2021年9月27日
尼基•沃森 AccountingWEB
The increasing awareness of social justice issues over the past 18 months has triggered the need for organizations to have serious discussions about their internal culture and demographics. 诸如反种族主义, 偏见, micro-aggressions and allyship have become more widely used among HR and senior leadership teams. Companies across every industry pledged renewed commitments to social justice and diversity, 公平与包容(DEI). However, simply stating a commitment to DEI is not enough. 多样性不是一项观赏性的运动. Organizations must actively demonstrate that it’s a strategic priority, 需要一致性的业务策略, 透明度和问责制.
According to AICPA’s 2019 Trends report, 91 percent of partners at CPA firms in the U.S. 占美国注册会计师总数的84%.S. are white among a national population that is only 60 percent white. The lack of diversity within the accounting profession may not be indicative of active, 对多样化的有意识的偏见, 弱势族群(黑, 原住民和有色人种或“BIPOC”和LGBTQ+), but it does reflect how societal inequities can become professional barriers.
First, obtaining the CPA designation requires an additional investment in 教育, time and money. It takes 350-400 hours to adequately prepare to pass the CPA Exam, in addition to the 150-hour 教育al requirement to obtain the license. Underrepresented students often have difficulty paying for their undergraduate degree, so the cost of an additional year of 教育 or obtaining a master’s degree can be discouraging. 对于那些来自弱势群体的人来说, the perceived value of becoming a CPA may not be worth the obstacles along the way.
The second barrier underrepresented communities face is career progression, 从招聘过程开始. 当公司招聘的时候, branding, messaging and career development strategies are not designed to support underrepresented talent, it reinforces the homogeneous work environment often associated with the profession. Firms that lack diversity often communicate a culture that does not exude inclusion, 属于或陈述. Culture is driven by and reflective of senior leadership, 以及公司的招聘政策, 教育, training and other resources must reflect the firm’s commitment to DEI. Good intentions without policy and accountability won’t yield sustainable results. Firms must view an investment in diverse talent as a financial imperative, incorporating DEI into their overall business strategy so it becomes part of their DNA.
So why does DEI matter, and what can organizations do about it? 让英雄联盟s10外围从为什么开始. 麦肯锡 & Company 2020 Report “Diversity Wins: How Inclusion Matters” says, “the most diverse companies are now more likely than ever to outperform less diverse peers on profitability.” Diversity in the workforce can lead to a more robust exchange of ideas that enhance decision making and creative problem solving. When people can be their authentic selves (feeling that they belong) and are appreciated for who they are and what they bring to an organization (feeling included) it increases engagement. 增加用户粘性可以提高用户留存率.
那么，组织能做些什么呢? They can start with increased accountability and tracking the right metrics. 透明度是关键. 这些数据告诉了你关于组织的什么信息? Are you tracking employees’ career journeys and gaining an understanding of when you’re losing diverse talent? 你是否在对招聘人员进行无意识偏见方面的培训? Are you training managers and supervisors on mindful communication and conducting performance reviews and giving constructive feedback that nurtures career advancement of diverse talent? Does senior leadership sponsor and mentor diverse talent to enhance representation at all levels? 公司应该考虑的其他步骤包括:
- 从教育: Creating an inclusive work environment in which all employees can thrive doesn’t happen by accident. It requires a shared commitment within the organization to equip staff with a better understanding of DEI and why it impacts them and the bottom line. Training is essential in changing perceptions of the inequities within the accounting profession and society. Programs like Becker’s newly launched DEBI certificate introduces the benefits of bringing true diversity and equity into the workspace, discusses common barriers to success and provides practical steps for creating a culture of inclusivity.
- 投资进展: We know firms that invest in DEI increase their operational and financial performance. 这样做, leadership must identify gaps and blind spots and prioritize a cultural shift within their organization. 他们必须致力于挑战现状, devoting resources to reimagined training and teaching new skills to diverse talent to support advancement and career longevity.
Today’s workforce is more diverse than ever, but the accounting profession is woefully behind. 领导有责任倡导变革. Senior leaders must assess how well they have created diverse teams, inclusive environments and equal opportunity for career growth. If firms implement DEI as a proactive strategy along with metrics for progress and recurring training, organizations can sustain behaviors that lead to transformative change.