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The 2024 Best Firms for Women: Freedom of choice

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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.”

(See the 2024 Best Firms for Women here.)

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.”

Staff at B.A. Harris

Staff at B.A. Harris

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.”

Staff at C&D

Staff at C&D

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.”

(See the 2024 Best Firms to Work For and the Best Midsized and Large Firms to Work For.)

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Accounting

How to Create an Effective Invoice Process for Small Businesses

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How to Create an Effective Invoice Process for Small Businesses

A well-designed invoice is crucial to ensuring timely payments, maintaining consistent cash flow, and building strong client relationships. Invoicing is more than just paperwork—it plays a key role in the financial health and professional image of a business. When invoices are clear and professional, they encourage prompt payments and minimize disputes. Poorly constructed invoices, however, can result in delays, misunderstandings, and even missed payments.

The Basics of Professional Invoicing

Crafting a professional invoice begins with the basics. Essential elements should include the business name, logo, and contact information. Each invoice should be assigned a unique invoice number—using a format like “2024-01-001” (year-month-number) helps in keeping them easily organized. Additionally, clearly stating the issue date and due date is vital for clarity.

Creating Clear Service Descriptions

A detailed service or product description is the core of an effective invoice. Specificity is key—list the quantities, rates, and applicable taxes for each item. Assuming that clients recall the details of a service can lead to confusion; clarity prevents disputes. Invoices should include subtotals for each category and a bold final amount due, ensuring that the payment amount is easily identifiable. Additionally, it’s crucial to outline accepted payment methods and provide clear instructions for how payments should be made.

Avoiding Common Invoicing Mistakes

Sending invoices to the wrong contact is a common error that can lead to unnecessary payment delays. Maintaining an up-to-date database of client billing contacts and payment preferences can prevent these issues. Confirming who is responsible for accounts payable before sending invoices is a prudent practice.

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Importance of Timing and Payment Options

The timing of invoice issuance can impact payment speed and client relations. Invoices should be sent promptly upon project completion to ensure timely payments. Establishing and adhering to a regular invoicing schedule fosters consistency and reduces delays.

Offering multiple payment options can further expedite payments. Clients often expect flexible and convenient payment methods. While digital payments like ACH transfers and credit cards may incur small fees, the benefits of faster payments usually outweigh the costs. Many businesses have seen significant reductions in average payment times by offering online payment solutions.

Leveraging Technology for Invoicing

Technology can greatly enhance the invoicing process. Reliable invoicing software can automate routine tasks such as issuing recurring invoices, sending payment reminders, and tracking outstanding payments. However, it is important to remember that technology is not infallible. Regular human oversight is necessary to identify potential errors that automated systems might overlook.

Essential Checklist for Invoice Accuracy

Consistency in the invoicing process is critical. Creating a checklist for invoice preparation can help maintain accuracy. Key items to verify include:

  • Confirming correct client details.
  • Checking all calculations for accuracy.
  • Ensuring the stated payment terms align with agreements.
  • Reviewing client preferences for invoice delivery.
  • Double-checking the applicable tax rates.

This checklist serves as a final review before sending any invoice to ensure it meets professional standards.

Implementing Effective Follow-up Procedures

Prompt follow-up on overdue payments is a necessary component of an effective invoicing system. Sending a gentle reminder around 15 days after the due date, followed by a firmer notice at 30 days, can often encourage payment without damaging client relationships. Maintaining a record of all communications related to payments is essential for clarity and documentation.

Conclusion

An efficient invoicing process not only facilitates timely payments but also reinforces professionalism, showing respect for both the business’s work and the client’s time. A clear, consistent, and well-maintained invoicing system directly impacts financial stability and client satisfaction. By focusing on accuracy, timing, and communication, businesses can significantly improve their cash flow and strengthen professional relationships with clients.

A successful invoicing strategy lies in keeping the process simple, ensuring consistency, and always maintaining a professional standard. This disciplined approach to invoicing contributes to better financial outcomes and more enduring client partnerships.

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PCAOB calls off NOCLAR standard for this year

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Facing a backlash from audit firms over its proposal to toughen the standards for failing to detect noncompliance with laws and regulations, the Public Company Accounting Oversight Board has decided to delay action on the standard this year.

The PCAOB proposed the so-called NOCLAR standard in June, with the goal of strengthening its requirements for auditors to identify, evaluate and communicate possible or actual noncompliance with laws and regulations, including fraud. However, the proposed standard provoked resistance from a number of auditing firms and state CPA societies like the Pennsylvania Institute of CPAs and spurred a comment letter-writing campaign organized by the Center for Audit Quality and the U.S. Chamber of Commerce that was supported by prominent business trade groups like the American Bankers Association, the Business Roundtable, the Retail Industry Leaders Association and more. 

Earlier this week, the PCAOB issued staff guidance outlining the existing responsibilities of auditors to detect, evaluate and communicate about illegal acts. The PCAOB was slated to finalize the NOCLAR standard by the end of this year, but after the election it has put the standard on hold for now, anticipating the upcoming change in the administration in Washington, D.C.

“Following the recent issuance of staff guidance, the PCAOB will not take additional action on NOCLAR this year,” said a PCAOB spokesperson. “We will continue engaging with stakeholders, including the SEC, as we determine potential next steps. As our process has demonstrated, the PCAOB is committed to listening to all stakeholders and getting it right.”

PCAOB logo - office - NEW 2022

One reason for the change of plans is that the PCAOB anticipates changes in the regulatory environment under the Trump administration, especially in the Securities and Exchange Commission, which would have to approve the final standard before it could be adopted. The Trump administration is likely to replace SEC chairman Gary Gensler, who has spearheaded many of the increased regulatory efforts at the Commission and encouraged the PCAOB to update its older standards and take a tougher stance on enforcement and inspections. President-elect Trump, in contrast, has promised to eliminate regulations, and Gensler’s push for increased regulation has attracted the ire of many in the financial industry.

According to a person familiar with the PCAOB process, no further action is expected until further consultation with the SEC under the incoming administration can take place. 

Questions have arisen over whether the PCAOB might decide to repropose the standard with modifications given the amount of opposition it has attracted. That is to be determined pending review of the comment letters that have been received, as well as a roundtable from earlier this year, along with responses from targeted inquiries from firms in their approach relating to NOCLAR. 

PCAOB board members Christina Ho and George Botic were asked about the NOCLAR proposal on Wednesday at Financial Executives International’s Current Financial Reporting Insights Conference, and Ho acknowledged the pushback. 

“We’ve heard strong opposition from the auditing profession, public companies, audit committees, investors, academics and others,” said Ho. “The PCAOB has received 189 individualized comments to date on that proposal. This proposal now has the third highest number of comment letters in the history of PCAOB. That did get a lot of attention. Commenters overwhelmingly called for a reproposal or withdrawal of the proposed standard so that that is definitely something that I am looking at a lot, and I also voted against the proposal. I have spoken to various stakeholders, including investors, audit committee chairs and members, and some preparers as well. The question I got asked repeatedly was, what problem is PCAOB trying to solve? And the people I spoke to believe that there have been improvements in financial reporting quality over the past 20 years, and that obviously is consistent with the CAQ study noting a consistent decline in restatements. While there’s always room for improvement, they noted that a balance is necessary between increased investor protection and increased auditor implementation costs that are ultimately passed on to issuers, and that the NOCLAR proposal lacks such a balance. That is what I have heard from the comment letters, so that pretty much summarizes what I have seen, and I’m still obviously thinking about it.”

Botic noted that the proposal came before he joined the board, but he referred to the staff guidance that had been issued earlier in the week by the PCAOB on the existing requirements.

Last week, the PCAOB updated its standard-setting and rulemaking agendas before the outcome of the election was known. Now with the uncertainty over the regulatory environment, the PCAOB is mindful of the difficulty of having the SEC decide on whether to approve it, especially if the five-member commission becomes evenly split among two Republican members and the two Democrats if Gensler departs or is ousted. The PCAOB feels the SEC needs adequate time to review and educate itself on the proposed standard, rather than having to jam it through a two-two commission, especially with the amount of engagement that will need to take place given such an important standard, according to a person familiar with the matter.

The PCAOB expects it to remain on the docket for 2025 but doesn’t want to try to jam it through this year. However, the PCAOB announced Friday that it has scheduled an open board meeting next Thursday, Nov. 21, on another proposed standard on firm and engagement metrics, which has also provoked pushback from many commenters, but is still slated to be finalized this year.

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Accountants eye sustainable business management

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Accountants are increasingly being asked to deal with sustainability issues as more businesses are called upon by investors to report on how they are dealing with issues like climate change and carbon emissions.

This week, amid the United Nations COP29 climate change conference in Azerbaijan, business leaders have been playing a larger role, including fossil fuel companies, prompting an open letter on Friday from environmental groups calling for reforms in the COP process. 

ESG standard-setters have also been playing a role at COP, with groups like the Global Reporting Initiative and the Carbon Disclosure Project signing a memorandum of understanding to deepen their collaboration on making their standards interoperable as the International Sustainability Standards Board reported progress on growing acceptance of its standards by 30 jurisdictions around the world.

Last month, the Institute of Management Accountants released a report on why business sustainability depends on the competencies of management accountants. The report discusses the critical areas in which management accountants are crucial to ensuring sustainability within their organizations, along with how existing accounting capabilities support sustainable business.

Institute of Management Accountants headquarters in Montvale, N.J.

“The main focus and the main attention right now in the ESG field is going to compliance, to the reporting parts,” said Brigitte de Graaff, who chaired the IMA committee that authored the report. “There are a lot of rules and regulations out there.” 

For right now, those rules and regulations are mostly voluntary in the U.S., especially with the Securities and Exchange Commission’s climate disclosure rule on hold. But in the European Union, where de Graaff is based in Amsterdam, companies have to comply with the Corporate Sustainability Reporting Directive. 

“In Europe, of course, there is not a lot of voluntary reporting for the larger companies anymore, but it’s all mandatory with a huge amount of data points and aspects that they need to report, so there’s a lot of focus right now on how to comply with these rules and regulations,” said de Graaff. “However, there’s also a lot of discussion going on about whether it should be about compliance. What’s the reason for reporting all these aspects? For us what was really important was that there is a lot of opportunity for management accountants to work with this kind of information.”

She sees value beyond purely disclosing ESG information. “If you use this information, and you integrate this in your organization, there’s much more value that you can get out of it, and it’s also much more part of what kind of value you are creating as an organization, and it’s much more aligned with what you were doing,” said de Graaff. 

The report discusses the benefits of the information, and how management accountants can play an important role. “You can use and integrate this in your FP&A and your planning processes,” said de Graaff. “You can integrate this kind of information in your strategy, something that management accountants are very well equipped for, but also to track performance and see how you’re actually achieving your goals, not only on financial aspects, but also on these nonfinancial aspects that are much broader than the E, S and G factors.”

The report discusses how to go beyond the generic environmental, social and governance parts of ESG to understand how they relate to a business’s core operations and make it more sustainable.

Management accountants can even get involved in areas such as biodiversity. “Even though, as a management accountant, you might not be an expert on marine biology and what the impact of your organization is underwater, you are able to tell what are the checks that have been performed on this,” said de Graaf. “Is this a common standard? Is this information that is consistently being monitored throughout the organization? Or is it different and what are the benchmarks? What are the other standards? These kinds of processes are something that management accountants are well aware of, and how they can check the quality of this information without being a subject matter expert on every broad aspect that may entail in this ESG journey that an organization is on.”

ESG can become part of the other work that management accountants are already involved in performing for their organizations.

“Ultimately there are a lot of competencies that management accountants were already doing in their organization, and ESG might sometimes seem unrelated, but it basically ties in into the competencies that we already know,” said de Graaff. “I hope that with this report, we can also show that the competencies that we are so familiar with, that we’ve been dealing with other strands of financial information, that you can basically also use these competencies in the ESG arena. Even though there’s a lot that seems very new, if you are aware of how you can tie that in, you can use the skills that you already have, the skill set that you have as a management accountant, to really improve your risk management processes, your business acumen, your operational decision making, etc. I hope that with this publication, we can also take away a little bit of the big fear that might be around a huge topic, as ESG is now. This is actually just a very interesting and exciting way to look at this kind of information, and we are very well equipped to help organizations navigating through this changing ESG regulation world.”

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