How Far We’ve Come, and How MBK Is Helping Lead the Way

Accounting hasn’t always been an open profession for women. For much of the 19th and early 20th centuries, women were excluded from formal financial roles, limited by both law and bias. Today, the picture is changing, but not nearly fast enough. While women now dominate the pipeline for entry-level accounting roles, there’s still a steep climb to the top. Firms like Meyers Brothers Kalicka, P.C. (MBK) are helping shift that story, showing what it looks like when equity becomes action.

The Early Trailblazers

The first woman in the U.S. to officially enter the accounting profession was Christine Ross. She passed the CPA exam in 1898 and was certified in 1899, at a time when few women even worked outside the home. She faced major obstacles due to her gender, including a six-month delay in receiving her certificate. But Ross paved the way for generations of women who followed.

By the mid-20th century, more women were joining the accounting workforce, though often in clerical or support roles. The push for professional recognition continued, slowly gaining traction as women entered higher education in larger numbers and earned the degrees needed to compete for CPA licensure.

The history of women in accounting reflects a broader story of progress, persistence, and unfinished business. From early pioneers who broke barriers in the 19th century, to today’s highly credentialed professionals, women have helped shape the industry while pushing for equity in roles, recognition, and leadership. Still, the gaps remain. Current national statistics show a strong presence of women in the workforce, but a sharp drop at the leadership level. At MBK, the picture looks different—and offers a real-time example of change in action.

From Barrier-Breakers to a Majority (...sort of)

Today, women are not just present in the field—they are the majority. Nationally, 59.7% of accountants and auditors were women in 2022, according to the U.S. Bureau of Labor Statistics. In Massachusetts, women represented 57% of accounting professionals as of 2023, reinforcing the strength of the talent pipeline in one of the country’s most competitive markets.

The profession continues to grow. New technologies, expanded advisory services, and evolving financial regulations are driving demand for CPAs and accounting specialists, opening up diverse career paths in public accounting, private industry, government, and nonprofit sectors.

The Leadership Drop-Off

Despite their dominance in the workforce, women remain underrepresented at the top. Across the country, women make up just 15% of partners at non–Big Four firms. This leadership gap is even more pronounced outside major urban centers. In cities, the numbers tend to be "higher." For example, in Boston, 22.5% of audit partners are women. This is one of the highest percentages in the country, but it is still far from achieving true equality.

The reasons for this disparity are complex. Women often face limited access to mentorship, inconsistent support for work-life balance, and fewer structured advancement pathways. Many firms lack transparency around promotion timelines or fail to create environments where emerging leaders can stay visible and supported throughout their careers.

MBK’s Numbers Look Different

MBK is one of the firms rewriting this narrative. The firm’s leadership includes 60% women among senior managers, supervisors, department heads, and 33% of its partner group is female. These numbers place MBK well ahead of both state and national averages, and they reflect more than good intentions.

MBK has built internal programs that make advancement clear and accessible. Professionals with leadership potential are supported through a formal partner-track system, mentorship pairings, and flexible work structures that allow for both professional growth and personal stability. Importantly, women at MBK are not just on the team. They are at the table, in the boardroom, and in front of clients.

Connecting to a Larger Movement

The Massachusetts Society of CPAs has made it clear: the future of accounting will depend on retaining and advancing the diverse talent already in the pipeline. Firms that can create sustainable leadership opportunities for women will be better positioned to serve clients, retain staff, and shape the future of the profession.

As the fall recruiting season begins, MBK is a standout for students, career-changers, and experienced professionals who want more than just a job. Professionals want to grow in a place where leadership is visible, mentorship is active, and advancement is not just possible, but expected.

MBK’s numbers are not the norm, but they could be. They reflect a firm that’s doing the work now, not waiting for the industry to catch up. And that makes all the difference.