This study investigates the reasons behind the departure of female partners from the Big Fouraccounting firms' consulting services and explores how these women overcame obstacles toreach partner level. By examining the factors influencing their career progression and theirdecisions to leave, we sought to contribute to a deeper understanding of gender dynamicswithin the Big Four accounting firms’ consulting services. Using a qualitative approach, the study used in-depth semi-structured interviews with formerfemale partners from the Big Four firms in Western Europe. The research used an inductivemethodology, allowing participants' narratives to shape the exploration of factors influencingtheir career decisions and experiences within these organizations. The findings reveal thatfemale partners often leave due to a sense of being trapped within rigid organizationalstructures, which limit their roles and growth opportunities. Despite high salaries, womenprioritize career autonomy and meaningful challenges, which are scarce at partner levels.Effective mentorship and supportive leadership were crucial for overcoming career obstacles.However, the absence of such support often led to dissatisfaction and departure. The studyhighlights the importance of structural reforms to create more flexible career paths and the needfor dedicated mentorship programs to support women's career advancement. We suggest themetaphor of a "Closed-Loop" to illustrate the systemic barriers and hierarchical culture thatconstrain women at partner level. Addressing these issues requires a comprehensive approachto promote gender equity within the Big Four accounting firms’ consulting services.

<p>Diss. (sammanfattning) Umeå : Umeå universitet, 2002</p> / digitalisering@umu

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