Why leaders should mentor a diverse group of people | How a multicultural management team can yield better results | Have more career conversations to promote gender parity
May 10, 2017
Inclusion Solutions SmartBrief
Brought to you by the American Institute of CPAs
Top Story
Why leaders should mentor a diverse group of people
Leaders must set a positive example and emphasize the value of diversity by mentoring people who are different from themselves. In some cases, people might be reluctant to speak up and ask for help, so leaders must be ready to address this problem.
Harvard Business Review online (tiered subscription model) (4/17) 
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Leadership & Trends
How a multicultural management team can yield better results
In many cases, multinational corporations have leadership that is largely composed of executives from a single country. However, a multicultural team might offer benefits in terms of better market insight, improved relationships with global stakeholders and higher employee morale.
INSEAD Knowledge (4/19) 
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Have more career conversations to promote gender parity
Having more conversations about career development with female employees could move companies toward gender parity in leadership. Only 1 in 4 women say managers have regular conversations with them about leadership skills, according to a recent study.
Workforce online (5/1) 
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Follow these steps to create a healthy culture
Diversity and inclusion efforts can help companies attract talent but only if leaders treat these initiatives as strategic imperatives. Get desired results by encouraging open-minded thinking, developing comprehensive policies and focusing on the worker experience.
Inc. online (free registration) (4/21) 
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Respond properly to others' biased remarks
Before deciding how to respond to bias in the workplace, determine whether the event is a one-time incident or part of a pattern. Have clear goals in mind when starting a conversation about the problem, and offer a fact-based description of what happened.
Harvard Business Review online (tiered subscription model) (5/3) 
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Business Case for Diversity & Inclusion
How firms can overcome challenges and develop a diverse workforce
Charlotte, N.C.-based Dixon Hughes Goodman has focused on building a diverse workforce by forming relationships with people who are in a position to help. Accounting firms can boost diversity by partnering with other organizations, recruiting students who might have been overlooked and seizing opportunities to hire experienced CPAs who have left other firms.
CPA Insider (4/17) 
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Build better training for unconscious bias
Research has revealed possible pitfalls in unconscious-bias training, and programs need to adapt to address those issues. Stress should be placed on acknowledging and managing one's bias while limiting defensive reactions that some people feel when grappling with the complexity of bias.
Harvard Business Review online (tiered subscription model) (4/28) 
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Thriving with autism: One CPA's story
Tom Iland, CPA, has become an advocate for those who, like himself, live with autism. With a book on the way and speaking engagements scheduled across the US, Iland has an ambitious goal: Bridge the alarming inclusion gap between people with autism and potential employers.
AICPA Insights (4/26) 
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11 ways to make companies more inclusive
A lack of diversity can be damaging because companies might not have access to potentially valuable points of view. Here are 11 ways to improve diversity, beginning with getting support from company leaders.
Forbes (4/18) 
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Recruitment & Retention
Q&A: Don't believe these millennial myths
Members of the millennial generation are often stereotyped as disloyal, unprofessional and tech-savvy, but the truth is far more complex. Jason Dorsey, co-founder of the Center for Generational Kinetics, debunks some of the most popular myths in this Q&A.
Journal of Accountancy print issue (5/2017) 
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3 ways this consultancy fights motherhood bias
Consulting firm Accenture is working to eliminate motherhood bias by offering a flexible, transparent working environment. In addition, company leadership stresses that employees should be able to be themselves at work.
Inc. online (free registration) (4/11) 
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My organization demonstrates a commitment to gender parity in leadership positions.   
VoteI don't know
Results of last month's poll question
Does your organization provide opportunities to support the success of individuals with autism?
No  51.56%
Not sure  28.13%
Yes  20.31%
AICPA Diversity & Inclusion News
AICPA Virtual Career Fair
Free to AICPA members, the 2017 AICPA Virtual Career Fair will be a convenient way to interact directly with hiring organizations without the hassle and expense of travel. The event is a perfect opportunity for accounting and finance professionals exploring new career opportunities, whether you are just getting started in your career or are looking for a more senior-level position. Sign up and join us May 16, 2017, from noon to 3 p.m. ET and revolutionize your job search.
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Application deadline for Leadership Academy -- May 31, 2017
The AICPA is committed to investing in young leaders as part of our stewardship and legacy on behalf of the CPA profession. Our goal is to empower diverse young professionals who will strengthen the profession for a sustainable future through our Leadership Academy program. Join us for five days of developing a strong personal ethic of service, expanding professional competencies and connecting with peers who have a similar passion for leadership. Visit this website for eligibility requirements. The application deadline is May 31, 2017.
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AICPA Diversity and Inclusion | Statement from NCDI Chair
Tools and Resources
Preconceived notions are the locks on the door to wisdom.
Merry Browne
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About the AICPA
The American Institute of CPAs is the world’s largest member association representing the accounting 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 is committed to diversity and inclusion in the accounting profession with the development of programs to increase the student pipeline and tools and resources to retain and advance ethnically diverse professionals.
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.
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