidance, sponsorship connects women with influential advocates who can actively support their career growth, recommend them for leadership roles and open doors to high-profile projects.
● Leadership training and skill-building – Equipping women with executive-level skills, such as negotiation, strategic decision-making and financial forecasting, prepares them for leadership positions and strengthens their confidence in pursuing them.
● Stretch assignments and high-visibility projects – Women should be given opportunities to take on challenging assignments that demonstrate their capabilities and position them for promotion. Too often, they are siloed into support roles rather than being encouraged to lead critical initiatives.
● Work-life integration support – Career growth shouldn’t come at the cost of personal wellbeing. Programs that include flexible leadership tracks, remote work options and family-friendly policies ensure women can advance without sacrificing work-life balance.
The path forward
I’m fortunate to have found my path in the industry, gaining momentum in leadership and ultimately securing a role at
- Engaging young women early in their careers
- Promoting woman-to-woman mentorship relationships;
- Removing bias from our hiring processes; and
- Creating more concrete career development programs.
The future for women in finance is full of potential, but there’s still work to be done. Progress won’t happen on its own — it requires collective effort, commitment and a shared vision to create real change.
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Accounting
Essential Strategies for Maintaining Data Security in Modern Bookkeeping
Published
3 hours agoon
May 10, 2025
In the modern world of digital finance, securing bookkeeping data is not just a good business habit—it’s absolutely essential. Bookkeepers work with confidential financial records, including income reports, payroll details, tax filings, and banking information. As cyber threats continue to evolve, protecting this data is a critical step in maintaining trust, ensuring compliance, and supporting business continuity. Let’s explore effective, easy-to-understand strategies that bookkeepers and businesses can use to strengthen their data security and avoid unnecessary financial risks.
Control Who Has Access to Financial Data
One of the first steps in keeping bookkeeping data secure is managing access control. Not every employee in a company needs access to financial information. Set permissions so that only those who absolutely need access—like bookkeepers, accountants, or certain managers—can see or edit sensitive records. This limits the chances of internal data leaks or accidental changes.
Use multi-factor authentication (MFA) for all financial software platforms. This adds an extra layer of protection beyond just a password. Even if a hacker steals someone’s login details, they can’t access the system without the second form of verification. Regularly conduct access reviews and audits to make sure permissions are current and appropriate.
Encrypt Data at All Times
Think of data encryption as the protective armor surrounding your financial files. Encryption converts information into unreadable code that can only be unlocked with a special key. Whether you’re storing records in the cloud, on a local device, or sending financial statements to clients, encryption ensures your data stays protected from cybercriminals.
For cloud-based accounting systems, make sure the provider offers end-to-end encryption and follows industry security standards. Also, be sure any email or messaging platform used to transmit bookkeeping data uses secure, encrypted connections.
Create a Reliable Backup Plan
Backing up bookkeeping data is a huge part of data security. A good rule to follow is the 3-2-1 backup strategy:
- Keep 3 copies of your data.
- Store them on 2 different media types (like a computer and an external hard drive).
- Keep 1 copy off-site, either physically or in the cloud.
This ensures that if your local systems are ever hacked, damaged, or lost due to hardware failure, your financial data is still safe and recoverable. Set up automated backup schedules to keep your backups current, and test the restoration process regularly to ensure you can access the data when needed.
Keep Accounting Software Up to Date
Outdated accounting software can become an open door for cybercriminals. Software providers release security updates and patches to fix bugs and defend against new threats. If you’re using software like QuickBooks, Xero, or Wave, enable automatic updates whenever possible. Check for updates weekly if you’re managing the process manually.
Always keep any antivirus and firewall systems active and updated. These tools act as your first line of defense against malware, ransomware, and other digital threats that could compromise your financial data.
Train Your Team on Data Security Best Practices
Technology alone can’t prevent security breaches. Human error is still the leading cause of many data security incidents. That’s why it’s important to train everyone involved in bookkeeping—even if it’s just a few team members—on cybersecurity basics.
Training should cover how to spot phishing emails, create strong and unique passwords, handle data responsibly, and respond to suspicious activity. Even quick, regular refresher sessions can greatly reduce your risk.
Keep a Clear Audit Trail
Document everything related to financial activity and data access. This includes who logs into your accounting systems, what changes they make, and when. Keeping an accurate audit trail helps you identify the source of any errors or breaches quickly. It’s also vital for regulatory compliance, especially if you undergo an audit by the IRS or other financial authority.
Choose bookkeeping software that includes activity logs and make sure they’re enabled. These logs can help you track down security problems before they get worse and provide evidence if something ever goes wrong.
Make Security an Ongoing Priority
Cybersecurity is not a one-time project. It’s a regular part of doing business in the digital age. As your business grows and technology changes, your approach to bookkeeping data security must evolve too. Review your data protection strategies quarterly, and update them to keep up with new threats and industry trends.
It’s also wise to stay informed about bookkeeping regulations, data privacy laws like GDPR or CCPA, and compliance requirements that apply to your business. The more proactive you are, the safer your financial records will be.
Data Security is the Foundation of Trust
Maintaining data security in bookkeeping is about more than just protecting your business—it’s about preserving your clients’ trust and your company’s reputation. From managing access controls and using encryption to updating software and training staff, each small step adds up to a stronger defense against potential threats.
When you make data protection a core part of your bookkeeping process, you reduce risks, improve accuracy, and ensure your business is always ready to face challenges. Remember, a secure bookkeeping system is the foundation of a successful, trustworthy, and future-ready business.
Accounting
AI great at simple tasks but struggles with complexity
Published
21 hours agoon
May 9, 2025
Artificial intelligence has indeed led tech-forward firms (including those in this year’s
On the positive end, firms such as the Texas-based Franklin Alliance reported that adopting AI technology has dramatically increased their capacities as bots take on repetitive manual tasks with an ease and a speed far past more conventional automation setups, allowing accountants to focus more on higher value tasks.
“What’s been most impressive about the AI tools we’ve explored is their ability to dramatically reduce the time spent on repetitive, manual tasks—things like document summarization, data extraction, and even early-stage tax prep. In the right context, these tools create real efficiency gains and allow our team to shift focus to higher-value advisory work,” said Benjamin Holloway, co-founder of Texas-based Franklin Alliance.

madedee – stock.adobe.com
For some, like Illinois-based Mowery & Schoenfeld, these efficiencies have been most impressive on the internal administration side, with AI effectively taking care of the non-accounting work that nonetheless keeps many firms afloat, especially where it concerns meetings.
“Truly most impressive and a huge time savings for us has been AI’s ability to record and summarize Team meetings. Circulating notes and reducing administrative burden on such activities has freed up much capacity, both for our admin side and for partners or management who are not able to be at every meeting,” said Chris Madden, director of information technology.
Others, like top 10 firm Grant Thornton, emphasized AI’s benefits in client-facing activities and noted that it has been especially meaningful in its risk advisory services at least partially due to the firm’s recently-launched CompliAI tool, designed specifically for this area.
“The tool uses generative artificial intelligence and was developed using Microsoft technology, including Microsoft Azure OpenAI Service. CompliAI’s ability to quickly analyze vast datasets and identify potential risks has proven invaluable in combining Grant Thornton’s extensive global controls library with generative AI models and features, including AI analysis, ranking and natural language processing capabilities. As a result, our employees can run control design and assessment tasks in minutes, versus days or weeks. This means clients enjoy faster operational insights, which could amount to a new level of efficiency and a path toward transformative growth,” said Mike Kempke, GT’s chief information officer.
Another positive frequently mentioned, such as by top 25 firm Cherry Bekaert, has been the accessibility and ease of use for many AI solutions even for those without strong technical capacities. Assurance partner Jonathan Kraftchick said this means they did not need to wait long before they began seeing results.
“The most impressive aspect of AI has been its ability to add value with minimal ramp-up time. Many of the tools we’ve implemented have a low barrier to entry, allowing users to start experimenting and seeing results almost immediately. Whether it’s drafting content, conducting accounting research, summarizing meetings, normalizing data, or detecting anomalies, AI has consistently helped accelerate tasks and enable our teams to focus on higher-risk or higher-value areas,” he said.
Several firms, such as California-based Navolio & Tallman, also mentioned improvements to broad strategy and ideation, saying it’s been good for enhancing creativity and accelerating the early stages of their work.
“We’ve still seen value in AI as a jumping off point for ideas and strategy. It’s been helpful for brainstorming, drafting early versions of client communications, and supporting high-level planning conversations,” said IT partner Stephanie Ringrose.
Inconsistencies, inaccuracies, insufficiency, and insecurity
At the same time, firms over and over again said that while the strength of AI comes in handling simple jobs, it often lacks the precision and consistent accuracy needed for higher value accounting work. While it can certainly generate outputs at an industrial scale, trusting that those outputs are correct is another story for firms like Community CPA and Associates.
“AI is incredibly useful for certain types of tasks, such as summarization, data extraction, answering simple questions, drafting communications or documentation, brainstorming ideas, or serving as a sounding board. However, we have observed that most AI tools we’ve tried have difficulty with complex tasks that require lots of context, precision, or domain-specific knowledge. Oftentimes in these cases, AI tools will generate responses that are overly confident or wrong and are missing key information due to not being integrated with other systems or software we have,” said CEO Ying Sa.
Some, like top 25 firm Armanino, noted that these challenges mean that humans need to devote considerable time to ensuring the quality of AI outputs and intervening when the programs go off track.
“The primary disappointment stems from the occasional inaccuracies or biases inherent in AI-generated outputs, commonly referred to as ‘hallucinations,’ necessitating continuous human oversight to ensure reliability. Addressing these inconsistencies remains an ongoing challenge,” said Jim Nagata, senior director of cybersecurity and IT operations.
Top 25 firm Eisner Amper’s chief technology officer Sanjay Desai noted that these issues with accuracy and consistency can be found across AI solutions, though noted that the technology is still quite new and so many things are still in the process of being refined.
“The lows come from the gap between what’s possible and what works reliably in practice. We still need strong guardrails to define valid inputs and outputs, especially in sensitive use cases. Technologies like retrieval augmented generation (RAG) haven’t yet delivered the accuracy or consistency we need when working with proprietary or domain-specific data. Even in mature areas like audio-to-text transcription, we see issues—particularly with accurately identifying speakers in multi-person meetings, which affects the quality of recaps and follow-up actions. In short, while LLMs have come a long way, making them enterprise-ready still requires ongoing human oversight, thoughtful implementation, and continuous refinement,” said Desai.
Another issue reported by several firms was what firms like Navolio & Tallman saw as ongoing security risks from AI solutions that limits their ability to apply the technology to more sensitive use cases.
“The overall attention to security and privacy is still more limited than our industry requires, vendors have not yet aligned their pricing models with the impact their tools make to the business, and vendors still oversell their AI capabilities,” she said.
Top 25 firm Citrin Cooperman also noted–among other things–that the security of these solutions could stand to improve.
“The overall attention to security and privacy is still more limited than our industry requires, vendors have not yet aligned their pricing models with the impact their tools make to the business, and vendors still oversell their AI capabilities,” said chief information officer Kimberly Paul.
Another issue with AI that firms have reported is that solutions today don’t seem to integrate especially well with other programs, which limits the ability of these solutions to work across multiple systems in a single coherent workflow–under such conditions, AI solutions can wind up being siloed from the very areas it is needed the most.
“We believe one of the biggest gaps in current AI solutions is the inability to integrate into other AI solutions to work collectively across one process or workflow. There are many cases where one AI solution is very good at a specific task, while another is very good at another process or task, but the gap is the ability to integrate those solutions together to solve for an entirety of a process or a workflow,” said Brent McDaniel, chief digital officer for top 25 firm Aprio.
There is also the matter of data integration, which is needed for AI systems to gain a more holistic understanding of a firm’s needs. Without such integrations, AI becomes more limited in its ability to develop insights and provide actionable guidance, according to Tom Hasard, IT shareholder for New Jersey-based Wilken Gutenplan.
“We wish AI tools could fully synthesize all of our internal data and unique expertise—beyond the scope of general internet search—and provide detailed, context-specific answers for our team. In the near term, we envision an internal system that taps into our accumulated knowledge to assist staff in resolving complex client problems more quickly. Over time, this capability could be extended to give clients direct, on-demand access to our specialized insights, effectively scaling our expertise and delivering value in a more immediate and personalized way,” he said.
Beyond just data, lack of integration also limits the ability for AI to address complex problems due to lack of cross-disciplinary expertise, according to Kempke from Grant Thornton.
“Current AI solutions lack the deep cross-disciplinary expertise to be able to solve complex issues. AI today is optimized for specific fields and tasks but when it comes to solving problems that span multiple disciplines such as Tax, Legal and Finance, the current solutions are not yet capable of providing meaningful advice and guidance. Grant Thornton is already working with various AI partners on this issue and targets to be a very early adopter of the next iteration of AI that addresses this,” he said.
The AI wishlist
Many firms hoped that the next generation of AI solutions would address these sorts of problems in a way that will allow them to become true assistants capable of taking on complex tasks that require extensive judgment.
“We have found that AI currently lacks in the ability to replicate human creativity and complex decision-making. While AI excels at data analysis and task automation, it struggles with tasks requiring creativity and nuanced judgment. If AI could offer more sophisticated support in areas such as accounting and audit services, its value and impact in our daily lives would be significantly enhanced,” said Jim Meade, CEO of top 50 firm LBMC.
Desai, from Eisner Amper, also pointed out that AI isn’t very good at handling bad data, which is a problem considering that AIs run on data. This means that using AI effectively today still requires a great deal of data processing and sanitation to make information useful. If humans did not need to do so much manual cleanup to get data AI-ready, it would help make the technology even more efficient.
“One of the biggest gaps in AI today is its limited ability to handle bad data. Since data is the foundation of any AI strategy, it’s a challenge that most organizations still face— dealing with messy, inconsistent, or unstructured data. We wish AI could do more to identify, fix, and improve data quality automatically, instead of relying so much on manual cleanup,” said Desai.
Finally, Avani Desai, CEO of top 50 firm Schellman, said that AI needs to not only be safer, it needs to be visibly so, as trust and confidence in the technology is often key to adoption.
“I wish that AI could de-risk itself so that clients would be more open to using it and build client trust. If AI could more clearly demonstrate safety and responsible use, adoption would be much easier. Once people understand it’s here to help—and learn to use it responsibly—the fear will fade,” she said.

Representative Nicole Malliotakis said increasing the state and local tax deduction cap to $30,000 from $10,000 would reduce the tax burden of the vast majority of people in her district, indicating support for a proposal that is dividing Republicans.
“Every member needs to advocate for the particular needs of their district. Tripling the deduction to $30,000 will provide much-needed relief for the middle-class and cover 98% of the families in my district,” Malliotakis, a Republican representing Staten Island, New York and a member of the House tax committee, said in a statement to Bloomberg News on Friday.
Malliotakis’ nod of approval for a $30,000 SALT deduction cap comes as Republicans are fighting among themselves about how high to increase a tax break that has the potential to scuttle President Donald Trump’s entire tax package.
House Speaker Mike Johnson on Thursday said the $30,000 write-off limit is one of several options being discussed. That figure was rejected by several other New York Republicans, including Elise Stefanik, Nick LaLota, Mike Lawler and Andrew Garbarino. California’s Young Kim also rebuffed the idea.
Malliotakis’ district has less expensive property values and lower incomes than some of the other lawmakers pushing for a SALT expansion, making it politically viable for her to accept a lower cap than some of her colleagues.
White House Press Secretary Karoline Leavitt suggested on Friday that Trump would not weigh in on an appropriate level for a SALT cap, leaving it to lawmakers to resolve.
“There’s a lot of disagreement on Capitol Hill right now about the SALT tax proposal, and we will let them work it out,” she told reporters.
House Republicans’ narrow majority means that Johnson needs to win the support of nearly all his members to pass Trump’s tax-and-spending package.
Several of the SALT advocates have said that they are willing to block the bill unless there is a sufficient increase to the deduction. However, most members have not publicly stated how high the deduction must be to win their support.
The debate over SALT has proved to be a particularly thorny fight because it is a political priority for a small but vocal group of Republicans representing swing districts critical to the party maintaining a majority in the 2026 midterm elections.
Expanding the write-off is an expensive proposition, and Republicans have little fiscal wiggle room as they are sparring over ways — including cuts to Medicaid and levy hikes on millionaires — to offset the cost of the tax-cut package.
The House Ways and Means Committee is slated to consider the tax portion of the bill on Tuesday, including SALT changes.

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