move’s latest project examines why even high-performing professionals are quietly leaving—and how firms can prevent the exodus.
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know-how korner
with amy l. welch
center for accounting transformation
the accounting profession stands at a crossroads. despite a steady influx of women into the field, their advancement into leadership continues to lag. bonnie buol ruszczyk, managing director of the accounting move project, is sounding the alarm—and offering data-driven solutions.
now in its 15th year, the move project studies how firms support, advance, and retain women and underrepresented professionals. on a recent episode of know-how korner with host amy welch, apr, cae, ruszczyk describes the project’s long-standing foundation—money, opportunity, vital supports, and entrepreneurship—and how these pillars remain critical in today’s evolving landscape.
“women make up about 50% of the profession, but leadership still hovers at 25 to 28%,” ruszczyk says. “and most of the drop-off happens right around the director level.”
this year, the project zeroes in on a timely theme: the cost of losing talent. the research explores how belonging drives retention and how firms can build cultures that make professionals want to stay.
“if you can’t retain the talent you already have, your firm’s resilience is at risk,” she says.
partnering with the center for accounting transformation and 卡塔尔世界杯常规比赛时间 expands the study’s reach and analytic depth. participating firms can access a confidential scorecard detailing what’s working, what’s not, and how to improve. “we focus on outcomes,” ruszczyk emphasizes. “not the existence of programs—but their actual impact.”
the political climate adds complexity. some firms are scaling back dei efforts due to external pressures. ruszczyk pushes back against misconceptions.
“real dei is about fairness, not quotas,” she explains. “it’s about removing unconscious bias and evaluating people on merit.”
artificial intelligence is also entering the conversation. while ai offers efficiency, it can reinforce biases if not developed and applied thoughtfully. ruszczyk notes concerns about ai-trained hiring tools, which may perpetuate inequalities unless carefully vetted.
what’s next? ruszczyk hopes the move project continues to influence firm strategy.
“programs that support women benefit everyone,” she says. “they’re good for culture, good for clients, and good for business.”
accounting professionals and firms are encouraged to participate at accountingmoveproject.com.
9 top takeaways
- move research focuses on four pillars: money, opportunity, vital supports, and entrepreneurship.
- women comprise 50% of accounting professionals but only 25–28% of leadership.
- the biggest attrition point is between director and partner levels.
- belonging is emerging as the key to talent retention and firm growth.
- the 2025 survey is free, with optional scorecards offering detailed firm-specific insights.
- dei backlash has prompted a shift in language but not in values—equity and fairness remain central.
- ai can help or harm dei efforts, depending on its training and use.
- private equity is reshaping firm structures—and sometimes undermining inclusive cultures.
- long-term tracking allows move to assess firm progress and influence systemic change.