One of biggest practice management challenges facing the accounting profession today is finding and keeping talent. Thought leaders have long been aware of the looming challenges presented by the decline in the pipeline to the profession. Coming up with effective, workable, scalable solutions has proven to be no easy assignment.What several authors argue in the pages of this issue is that the pipeline crisis should be seen as intertwined with the historical challenges facing the profession regarding representation and diversity. They may not have simple answers, but they raise provocative questions: How can firms effectively serve a diverse clientele? What skills and values are essential for creating a workforce that can develop flexible and innovative solutions in a changing business environment? Where will the next generation of accountants come from? Broadening the pipeline may mean broadening the profession’s appeal beyond its traditional base.A related question is the role that licensure requirements play in the type and quantity of candidates attracted to the profession. The past year has seen the spread of alternatives to the 150-hour educational requirement across the country. Here in New York, the 120+2 alternative pathway to licensure was recently signed into law by Governor Hochul. Former NYCPA President Kevin O’Leary, who presided over the Society’s support of this bill, writes in a guest editorial that constructive, collaborative advocacy is crucial for shaping the future of the profession.
