I started considering accounting as a career option at the age 14. When I joined what was then Price Waterhouse, I first worked in the Vancouver office for a couple of years and then took an 18-month transfer to Melbourne, Australia. This is where becoming a partner became a distinct goal. I was being mentored by a partner who encouraged me to diversify and develop myself.
Looking back at my career at PwC, I can identify several stepping stones, one of which was getting an early promotion to manager grade. During senior manager and early partner years I moved from auditing into strategic planning and product development to remain fresh and interested. By working on a very diverse client portfolio, I broadened my capabilities and built my confidence. When Price Waterhouse merged with Coopers & Lyband, I divested some clients, which allowed me to free myself up to acquire new clients in emerging sectors. Relationship building and networking is key and this is how I have been able to win new work.
Making gender diversity a focus area
To improve our level of representation by female leaders, there needs to be an articulated focus area with clear goals. We should have greater formality and transparency in the selection process for leadership ‘stepping stone’ positions. I also think there needs to be greater organisational awareness of the need to take active steps to develop our women for leadership potential.
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