There access to career development and advocacy relationships

There is a clear lack of visibility in the accounting profession when it comes to the representation of women and their advancements: there are not enough female role models and women leaders are often not as visible as male leaders. The impact of lack of visibility is a very significant and underestimated part of the problem. Without role models to demonstrate important aspects of professional development such as work/life integration, leadership styles and business development approaches, women in the profession often limit their aspirations and/or conclude they cannot succeed because they do not feel they can identify with the style and approach of the current masculine models. If there are more mentors for female staff and female accountants, more women may have a better chance at being successful in the profession. Having women mentors is especially crucial in a male dominated profession. Women need to see other women in these management positions and leadership roles, since women already face barriers because of their gender related to these types of roles. This shows that not only can men and women achieve the same success in public accounting firms, but that women need the same access to mentors as their male counterparts to have the same achievements.2.2For a number of very tangible reasons, many women do not have the same access to career development and advocacy relationships with senior leaders in the firm as their male counterparts. For instance, ambition seems to be harder for women to express as competitive behaviours tend to be seen as more appropriate for men than for women. Furthermore, another key factor that hinders women from advancement in their career stems from the differences in female and male behaviours. Males and females are often raised differently because of their biological differences and the stereotypical roles reinforced through society. The difference in raising males and females begins at a young age and the social construction for each often influences both genders, either negatively and/or positively. The perception of women needs progress to modern times to create a viable work environment that supports the advancement of female employees. Moreover, women are often scared to report gender inequality due to fear of losing their job or they decide to leave the job altogether. This type of discrimination needs to be stopped because some companies are losing their female professional staff due to the behaviour of their male professional staff. When women fail to speak up or choose to leave their job, they are leaving their chances of advancement because of the behaviour of their male colleagues and male superiors, thus leading to lack of female advancement. Females tend to behave differently than their male counterparts and this can be largely explained by the biological differences and stereotypical roles of men and women.Additionally, job turnover is another reason why there is gender inequality in accounting.  More women than men choose to leave the profession early and therefore, this is possibly why women do not reach those leadership and partnership positions and why these are mostly male dominated roles instead. Women are not only limiting the opportunities available to them but also to women in the future. For instance, less women in the higher ranks contributes to the lack of mentors, thus impacting perception of success in that career. This suggests that there is limited chance and opportunity for advancement to leadership roles for women against their male counterparts. Many women feel discriminated against these leadership positions in favour of men