A lack of diversity among hiring managers in the tax and accounting fields is making it more difficult for companies to attract diverse groups of employees, according to the Bloomberg Tax survey. Using hiring panels to make decisions and working to correct bias can help to address the issue.
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Cognitive diversity is key when teams work to solve problems, but it's also important to create an atmosphere of psychological safety so people feel comfortable expressing their ideas. Leaders will need to disrupt unhelpful patterns of behavior to achieve this goal.
Companies are using a variety of diversity and inclusion strategies, including forming companywide councils and creating leadership positions to oversee their efforts. Besides gaining buy-in at the senior level, companies are also implementing employee-driven approaches.
Women are often advised to lean in and project self-confidence, but research suggests that doing so may not necessarily lead to professional influence. Companies must take action to close the gender gap by explicitly stating which skills are necessary for success and monitoring implicit biases in the organization.
Valuing the differences among employees allows companies to attract and retain top talent and enable long-term success. Providing unconscious-bias training and learning from the diversity strategies other companies use can help.
Workplace-diversity programs can benefit company culture, but only if they are designed correctly. One organization found that diversity programs are most successful when they focus on accountability, emphasize flexibility and empower participants to act when they observe biased behavior.
As younger employees move into leadership positions, it's important to understand how their approach to leadership differs from that of previous generations. Millennials tend to focus on collaboration and developing personal relationships, but they may be uncomfortable with conflict.
Companies are focusing more on team diversity and inclusion but might inadvertently show bias in hiring. This article describes common ways in which unconscious bias creeps in, including excessive demand for credentials or job experience and use of the wrong phrases in job postings.
Thirty-eight percent of American women surveyed by PwC said they had been overlooked for career opportunities after having children. The survey also found that 37% of women did not take all the leave to which they were entitled because they were concerned it would hurt their standing at work.
Hiring managers should work to develop emotionally intelligent interviewing skills that allow candidates to open up about their job needs and what they are really looking for. Asking the right questions to break the ice and establish rapport is a key part of the process.
What is your organization doing for Women's History Month?
Hosting an event to celebrate women in our organization
Recognizing women's achievements in the workplace
Supporting a community event focused on women
All the above
None of the above
AICPA Diversity & Inclusion News
Who Are the Accounting Profession's Most Powerful Women?
The Most Powerful Women in Accounting Awards spotlight women who've had an impact on the profession, as well as emerging leaders. Cast your vote here to influence who's chosen, then celebrate their achievements at the AICPA Engage Conference.
Are you a professional or academic who wants to engage with accounting firms, state societies, colleges and universities, or other organizations to sustain a pipeline of diverse talent? Learn more and register for the 2018 Accounting Profession Diversity Pipeline Symposium. Symposium topics will include strengthening diversity initiatives, recruitment, retention best practices, increasing diversity of membership in professional membership organizations, and more! Hear a keynote from Dr. Claude Steele, author of Whistling Vivaldi, a groundbreaking book on stereotype and unconscious bias.
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.