Supporting formal and informal mentoring can aid the progress of Black professionals in accounting. Certain steps can help, including formalizing the assignment of influential mentors, beginning sponsorships in the first year of work and building social networks to encourage informal guidance.
The Hispanic population in the US continues to grow, and it is critical for educational institutions and other organizations to focus on inclusion. Here are three suggestions, including ensuring your organization is representative of society as a whole.
Examining HR, management and operations teams can uncover unconscious bias in processes and policies. This article offers self-audit questions for each department, covering topics such as remote work, performance feedback and communications.
Companies must take proactive steps to promote inclusion of transgender employees, starting with establishing formal policies. In addition, businesses should offer benefits to cover gender transitions and implement trans-inclusive diversity training and discrimination-reporting processes.
Millennial and Generation Z employees expect their workplaces to create inclusive and diverse cultures. Companies can keep younger workers engaged with leadership that reflects the workforce, listens to employees of all ages and offers opportunities for reverse mentoring.
A culture of true belonging depends on what happens after the conclusion of the hiring process. Companies need intentional, consistent efforts to address team dynamics as well as provide equitable employee development, performance management and promotions.
Employers working to maintain a diverse workforce while dealing with high turnover rates need to continue evolving their recruitment and hiring processes, embracing a holistic approach that addresses the needs of a wide range of underrepresented groups. After hiring, ensure there are formal, sustained processes for onboarding and mentoring employees.
When an employee or job candidate discloses a disability, leaders should listen closely before responding. Employers should avoid judgmental remarks -- even seemingly well-intentioned ones -- and offer support when it is appropriate to do so, following the lead of the employee.
Women have taken on a disproportionate share of caregiving responsibilities throughout the pandemic, and McKinsey data from the height of the crisis suggested that one-third of working mothers were considering leaving their jobs or decelerating their careers. Employers can help by focusing on inclusion and flexibility in work arrangements and offering child care support.
Firms formed by Black CPAs have played a key role in the profession's recruitment and advancement initiatives and continue to do so. This article offers historical context and emphasizes the need to make further progress by reaching out to Black students early on, before they have settled on a career path.
Black CPAs have attained leadership roles at several state CPA societies. Leaders of state societies offer various tips for improving diversity, including recommendations to prioritize retention and bring in outside perspectives.
The AICPA Examinations team colleagues have reached a critical stage in their efforts to develop a CPA Evolution-aligned CPA Exam for January 2024. They are looking to recruit more than 400 licensed CPAs who have directly supervised newly licensed CPAs within the last two years. Volunteers will use their subject matter expertise to review and rate content proposed for the CPA Exam's new Core and Discipline sections. The process will begin by Nov. 1 and take no more than two hours. This is an important opportunity for practitioners to help shape the future of the CPA Exam and keep it aligned with the needs of the profession. Interested volunteers should complete our eligibility survey no later than Friday, Oct. 15. Details are also available on our CPA Exam Practice Analysis web page.
Demonstrate your firm's commitment to diversity
The AICPA is connecting PCPS member firms with promising accounting majors. Learn the benefits of participating in the PCPS George Willie Ethnically Diverse Student Scholarship and Internship then apply to be a co-sponsor today.
Know a young CPA who demonstrates outstanding leadership? (It might be you!)
Here's an award to consider: The Outstanding AICPA Young CPA Award, named in honor of Maximo Mukelabai, recognizes standout CPAs 40 or younger who exemplify excellence. The deadline for nominations is Nov. 15.
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.