Half of the workforce is projected to be from the millennial generation by 2020, and organizations must revamp diversity and inclusion programs to keep up. Effective feedback, skills growth and opportunities for advancement are key priorities for millennial employees, research shows.
One reason that some diversity and inclusion programs don't work is that they assume that minority groups have to be assimilated into the company's culture. Savvy business leaders, on the other hand, are willing to learn from their employees and create a culture that benefits everyone.
Many Hispanic women in business are concerned about being perceived as "too Latina," a study shows. Four-fifths of respondents say they want to be recognized for who they are, but many feel pressure to change their hair and style of dress or to downplay their accent.
HP is asking its advertising and public relations agencies to explain how they will improve diversity in creative and strategic positions. The move follows a similar one by General Mills, which has released diversity targets for agency partners.
Apple has seen an increase in the percentage of its workforce that is black or Hispanic, although it has seen a decline among Asian employees, the company announced last month. Apple also said that it is now hiring more women and that it has closed pay gaps faced by women and minorities in the US.
Job applicants can counter unconscious bias during an interview by asking, "Do you have any concerns about hiring me?" That question opens the door for conversation to clear up any misunderstanding that might have arisen during the interview.
Legal and regulatory changes have helped to minimize overt gender bias in the workplace, but more subtle forms of discrimination persist for millennial women. Women often feel they must work harder than men in order to earn praise, and they may feel extra scrutiny about their appearance.
People with disabilities make up 20% of the population but are underrepresented in the workforce. Companies can create opportunities for this demographic by making relevant technology available, working with job-training companies and ensuring the office is accessible.
Members of Generation Z, who were born between 1996 and 2010, are "true digital natives" who want to do work that has meaning beyond providing a paycheck, according to a survey from Monster. Members of Gen Z, who have grown up in the age of the smartphone, want to have access to tools that will allow them to set their own schedules, the report states.
American Institute of CPAs
is the world’s largest member association representing the accounting profession, with more than 412,000 members in 144 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.