22 | Female 25 | Male47

Intern

122 | Female 85 | Male207

Staff

129 | Female 42 | Male171

Senior

122 | Female 85 | Male207

Staff

82 | Female 36 | Male118

Manager

54 | Female 40 | Male94

Senior Manager

31 | Female 98 | Male129

Principal

Women’s Initiative NetworkAnnual Update

OneTeamYourFuture

CPAs &

Consultants

WealthAdvisors

Corporate

Investigators

rehmann.com

Leadership Learning Forum Workshop

“Establishing Your Professional Brand for Career Success”

Monday, May 6 from 10 a.m.-6 p.m. with lunch following from 12-1 p.m.

Location: Troy office training room

This event is geared towards women currently participating in Rehmann’s internal Leadership programs — STEP and Emerging Leaders — and their sponsors, as a part of their year-long structured curriculum.

Be seen the way you wish to be seen. Whether you know it or not, everyone has a brand. Find out what your current brand is and how to create the right one for career success.

In this interactive workshop, participants will learn techniques to:

• Aligntheirbrandwithcareergoals

• Designtheirownbrandingstrategy

• Boosttheirconfidencearoundself-promotion

• Buildandmaintainasolidreputation

Leadership Learning Forum Workshop

“Who Knows You? How to Build an Effective Networking Strategy”

Monday, June 17 from 4-6 p.m. with dinner following from 6-7 p.m.

Location: VisTaTech Center, Schoolcraft College in Livonia, MI

This event is geared towards women who are in a client-facing role at the manager, senior manager, or principal level; women currently participating in Rehmann’s internal leadership programs (STEP and Emerging Leaders); and their sponsors.

In the world of business, it’s not just whom you know, but who knows you. This interactive workshop will have participants looking at networking from a new perspective, building a strategy to increase business contacts and feeling confident about their approach. Participants will try new techniques while building upon their own skills.

Participants will learn how to:

• Buildaneffectivenetworkingstrategy

• Enhanceprofessionalrelationships

• Worktheroomlikeapro

• Boostreturnsfromnetworkingefforts

• Takeadvantageofsocialnetworkingtools

Leadership Learning Forum Event

“Networking in Style”

Thursday, September 18 from 6-9 p.m.

Location: Neiman Marcus, Somerset Collection in Troy, MI

Selected Rehmann associates, referral sources and clients will be invited to this event.

WIN, in partnership with Rehmann’s MarketingDepartment,NeimanMarcusandDressforSuccesswillhostthiscapstoneevent. Networking in Style will allow our associates to utilize the networking skills gained from the WIN workshops earlier in the year, share the Rehmann story and support a worthy charity.

The Business Case for WIN1. StudiesbytheAmericanInstituteofCPAs(AICPA)indicatethat

firms with programs designed to retain and develop female leaders have a competitive advantage in the marketplace.

2. Organizations with diverse leadership teams outperform those with homogeneous leadership teams.

3. Women currently comprise more than 50 percent of the talent pool and the majority of new business in the U.S.

4. It is estimated that more than 25 percent of businesses in the U.S. are run by women.

5. Current research suggests that knowing what women want in the workplace will help companies manage the next generation of talent, both male and female. Younger men and women share many of the same goals related to work than they did in the past.

WIN Directives• Helpmaintainaculturethatenhancestheretentionand

recruitment of women

• Setreasonableandattainablegoalsfortheincreasednumberofwomen in principal and ownership roles

• Promoteandeducatethefirm’sleadershiponthebusinesscasefor women in leadership roles

• Adviseanddirectonleadershipprogramsforwomenatthefirm

rehmann.comrehmann.com | 866.799.9580

Upcoming Events

By recognizing the contributions of our female associates,

we not only help them to develop their own career, we better

position our firm to continue benefiting from their talent. It’s a

fairly straightforward proposition: encourage and cultivate your

most talented associates and allow them to grow with your

firm; they, in turn, will promote the growth of the firm.

Steve Kelly, CPA

Rehmann’s Chairman and CEO

Rehmann by the Numbers

Grand Total | 766

Grand Total | 80

Grand Total | 50

44 | Female 36 | Male

34 | Female 16 | Male

80

50

Newly-Hired Associates

Promoted Associates

22 | Female 25 | Male47

Intern

122 | Female 85 | Male207

Staff

129 | Female 42 | Male171

Senior

122 | Female 85 | Male207

Staff

82 | Female 36 | Male118

Manager

54 | Female 40 | Male94

Senior Manager

31 | Female 98 | Male129

Principal

Women’s Initiative NetworkAnnual Update

OneTeamYourFuture

CPAs &

Consultants

WealthAdvisors

Corporate

Investigators

rehmann.com

Leadership Learning Forum Workshop

“Establishing Your Professional Brand for Career Success”

Monday, May 6 from 10 a.m.-6 p.m. with lunch following from 12-1 p.m.

Location: Troy office training room

This event is geared towards women currently participating in Rehmann’s internal Leadership programs — STEP and Emerging Leaders — and their sponsors, as a part of their year-long structured curriculum.

Be seen the way you wish to be seen. Whether you know it or not, everyone has a brand. Find out what your current brand is and how to create the right one for career success.

In this interactive workshop, participants will learn techniques to:

• Aligntheirbrandwithcareergoals

• Designtheirownbrandingstrategy

• Boosttheirconfidencearoundself-promotion

• Buildandmaintainasolidreputation

Leadership Learning Forum Workshop

“Who Knows You? How to Build an Effective Networking Strategy”

Monday, June 17 from 4-6 p.m. with dinner following from 6-7 p.m.

Location: VisTaTech Center, Schoolcraft College in Livonia, MI

This event is geared towards women who are in a client-facing role at the manager, senior manager, or principal level; women currently participating in Rehmann’s internal leadership programs (STEP and Emerging Leaders); and their sponsors.

In the world of business, it’s not just whom you know, but who knows you. This interactive workshop will have participants looking at networking from a new perspective, building a strategy to increase business contacts and feeling confident about their approach. Participants will try new techniques while building upon their own skills.

Participants will learn how to:

• Buildaneffectivenetworkingstrategy

• Enhanceprofessionalrelationships

• Worktheroomlikeapro

• Boostreturnsfromnetworkingefforts

• Takeadvantageofsocialnetworkingtools

Leadership Learning Forum Event

“Networking in Style”

Thursday, September 18 from 6-9 p.m.

Location: Neiman Marcus, Somerset Collection in Troy, MI

Selected Rehmann associates, referral sources and clients will be invited to this event.

WIN, in partnership with Rehmann’s MarketingDepartment,NeimanMarcusandDressforSuccesswillhostthiscapstoneevent. Networking in Style will allow our associates to utilize the networking skills gained from the WIN workshops earlier in the year, share the Rehmann story and support a worthy charity.

The Business Case for WIN1. StudiesbytheAmericanInstituteofCPAs(AICPA)indicatethat

firms with programs designed to retain and develop female leaders have a competitive advantage in the marketplace.

2. Organizations with diverse leadership teams outperform those with homogeneous leadership teams.

3. Women currently comprise more than 50 percent of the talent pool and the majority of new business in the U.S.

4. It is estimated that more than 25 percent of businesses in the U.S. are run by women.

5. Current research suggests that knowing what women want in the workplace will help companies manage the next generation of talent, both male and female. Younger men and women share many of the same goals related to work than they did in the past.

WIN Directives• Helpmaintainaculturethatenhancestheretentionand

recruitment of women

• Setreasonableandattainablegoalsfortheincreasednumberofwomen in principal and ownership roles

• Promoteandeducatethefirm’sleadershiponthebusinesscasefor women in leadership roles

• Adviseanddirectonleadershipprogramsforwomenatthefirm

rehmann.comrehmann.com | 866.799.9580

Upcoming Events

By recognizing the contributions of our female associates,

we not only help them to develop their own career, we better

position our firm to continue benefiting from their talent. It’s a

fairly straightforward proposition: encourage and cultivate your

most talented associates and allow them to grow with your

firm; they, in turn, will promote the growth of the firm.

Steve Kelly, CPA

Rehmann’s Chairman and CEO

Rehmann by the Numbers

Grand Total | 766

Grand Total | 80

Grand Total | 50

44 | Female 36 | Male

34 | Female 16 | Male

80

50

Newly-Hired Associates

Promoted Associates

WIN Council Members:

I am very excited to share our first annual update on Rehmann’s Women’s Initiative Network (WIN) council. Rehmann has supported career advocacy measures for years, withtheFirm’swomen’sinitiativeoriginallyspearheadedbyBethMcMallandHeidiBolger in 2007. That year saw the formation of the inaugural class of the Women’s CareerAdvocacyProgram(WCAP),aprogramforwomeninseniormanagementroles.WCAPwasahugesuccess,promptingthelaunchofanewprogramforwomenandmencalledtheRehmannCareerAdvocacyProgram(RCAP).Elementsofthesetwoexcellent programs were incorporated into our Emerging Leaders and STEP leadership development programs.

In line with Rehmann’s overall commitment to our associates, WIN is directed under the umbrella of our Talent Management Council, overseen by Chief Executive Officer Steve Kelly and Chief Operating Officer Jim Wallace. WIN works side-by-side with our Retention Council and Gen Y Council, as we are all committed to Rehmann’s overall missiontobeTHEFirmofChoiceforourassociatesandclients.

In this update you will find:

• HighlightsofselectedwomenleadersatRehmann• AlistofsomeofourupcomingWINprograms• StatisticsonwomenintheFirm• Andmore

If you have any questions about WIN or wish to participate in the program, please feel free to contact me at sandy.shecter@rehmann.com. It’s an exciting program and I would love to speak with you about it.

Sandy ShecterChairperson, Rehmann’s Women’s Initiative Network Council

A commitment to winning Rehmann’s WIN council supports career advocacy

Have you ever faced a “moment of doubt” that you were able to overcome en route to being a successful professional?

Midway through a college semester, a professor of mine asked me if I would consider working for her in the master’s department. I immediately accepted the offer and looked forward to the opportunity to work in a “professional” setting for the first time. Unfortunately, I was overwhelmed at the beginning because I lacked any knowledge of tasks I now deem routine, like connecting to network drives to access files. I felt like I was asking so many questions, and finally just came out and asked my professor why she chose me out of thousands of other students she knew or taught. She said she saw “a spark” in me and an eagerness to prove myself. She was right; I learned quickly to take diligent notes so I never had to ask the same question twice, a trait I now deem imperative when training new associates. Within months, I felt completely transformed and embraced challenges as opposed to dreading them. I learned that if you are passionate about what you do and share that desire with others, no matter what trade you learn or industry you find yourself in, you will be successful in life.

How do you think work should change in the coming years. Why? I think leadership needs to support the concept that when your personal life is out of whack, your career is out of whack, and vice versa. Creating an environment where family values and expectations are as important as client expectations needs to be a goal for everyone on our team — not just the women. This will become even more critical as Generation Y ages. We will not be able to keep them in our profession. They do not have the same employer loyalty that older generations do, as they watched many of their parents change jobs frequently, or be let go due to poor economic times. We also need to truly embrace the flexibility concept — the days of walking around the office at 6 pm during busy season to see who is working or at 12 pm on a Saturday needtogoaway.Aslongasclientsarebeingserved,theconcept of where and when should not matter.

What prompted you to get involved in career advocacy for women? I have a client who I admire that is an extreme advocate for womenandshereallychallengedmythinking.AsIreviewedsome of what’s been written regarding the experiences of women executives and reflected on my own experience, I knew she was right and I needed to effect some change for women.

Who are the people that played a key role in your professional life?My mother always reassured me that I could do whatever I put my mind to … so my confidence was unbridled. Steve Kelly, our Chairman and CEO, encouraged me to take on wonderful, challengingassignments.DidImentionthatIhavethebesthusband on the planet?

What has been your greatest challenge in building a successful career? Moving from highly-trained technician to leader. It took me a while to amass the emotional intelligence to be an effective leader and I am still a work in process.

What does successful career advocacy for women look like, say, 10 years from now?Equal numbers of men and women around the corporate board tables and leading major corporations along with positive cultural changes that eliminate the barriers and perceptions that hold women back today.

What has been your greatest challenge in building a successful career?Learning that it’s okay to ask for help. We can’t do everything on our own and be successful. Successful career women need a strong team in their professional and personal lives.

What developments would you like to see in career advocacy for women over the next 20 years?I would like to see career advocacy for women continue to expand.AlargepercentageoftheRehmannteamincludesyoungwomen learning to balance families and careers. It is important to provide insight for these associates so that it doesn’t become overwhelming and spur them to leave Rehmann.

If you could provide one piece of advice to women just getting started in their careers, what would it be?Request to meet with women that you perceive to be successful career women and ask them what they have done personally and professionally to achieve success. This request is a great compliment to the women you are requesting to meet with and these meetings are very productive for both women.

SaginawBeth McMallHeidiBolgerRandy Rupp

TroyBecky Guenther(HRRepresentative)

LansingAmyFlourryFred Schaard

Traverse CityCathy Shoemaker

Grand RapidsLisa VandeWeert

Farmington HillsSandy ShecterAngelaHarvey

Sandy is a principal with Rehmann, providing tax and consulting expertise to business and individual clients in the service industry. In addition to chairing the WIN Council, she also serves as tax leader for the Farmington Hills office.

HeidiisafoundingprincipalofRehmann’s consulting division and consults with businesses in the areas of mergers and acquisitions, strategy, succession planning, profit improvement and valuation. In her 30-year career with Rehmann, she has served as a business advisor to a multitude of businesses and organizations. Michelle is the director of

intelligence and research with Rehmann’s Corporate Investigative Services department. She began her legal/investigative career in 2002 and is recognized as one of the industry leaders in conducting complex background and asset investigations.

Stacie is the regional managing principal for east Michigan. She has been in public accounting since 1993, including experience with a national public accounting firm.Herexperienceincludesproviding audit and review services to construction contractors, manufacturers and a variety of closely-held commercial businesses. Jennifer is a principal with Rehmann.

She services several large closely-held companies, including all aspects of income taxation for the company, related entities and family members. Jennifer joined Rehmann in 2004 as a senior manager in the tax department. She is also an adjunct lecturer in the accounting and taxation programs at Walsh College.

Heidi Bolger, MBA, CPA/ABV, CMAP, CFFA

Michelle Houbeck

Stacie Kwaiser, CPA

Jennifer Sanderson, CPA, MST

WIN Council Members:

I am very excited to share our first annual update on Rehmann’s Women’s Initiative Network (WIN) council. Rehmann has supported career advocacy measures for years, withtheFirm’swomen’sinitiativeoriginallyspearheadedbyBethMcMallandHeidiBolger in 2007. That year saw the formation of the inaugural class of the Women’s CareerAdvocacyProgram(WCAP),aprogramforwomeninseniormanagementroles.WCAPwasahugesuccess,promptingthelaunchofanewprogramforwomenandmencalledtheRehmannCareerAdvocacyProgram(RCAP).Elementsofthesetwoexcellent programs were incorporated into our Emerging Leaders and STEP leadership development programs.

In line with Rehmann’s overall commitment to our associates, WIN is directed under the umbrella of our Talent Management Council, overseen by Chief Executive Officer Steve Kelly and Chief Operating Officer Jim Wallace. WIN works side-by-side with our Retention Council and Gen Y Council, as we are all committed to Rehmann’s overall missiontobeTHEFirmofChoiceforourassociatesandclients.

In this update you will find:

• HighlightsofselectedwomenleadersatRehmann• AlistofsomeofourupcomingWINprograms• StatisticsonwomenintheFirm• Andmore

If you have any questions about WIN or wish to participate in the program, please feel free to contact me at sandy.shecter@rehmann.com. It’s an exciting program and I would love to speak with you about it.

Sandy ShecterChairperson, Rehmann’s Women’s Initiative Network Council

A commitment to winning Rehmann’s WIN council supports career advocacy

Have you ever faced a “moment of doubt” that you were able to overcome en route to being a successful professional?

Midway through a college semester, a professor of mine asked me if I would consider working for her in the master’s department. I immediately accepted the offer and looked forward to the opportunity to work in a “professional” setting for the first time. Unfortunately, I was overwhelmed at the beginning because I lacked any knowledge of tasks I now deem routine, like connecting to network drives to access files. I felt like I was asking so many questions, and finally just came out and asked my professor why she chose me out of thousands of other students she knew or taught. She said she saw “a spark” in me and an eagerness to prove myself. She was right; I learned quickly to take diligent notes so I never had to ask the same question twice, a trait I now deem imperative when training new associates. Within months, I felt completely transformed and embraced challenges as opposed to dreading them. I learned that if you are passionate about what you do and share that desire with others, no matter what trade you learn or industry you find yourself in, you will be successful in life.

How do you think work should change in the coming years. Why? I think leadership needs to support the concept that when your personal life is out of whack, your career is out of whack, and vice versa. Creating an environment where family values and expectations are as important as client expectations needs to be a goal for everyone on our team — not just the women. This will become even more critical as Generation Y ages. We will not be able to keep them in our profession. They do not have the same employer loyalty that older generations do, as they watched many of their parents change jobs frequently, or be let go due to poor economic times. We also need to truly embrace the flexibility concept — the days of walking around the office at 6 pm during busy season to see who is working or at 12 pm on a Saturday needtogoaway.Aslongasclientsarebeingserved,theconcept of where and when should not matter.

What prompted you to get involved in career advocacy for women? I have a client who I admire that is an extreme advocate for womenandshereallychallengedmythinking.AsIreviewedsome of what’s been written regarding the experiences of women executives and reflected on my own experience, I knew she was right and I needed to effect some change for women.

Who are the people that played a key role in your professional life?My mother always reassured me that I could do whatever I put my mind to … so my confidence was unbridled. Steve Kelly, our Chairman and CEO, encouraged me to take on wonderful, challengingassignments.DidImentionthatIhavethebesthusband on the planet?

What has been your greatest challenge in building a successful career? Moving from highly-trained technician to leader. It took me a while to amass the emotional intelligence to be an effective leader and I am still a work in process.

What does successful career advocacy for women look like, say, 10 years from now?Equal numbers of men and women around the corporate board tables and leading major corporations along with positive cultural changes that eliminate the barriers and perceptions that hold women back today.

What has been your greatest challenge in building a successful career?Learning that it’s okay to ask for help. We can’t do everything on our own and be successful. Successful career women need a strong team in their professional and personal lives.

What developments would you like to see in career advocacy for women over the next 20 years?I would like to see career advocacy for women continue to expand.AlargepercentageoftheRehmannteamincludesyoungwomen learning to balance families and careers. It is important to provide insight for these associates so that it doesn’t become overwhelming and spur them to leave Rehmann.

If you could provide one piece of advice to women just getting started in their careers, what would it be?Request to meet with women that you perceive to be successful career women and ask them what they have done personally and professionally to achieve success. This request is a great compliment to the women you are requesting to meet with and these meetings are very productive for both women.

SaginawBeth McMallHeidiBolgerRandy Rupp

TroyBecky Guenther(HRRepresentative)

LansingAmyFlourryFred Schaard

Traverse CityCathy Shoemaker

Grand RapidsLisa VandeWeert

Farmington HillsSandy ShecterAngelaHarvey

Sandy is a principal with Rehmann, providing tax and consulting expertise to business and individual clients in the service industry. In addition to chairing the WIN Council, she also serves as tax leader for the Farmington Hills office.

HeidiisafoundingprincipalofRehmann’s consulting division and consults with businesses in the areas of mergers and acquisitions, strategy, succession planning, profit improvement and valuation. In her 30-year career with Rehmann, she has served as a business advisor to a multitude of businesses and organizations. Michelle is the director of

intelligence and research with Rehmann’s Corporate Investigative Services department. She began her legal/investigative career in 2002 and is recognized as one of the industry leaders in conducting complex background and asset investigations.

Stacie is the regional managing principal for east Michigan. She has been in public accounting since 1993, including experience with a national public accounting firm.Herexperienceincludesproviding audit and review services to construction contractors, manufacturers and a variety of closely-held commercial businesses. Jennifer is a principal with Rehmann.

She services several large closely-held companies, including all aspects of income taxation for the company, related entities and family members. Jennifer joined Rehmann in 2004 as a senior manager in the tax department. She is also an adjunct lecturer in the accounting and taxation programs at Walsh College.

Heidi Bolger, MBA, CPA/ABV, CMAP, CFFA

Michelle Houbeck

Stacie Kwaiser, CPA

Jennifer Sanderson, CPA, MST

WIN Council Members:

I am very excited to share our first annual update on Rehmann’s Women’s Initiative Network (WIN) council. Rehmann has supported career advocacy measures for years, withtheFirm’swomen’sinitiativeoriginallyspearheadedbyBethMcMallandHeidiBolger in 2007. That year saw the formation of the inaugural class of the Women’s CareerAdvocacyProgram(WCAP),aprogramforwomeninseniormanagementroles.WCAPwasahugesuccess,promptingthelaunchofanewprogramforwomenandmencalledtheRehmannCareerAdvocacyProgram(RCAP).Elementsofthesetwoexcellent programs were incorporated into our Emerging Leaders and STEP leadership development programs.

In line with Rehmann’s overall commitment to our associates, WIN is directed under the umbrella of our Talent Management Council, overseen by Chief Executive Officer Steve Kelly and Chief Operating Officer Jim Wallace. WIN works side-by-side with our Retention Council and Gen Y Council, as we are all committed to Rehmann’s overall missiontobeTHEFirmofChoiceforourassociatesandclients.

In this update you will find:

• HighlightsofselectedwomenleadersatRehmann• AlistofsomeofourupcomingWINprograms• StatisticsonwomenintheFirm• Andmore

If you have any questions about WIN or wish to participate in the program, please feel free to contact me at sandy.shecter@rehmann.com. It’s an exciting program and I would love to speak with you about it.

Sandy ShecterChairperson, Rehmann’s Women’s Initiative Network Council

A commitment to winning Rehmann’s WIN council supports career advocacy

Have you ever faced a “moment of doubt” that you were able to overcome en route to being a successful professional?

Midway through a college semester, a professor of mine asked me if I would consider working for her in the master’s department. I immediately accepted the offer and looked forward to the opportunity to work in a “professional” setting for the first time. Unfortunately, I was overwhelmed at the beginning because I lacked any knowledge of tasks I now deem routine, like connecting to network drives to access files. I felt like I was asking so many questions, and finally just came out and asked my professor why she chose me out of thousands of other students she knew or taught. She said she saw “a spark” in me and an eagerness to prove myself. She was right; I learned quickly to take diligent notes so I never had to ask the same question twice, a trait I now deem imperative when training new associates. Within months, I felt completely transformed and embraced challenges as opposed to dreading them. I learned that if you are passionate about what you do and share that desire with others, no matter what trade you learn or industry you find yourself in, you will be successful in life.

How do you think work should change in the coming years. Why? I think leadership needs to support the concept that when your personal life is out of whack, your career is out of whack, and vice versa. Creating an environment where family values and expectations are as important as client expectations needs to be a goal for everyone on our team — not just the women. This will become even more critical as Generation Y ages. We will not be able to keep them in our profession. They do not have the same employer loyalty that older generations do, as they watched many of their parents change jobs frequently, or be let go due to poor economic times. We also need to truly embrace the flexibility concept — the days of walking around the office at 6 pm during busy season to see who is working or at 12 pm on a Saturday needtogoaway.Aslongasclientsarebeingserved,theconcept of where and when should not matter.

What prompted you to get involved in career advocacy for women? I have a client who I admire that is an extreme advocate for womenandshereallychallengedmythinking.AsIreviewedsome of what’s been written regarding the experiences of women executives and reflected on my own experience, I knew she was right and I needed to effect some change for women.

Who are the people that played a key role in your professional life?My mother always reassured me that I could do whatever I put my mind to … so my confidence was unbridled. Steve Kelly, our Chairman and CEO, encouraged me to take on wonderful, challengingassignments.DidImentionthatIhavethebesthusband on the planet?

What has been your greatest challenge in building a successful career? Moving from highly-trained technician to leader. It took me a while to amass the emotional intelligence to be an effective leader and I am still a work in process.

What does successful career advocacy for women look like, say, 10 years from now?Equal numbers of men and women around the corporate board tables and leading major corporations along with positive cultural changes that eliminate the barriers and perceptions that hold women back today.

What has been your greatest challenge in building a successful career?Learning that it’s okay to ask for help. We can’t do everything on our own and be successful. Successful career women need a strong team in their professional and personal lives.

What developments would you like to see in career advocacy for women over the next 20 years?I would like to see career advocacy for women continue to expand.AlargepercentageoftheRehmannteamincludesyoungwomen learning to balance families and careers. It is important to provide insight for these associates so that it doesn’t become overwhelming and spur them to leave Rehmann.

If you could provide one piece of advice to women just getting started in their careers, what would it be?Request to meet with women that you perceive to be successful career women and ask them what they have done personally and professionally to achieve success. This request is a great compliment to the women you are requesting to meet with and these meetings are very productive for both women.

SaginawBeth McMallHeidiBolgerRandy Rupp

TroyBecky Guenther(HRRepresentative)

LansingAmyFlourryFred Schaard

Traverse CityCathy Shoemaker

Grand RapidsLisa VandeWeert

Farmington HillsSandy ShecterAngelaHarvey

Sandy is a principal with Rehmann, providing tax and consulting expertise to business and individual clients in the service industry. In addition to chairing the WIN Council, she also serves as tax leader for the Farmington Hills office.

HeidiisafoundingprincipalofRehmann’s consulting division and consults with businesses in the areas of mergers and acquisitions, strategy, succession planning, profit improvement and valuation. In her 30-year career with Rehmann, she has served as a business advisor to a multitude of businesses and organizations. Michelle is the director of

intelligence and research with Rehmann’s Corporate Investigative Services department. She began her legal/investigative career in 2002 and is recognized as one of the industry leaders in conducting complex background and asset investigations.

Stacie is the regional managing principal for east Michigan. She has been in public accounting since 1993, including experience with a national public accounting firm.Herexperienceincludesproviding audit and review services to construction contractors, manufacturers and a variety of closely-held commercial businesses. Jennifer is a principal with Rehmann.

She services several large closely-held companies, including all aspects of income taxation for the company, related entities and family members. Jennifer joined Rehmann in 2004 as a senior manager in the tax department. She is also an adjunct lecturer in the accounting and taxation programs at Walsh College.

Heidi Bolger, MBA, CPA/ABV, CMAP, CFFA

Michelle Houbeck

Stacie Kwaiser, CPA

Jennifer Sanderson, CPA, MST

22 | Female 25 | Male47

Intern

122 | Female 85 | Male207

Staff

129 | Female 42 | Male171

Senior

122 | Female 85 | Male207

Staff

82 | Female 36 | Male118

Manager

54 | Female 40 | Male94

Senior Manager

31 | Female 98 | Male129

Principal

Women’s Initiative NetworkAnnual Update

OneTeamYourFuture

CPAs &

Consultants

WealthAdvisors

Corporate

Investigators

rehmann.com

Leadership Learning Forum Workshop

“Establishing Your Professional Brand for Career Success”

Monday, May 6 from 10 a.m.-6 p.m. with lunch following from 12-1 p.m.

Location: Troy office training room

This event is geared towards women currently participating in Rehmann’s internal Leadership programs — STEP and Emerging Leaders — and their sponsors, as a part of their year-long structured curriculum.

Be seen the way you wish to be seen. Whether you know it or not, everyone has a brand. Find out what your current brand is and how to create the right one for career success.

In this interactive workshop, participants will learn techniques to:

• Aligntheirbrandwithcareergoals

• Designtheirownbrandingstrategy

• Boosttheirconfidencearoundself-promotion

• Buildandmaintainasolidreputation

Leadership Learning Forum Workshop

“Who Knows You? How to Build an Effective Networking Strategy”

Monday, June 17 from 4-6 p.m. with dinner following from 6-7 p.m.

Location: VisTaTech Center, Schoolcraft College in Livonia, MI

This event is geared towards women who are in a client-facing role at the manager, senior manager, or principal level; women currently participating in Rehmann’s internal leadership programs (STEP and Emerging Leaders); and their sponsors.

In the world of business, it’s not just whom you know, but who knows you. This interactive workshop will have participants looking at networking from a new perspective, building a strategy to increase business contacts and feeling confident about their approach. Participants will try new techniques while building upon their own skills.

Participants will learn how to:

• Buildaneffectivenetworkingstrategy

• Enhanceprofessionalrelationships

• Worktheroomlikeapro

• Boostreturnsfromnetworkingefforts

• Takeadvantageofsocialnetworkingtools

Leadership Learning Forum Event

“Networking in Style”

Thursday, September 18 from 6-9 p.m.

Location: Neiman Marcus, Somerset Collection in Troy, MI

Selected Rehmann associates, referral sources and clients will be invited to this event.

WIN, in partnership with Rehmann’s MarketingDepartment,NeimanMarcusandDressforSuccesswillhostthiscapstoneevent. Networking in Style will allow our associates to utilize the networking skills gained from the WIN workshops earlier in the year, share the Rehmann story and support a worthy charity.

The Business Case for WIN1. StudiesbytheAmericanInstituteofCPAs(AICPA)indicatethat

firms with programs designed to retain and develop female leaders have a competitive advantage in the marketplace.

2. Organizations with diverse leadership teams outperform those with homogeneous leadership teams.

3. Women currently comprise more than 50 percent of the talent pool and the majority of new business in the U.S.

4. It is estimated that more than 25 percent of businesses in the U.S. are run by women.

5. Current research suggests that knowing what women want in the workplace will help companies manage the next generation of talent, both male and female. Younger men and women share many of the same goals related to work than they did in the past.

WIN Directives• Helpmaintainaculturethatenhancestheretentionand

recruitment of women

• Setreasonableandattainablegoalsfortheincreasednumberofwomen in principal and ownership roles

• Promoteandeducatethefirm’sleadershiponthebusinesscasefor women in leadership roles

• Adviseanddirectonleadershipprogramsforwomenatthefirm

rehmann.comrehmann.com | 866.799.9580

Upcoming Events

By recognizing the contributions of our female associates,

we not only help them to develop their own career, we better

position our firm to continue benefiting from their talent. It’s a

fairly straightforward proposition: encourage and cultivate your

most talented associates and allow them to grow with your

firm; they, in turn, will promote the growth of the firm.

Steve Kelly, CPA

Rehmann’s Chairman and CEO

Rehmann by the Numbers

Grand Total | 766

Grand Total | 80

Grand Total | 50

44 | Female 36 | Male

34 | Female 16 | Male

80

50

Newly-Hired Associates

Promoted Associates