4 steps to address mental health challenges at work | Research: Respecting pronouns supports LGBTQ youth | Working to close opportunity gaps for Black Americans
The events of the past year and a half have had a significant impact on employee mental health, but concerns about stigmatization can prevent staff members from discussing what they are going through. Here are four strategies for employees to disclose the issues they are facing, beginning with self-reflection.
More than a quarter of LGBTQ youth identify as nonbinary, and another one-fifth say they are questioning or unsure if they are nonbinary, according to a Trevor Project survey. Respecting the pronouns chosen by LGBTQ youth is associated with better mental health and quality of life, the Trevor Project says.
A relatively small group of professions -- including those categorized as financial services and professional services -- account for a large portion of the wage gap affecting Black Americans, according to McKinsey. Business leaders can build pipelines for advancement by working with schools and looking to drive change in managerial roles.
Working to understand and take responsibility for unconscious bias is crucial for ultimately mitigating it. Senior team members can counter unconscious bias and amplify the voices of junior members when they introduce them by providing more information about who they are and what they have done.
Collaboration among employee resource groups multiplies their influence and boosts equity across the organization. To foster partnerships, be sure to enlist executive sponsors, facilitate conversations among ERG leaders and encourage groups to co-host events.
Persistence is critical for small accounting firms to attract diverse talent, according to participants on a recent panel during the ENGAGE conference in Las Vegas. Mentorship programs, buy-in from top leadership and efforts to reach people before they start college can widen the talent pipeline.
Employers may find more diverse groups of employees when recruitment committees are led by women or people of color, according to a study appearing in the Journal of Applied Psychology. The study emphasizes the key role that hiring managers' networks play in attracting candidates from a broad range of backgrounds.
Forty percent of recent college graduates and students want fully in-person work environments, compared with just 12% of office workers overall, surveys have found. Young people say they want office community and amenities, in-person feedback, and mentoring.
Flexibility, empathy and clear expectations are critical for meeting the needs of working parents during difficult times. The pandemic has highlighted the potential for crises to upend the work and social schedules of parents, and mothers may be particularly affected, according to one study.
A century after John Cromwell Jr. became the nation's first Black CPA, work continues to open doors in the profession. In this article, three CPAs share their experiences and offer advice, including recommendations to seek feedback and start networking activities early.
Registration is open for our 2021 Accounting Profession Diversity Symposium taking place virtually on Oct. 13-14. This CPE-eligible event provides a platform for professionals from firms/organizations, universities and state societies to collaborate, explore diversity-related best practices and identify ways to overcome obstacles in filling and retaining a diverse pipeline. More details and registration information can be found here.
Women are making a difference in the accounting profession
Please enjoy this video highlighting the 2020 Most Powerful Women in Accounting who were nominated by their peers and selected by a panel of independent judges. Congratulations to all! #AICPAWomenLead
The American Institute of CPAs (AICPA) is the world’s largest member association representing the CPA profession, with more than 418,000 members in 143 countries, and a history of serving the public interest since 1887. AICPA members represent many areas of practice, including business and industry, public practice, government, education and consulting. The AICPA sets ethical standards for the profession and U.S. auditing standards for private companies, not-for-profit organizations, federal, state and local governments. It develops and grades the Uniform CPA Examination and offers credentials for a number of specialized areas. With The Chartered Institute of Management Accountants (CIMA), it offers the Chartered Global Management Accountant (CGMA) designation, which sets the global benchmark for quality and recognition in management accounting.
About the AICPA National Commission on Diversity and Inclusion
The AICPA National Commission on Diversity and Inclusion was formed to serve as champions within the accounting profession and to work toward proposing strategies to recruit, retain, and advance minorities in the profession. The National Commission on Diversity and Inclusion has set a new course to address best practices and develop tools to help members and firms succeed in their diversity and inclusion efforts.
