We examine whether firms apply partisan standards when responding to employee financial misconduct. Using detailed individual‐level data on financial advisers, we find that advisers who are in the political minority at their firm (political minority advisers) are no different from their colleagues at the same firm and time in the incidence and severity of misconduct, yet following misconduct, they are significantly more likely to depart—a pattern we term “partisan punishment standards.” This pattern is especially pronounced at firms with lower internal information quality (IIQ), proxied with (1) lower external reporting quality (for public firms only), (2) private firms (relative to public firms), and (3) not hiring an independent public accountant to create an internal control report (for both public and private firms). We also document “partisan reporting standards”: Firms are more likely to publicly disclose misconduct by political minority advisers while remaining relatively silent in other cases. Firms that exhibit partisan punishment practices subsequently experience slower growth.

On-the-job training is a key driver of human capital development (Becker, 1962). We argue that the Sarbanes-Oxley Act (SOX), aimed at strengthening auditor independence, changed the economics of public accounting and unintentionally reduced opportunities for accountants to invest in their human capital on the job. SOX barred public accounting firms from offering consulting services to audit clients and introduced barriers to accountants transitioning to client firms. This weakened opportunities for collaboration between audit and consulting, limited accountants’ exposure to addressing clients’ business problems, and reduced networking. This diminished opportunities for accountants to gain broad experience, develop skills, and grow professional networks, making the accounting profession less attractive, especially to top talent. Using individual-level data, we compare accountants (treated group) and consultants (benchmark group) before and after SOX, within the same public accounting firm, time, and location. After SOX, accountants were less likely to move into consulting roles or to clients of their audit firms, and their wages declined. Consistent with reduced career opportunities discouraging accounting education, we find a drop in the quality of students declaring accounting majors after SOX. Importantly, to more directly connect career opportunities to university accounting enrollments, we show that when university alumni transitions from public accounting to consulting decline, both the quantity and quality of subsequent accounting enrollments at their alma maters drop. We uncover a previously overlooked cost of regulations concerning the accounting profession.