Candidates with cognitive differences can help finance teams solve complex problems involving competition and risk. To embrace neurodiversity, companies should avoid stereotypes, remove structural barriers such as unneeded assessments and interviews and allow for flexible work policies.

Training can help companies counteract bias against Asian American and Pacific Islander employees. Bystander training can teach workers to de-escalate hostility directed toward their colleagues by clients, and internal training can address inappropriate behavior within a company.

The loss of women in the workforce during the pandemic could have far-reaching effects for businesses and lead to less diversity in leadership styles. Companies can alleviate these challenges and help women return to the workforce by reviewing their training and development efforts and recognizing the change fatigue that so many people are experiencing.

KPMG US has published a report on its diversity, equity and inclusion statistics and plans for the coming years. KPMG's Accelerate 2025 initiative sets goals to increase the percentage of people from underrepresented groups in leadership positions and in its workforce as a whole.

Companies benefit from diversity in their board membership, and that extends to age. A multigenerational viewpoint can add diversity of thought and is crucial at a time when businesses are dealing with rapid change in technology and consumer behavior.

In addition to recognizing how diversity, equity and inclusion can aid the bottom line, organizations need to take steps to make these attributes part of their organizational DNA. This article offers eight suggestions for achieving this goal, including understanding the needs of clients, focusing on continuing education and embedding diversity strategy into all leadership teams.

The vital role that diverse perspectives play in the success of businesses and organizations is clear, but some companies go about promoting diversity in counterproductive ways. Three common mistakes include viewing diversity as nothing more than a numbers game, failing to invest in the careers of employees and approaching diversity as an HR priority rather than an overall business priority.

Companies can advance diversity and inclusion by encouraging the creation of employee resource groups and supporting the advocacy and ideas that emerge from them. These groups tend to be most effective when they are open to all and are employee-led while receiving sponsorship from executives.

Almost a third of LGBTQIA accountants said lack of inclusion had caused them to quit a job, and 60% cited bias that "negatively affects promotion." Focusing on mentorship and collaboration to create meaningful change can help address the issues uncovered by the report.

In 1943, Mary T. Washington Wylie became the first Black woman to earn the CPA license in the US. Wylie was the only woman in her graduating class at Northwestern's College of Business in 1941 and went on to found her own firm, where she hired and mentored other accountants. The business grew to be one of the largest Black-owned firms in the US, and most of it was acquired by a New York-based firm in 2018.

Part one of this podcast series examines and honors the accomplishments of Black CPAs in the 20th century, featuring input from two CPAs and an author of accounting history. Discussion topics include the societal and structural barriers faced by early Black accountants, the key roles played by Black CPA firms and white allies, and the changes that occurred in the 1960s.

Part two of this podcast series focuses on strategies for boosting the number of Black accountants. Among other things, participants discuss the value of mentors, the need to share data and the importance of making the profession more visible for young people.

Do you know an outstanding ethnic minority student pursing an accounting degree? Let them know about this $10,000 scholarship and internship* opportunity. Apply here! *Firms/locations offering internships are included at the link.

Implementing diversity and inclusion at your organization means fostering an environment that welcomes different backgrounds and perspectives -- one that creates a true sense of belonging for everyone. This blog presents the CPA Firm Competency Model, which provides the crucial tools and information you need for success.

We all play a role in creating a truly diverse and inclusive organization. While it's the responsibility of top leaders and managers to set the tone and example, all of us should understand the business case for diversity, equity and inclusion (DEI) and put it into practice. In this forum, we'll address key areas where human resources and DEI professionals can work together to help everyone in the organization advance DEI efforts. Be a part of the discussion on May 10 from 11:30 a.m. to 12:45 p.m. ET. Register today!