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Women's History Month Spotlight: Jennifer Gragg

March 28, 2024

Women's History Month

March - April

To center diversity, equity, and inclusion efforts, we invited OSCPA members to share their experiences on culture and identity while navigating the personal and professional world. 




Jennifer Gragg
CliftonLarsonAllen LLP, Lake Oswego


What does Women’s History Month mean to you?
Women’s History Month is a great reminder to be deliberate in learning about, and celebrating women’s contributions in whatever time, place, or space they were or are a part of. I am glad to honor those women who, sometimes at great personal cost, paved the way for women like me to have access to equal opportunities. Further, it is a reminder to look to all the women in my sphere and find ways to boost them, whether that means calling out a success, lending a helping hand, or expressing my gratitude.

Who is an influential woman you admire? 
I feel excited to work for a firm that is led by a woman, Jen Leary of CliftonLarsonAllen LLP. I appreciate her involvement in the discussion of and dedication to initiatives around easing CPA pipeline constraints especially for underrepresented groups.

Was it worth it to get your CPA credential?
I came to the profession after having been a stay-at-home parent for a number of years—so a little later than many start their journey. Getting my degree and working as a tax paraprofessional to get here, while raising my family often felt like an uncertain juggling act. But getting my CPA credential was absolutely worth it! I find it exhilarating to have the opportunity to work my brain on complex puzzles. I am delighted to be surrounded by bright and diligent colleagues. I am gratified because I know that I will have the resources to help my children through college.

How have workplaces become more supportive of women? What changes still need to be made? 
From my own experience, I feel like I have been supported through (informal) flexible working arrangements. I appreciate that where the type of work allowed, I have been able to move my working hours or location so that I can fulfill both my responsibilities as worker and a caregiver. I think this needs to be an area of continuing effort by employers because many times caring responsibilities fall disproportionately on women which can lead to gaps in employment if flexibility is not granted. This, to me, seems an important driver of why women are still not represented proportionately in senior positions.

What advice do you have for women who want to work in a historically male-dominated field?
It is difficult to give blanket advice that will suffice for all situations. I suppose I might give these words of encouragement: While it is a perfectly reasonable and human response to feel cautious in an environment where your identity is not well represented, know that your voice matters!

Additional Resources

AFWA - Accounting & Financial Women’s Alliance

Alliance of Black Women Accountants

The cost of inequality: Why Accounting Firms must do more to support Black Women

DEI: Meaningful change requires an ecosystem

Gender in accounting: Challenges faced by female accountants

Read more DEI centered Member Spotlights