John W. Cromwell Jr., the son of a former slave, overcame many obstacles in his life to earn his place in history as the nation’s first Black CPA in 1921. His story is an inspiration and lesson in tenacity for future generations of Black accountants.
Diversity, Equity and Inclusion
Leaders of ethnic minority-owned firms offer tips for what small CPA firms can do to promote greater diversity.
This article offers steps firms and individuals can take to make sure microaggressions are not part of their organization.
Carefully chosen, well-implemented anti-bias courses can buttress a company’s diversity and inclusion program when they are part of a clear strategy.
Studies show that a diverse workforce is a more productive, more profitable one. Establishing a strong diversity and inclusion program takes time, effort, and, above all, commitment from top leadership. Use these guidelines when structuring a D&I program.
Focusing on strengths and communicating effectively can help CPAs lead during challenging times, says Kim Griffin-Hunter, CPA.
The AICPA's 2020 PCPS George Willie Ethnically Diverse Student Scholarship & Internship Program provided scholarships and internships to five ethnic minority accounting students who intend to pursue CPA certification.
Investors are looking for actions that back up statements about equity.
Building on a commitment to diversity with efforts to promote inclusion can make a difference in the accounting profession, according to panelists at the AICPA’s fall Council.
Women, particularly Black women and other women of color, are a rare sight in executive leadership. A panel discussion at ENGAGE explores why and how to change it.
The culture of a workplace, be that in a company or an accounting firm, determines how employees and customers are treated, says Stephanie Creary. To assess how racism is a factor requires open, frank conversations and leaders willing to listen and learn what they probably didn’t know.
CPAs have an opportunity to improve their workplaces and communities amid a racial justice movement that began in response to police killings of Black and African Americans.
Women are more likely to succeed if they have role models, are able to find sponsors, and receive opportunities for training and high-profile assignments. Panelists at ENGAGE 2020 also discussed how barriers to advancement are intensified for women of color.
A surge in passion on issues of racial justice, diversity and inclusion has led to opportunities for CPAs to lead meaningful change. Members of the AICPA National Commission on Diversity and Inclusion share best practices for CPAs who are eager to support change.
Organizations and leaders seeking to address concerns about racism can learn valuable lessons from an expert on race in the workplace.
Amid tense and uncertain times, two leaders of the National Association of Black Accountants describe their emotions and a sense of hope that they can produce positive change in the accounting profession and their communities.
Increased resources and focus will be needed to address the consequences of systemic racism and unconscious bias, writes Kimberly Ellison-Taylor, CPA, CGMA, a former AICPA chairman who is executive director, Finance Thought Leadership for Oracle.
Firms are taking proactive steps to attract, retain, and advance women. And firms that use modified work arrangements (MWAs) and formal advancement programs to achieve those goals report that the benefits are clear.
Empowered flexibility can help firms retain the talent, of both men and women, to be relevant in the future.
Three women CPAs explain how a pilot program that aimed for diversity and inclusion helped transform their midsize accounting firms.