Promotional Barriers to Women in Professional Services Aanuoluwapo
Presenter(s)
Aanuoluwapo F. Ogunwole
Abstract
Today, women, especially Black, Indigenous, and People of Color (BIPOC) women, face significant challenges in advancing to leadership roles in professional services. Although they make up more than half of accounting professionals, they remain underrepresented in partnership positions, with women of color facing even greater obstacles (Becker Professional Education, n.d.). While awareness of these issues has grown (World Economic Forum, n.d.), meaningful progress has been slow (Galizzi et al., 2024). Systemic barriers such as biased promotion processes, pay gaps, and limited mentorship opportunities continue to hinder women's advancement (Hardies et al., 2021; Shrestha et al., 2023). Many do not reach partner roles but instead hold leadership positions with less authority and financial equity (Debeş et al., 2021). The pandemic worsened these inequalities, disproportionately affecting women of color through job losses and increased workplace risks (Covid-19 Impact on Women in the Workplace, n.d.).
This literature review examines whether gender and racial disparities persist in accounting and financial management, particularly after the #MeToo movement (CFA Institute, 2018) and the COVID-19 pandemic. By synthesizing studies published since 2017, alongside industry data from organizations like the American Institute of Certified Public Accountants (AICPA), this review explores whether the "glass ceiling" results from institutional barriers or personal career choices. The findings suggest that structural challenges, rather than individual decisions, play a significant role in limiting women's advancement. This literature review illuminates the need for continued research on the effectiveness of diversity, equity, and inclusion initiatives and sustained organizational reforms to create equitable career pathways.
College
College of Business
Department
Accounting
First Advisor/Mentor
Kimberly Shannon
Location
Oak Room E/F, Kryzsko Commons, Winona, Minnesota
Start Date
4-24-2025 1:40 PM
End Date
4-24-2025 2:00 PM
Presentation Type
Oral Presentation
Format of Presentation or Performance
In-Person
Promotional Barriers to Women in Professional Services Aanuoluwapo
Oak Room E/F, Kryzsko Commons, Winona, Minnesota
Today, women, especially Black, Indigenous, and People of Color (BIPOC) women, face significant challenges in advancing to leadership roles in professional services. Although they make up more than half of accounting professionals, they remain underrepresented in partnership positions, with women of color facing even greater obstacles (Becker Professional Education, n.d.). While awareness of these issues has grown (World Economic Forum, n.d.), meaningful progress has been slow (Galizzi et al., 2024). Systemic barriers such as biased promotion processes, pay gaps, and limited mentorship opportunities continue to hinder women's advancement (Hardies et al., 2021; Shrestha et al., 2023). Many do not reach partner roles but instead hold leadership positions with less authority and financial equity (Debeş et al., 2021). The pandemic worsened these inequalities, disproportionately affecting women of color through job losses and increased workplace risks (Covid-19 Impact on Women in the Workplace, n.d.).
This literature review examines whether gender and racial disparities persist in accounting and financial management, particularly after the #MeToo movement (CFA Institute, 2018) and the COVID-19 pandemic. By synthesizing studies published since 2017, alongside industry data from organizations like the American Institute of Certified Public Accountants (AICPA), this review explores whether the "glass ceiling" results from institutional barriers or personal career choices. The findings suggest that structural challenges, rather than individual decisions, play a significant role in limiting women's advancement. This literature review illuminates the need for continued research on the effectiveness of diversity, equity, and inclusion initiatives and sustained organizational reforms to create equitable career pathways.
