Deloitte is phasing out workplace affinity groups that focus on specific segments of the employee population, such as women and minorities. The company is replacing these groups with inclusion councils that gather people with a wide variety of viewpoints to discuss diversity issues.
Evidence suggests diversity training that asks employees to see the world from others' perspectives or to form specific goals is especially effective. The personalities of employees might affect which techniques provide the best results for them.
Companies have to recruit millennials to fill gaps in their workforce as baby boomers retire. Attracting millennials is all about providing a sense of purpose, giving real responsibility and recognizing the importance of a strong culture.
Data compiled by Bella Research and Harvard University suggest that the financial-advice industry may be one of the least diverse in the US in terms of gender and ethnicity. The statistics show a preponderance of white males working in the industry, with only 19% of the workforce consisting of Asian, African-American, Hispanic and other people.
Leaders can better gauge how diversity and inclusion play out in their organization by using a network mapping tool to follow interactions across their teams. Finding gaps in personnel when it comes to decision-making and policy can help identify where inclusion efforts are breaking down.
Eighty percent of respondents to a Deloitte survey say inclusion is a key factor when deciding where to work. Meanwhile, the majority of respondents say they would consider leaving their employer for a more inclusive one.
More than 75 large companies have released information on comprehensive parental leave policies in the past two years as employers recognize the cascading benefits. However, some organizations must analyze their policies and ensure the rules aren't enforced in archaic or complex ways if they want to attract talent, according to this article.
Thirty-four percent of people who have faced workplace bias say the experience has caused them to avoid sharing ideas, according to the Center for Talent Innovation. Observers say a focus on inclusion must continue after hiring, with companies determining where diversity does and doesn't exist within their organizational hierarchy.
My organization has goals that are specific to increasing the number of women and underrepresented minorities in our workforce.
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AICPA Diversity & Inclusion News
Join us for the upcoming AICPA Diversity & Inclusion Global Diversity Webcast Series
This series will feature three webcasts that provide participants with practical knowledge and skills for navigating the complexity of the ever-changing, dynamic, globally diverse marketplace. The webcasts offer 1 CPE.
Session 1 -- "How to Grow Your Practice in a Changing Environment: Technology and Generational Impact." Wednesday, Sept. 20, 1-2 p.m. ET. Register today!
Session 2 -- "Developing Your Global Mindset." Thursday, Oct. 19, 1-2 p.m. ET. Register today!
Gender equality in leadership -- Where's your firm?
For decades, men and women have entered the profession in approximately equal numbers. But only 24% of today's CPA firm partners are women, and this disparity can be detrimental to a firm's success. Learn why -- then take the CPA Firm Gender Survey to see how your firm's leadership stacks up.
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.