Walk into a partner meeting at many accounting firms and you’ll notice something’s missing. It lacks diversity at the top. Despite women comprising half the profession, significantly more men end up in leadership roles.
This imbalance isn't due to a lack of talent or ambition. It’s rooted in deeply ingrained beliefs about qualifications, leadership styles, and who gets to rise.
While men often apply for roles when they meet just 60% of the qualifications, women tend to hold back until they meet 100%. That hesitation leads to missed opportunities.
But many women have stopped waiting to be invited to the table. Instead, they’re claiming their seat and reshaping leadership from the inside out.
According to a Harvard Business Review study, the reason women don’t apply for promotions as early as men isn’t because they lack confidence. It’s because they believe applying without all the qualifications is a waste of time.
This mindset, while understandable, can be a career bottleneck. Without taking chances, women miss out on the very roles that would accelerate their growth.
For women to earn leadership positions, we need to consider two aspects:
High achieving women often wrestle with self-doubt:
This is textbook Imposter Syndrome. These internal narratives stem from cultural messages about following the rules, playing nice and not stepping out of line. As a result, the position goes to someone who applied for it, even if that person is less qualified.
Mentorship is a proven way to break that pattern. Women who work with mentors tend to pursue promotions earlier.
That was my experience, too. I used to be more comfortable solving problems for others than asking for help. But, that comfort zone became a barrier.
Once I sought out mentors who had achieved what I envisioned for myself, I gained clarity, courage, and direction.
Let’s be clear: adopting traditionally male leadership styles doesn’t serve women or their firms. Suppressing traits like empathy, collaboration, and intuition in favor of assertiveness or competition often leads to stress and burnout.
Rather than a woman downplaying her innate qualities, she needs to embrace them. Feminine leadership acknowledges her natural strengths.
Accounting firms that embrace feminine leadership principles stand out and profit more.
Studies show that companies with more women in senior roles see up to 21% higher profitability. That’s because women bring traits that today’s firms need:
These strengths create stronger teams, more innovative solutions, and expanded client relationships.
Leadership isn’t a one-size-fits-all role. Women bring a different perspective and a collaborative energy that accounting firms need more than ever.
Rather than conforming to outdated norms, feminine leaders are redefining success. They create cultures where people feel seen and heard, and where performance improves through trust and shared vision.
Leadership is a journey, not a destination. Whether you’re a rising professional or managing partner, the growth of your firm depends on embracing the full spectrum of leadership strengths.
It’s time to stop asking whether women are ready for leadership. They are. The better question is: Are our firms ready to evolve?