Google plans $35M hike in diversity spending | KPMG in U.S. picks first woman to serve as CEO | 7 keys for making unconscious-bias training really work
May 13, 2015
Inclusion Solutions SmartBrief
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Top Story
Which companies are leading the way on diversity?
DiversityInc's list of the top 50 companies that are embracing diversity is culled from more than 1,000 survey respondents. Companies are ranked based on factors such as talent-development programs and supplier diversity. Accounting firms PricewaterhouseCoopers, Ernst & Young, Deloitte and KPMG are among the companies on the list. Fast Company online (4/25), DiversityInc magazine (4/2015)
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Leadership & Trends
Google plans $35M hike in diversity spending
Google says it's increasing its spending on diversity efforts from $115 million last year to $150 million this year. The company is working to recruit at more colleges, encourage the use of diversity workshops and help get girls interested in computer programming. More than two-thirds of the company's workers were male at the beginning of last year. (5/6)
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KPMG in U.S. picks first woman to serve as CEO
Lynne Doughtie, CPA, will become the first female CEO of KPMG in the U.S. on July 1. She's been with the firm for 30 years and has led its advisory business for the past few years. Doughtie's appointment, which follows Cathy Engelbert's rise at Deloitte, means that two of the Big Four firms will have female CEOs. Journal of Accountancy online (4/21)
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Recruiting & Retention
7 keys for making unconscious-bias training really work
Unconscious-bias training is popular, but it can be completely ineffectual if it is approached from the wrong perspective. Successful training initiatives must incorporate seven critical elements, including a recognition of the value of diversity, a focus on common biases and a commitment to following up with program participants. (tiered subscription model) (4/22)
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Do employers discriminate by seeking "digital natives"?
Employers seeking younger job seekers often list "digital native" as a requirement in job postings, observers say. The practice could be considered age discrimination, although proving bias might be difficult unless other factors are present, employment lawyers say. Fortune (5/4)
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The gender imbalance at business schools
Business schools, which train and groom tomorrow's corporate leaders, continue to fall short in gender balance. Some progress has been made in reducing the gender gap among the student body in the past few years, but the gender gap among faculty remains severe. This is especially significant given that nearly a third of the world's 500 largest public companies have MBA graduates at the helm. Harvard Business Review online (tiered subscription model) (4/27)
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Policy & Regulatory
Supreme Court case clarifies EEOC's conciliation obligation
The U.S. Supreme Court's ruling in Mach Mining v. Equal Employment Opportunity Commission clarifies the EEOC's statutory obligation to seek conciliation before bringing a lawsuit against a company. Under the law, the EEOC is required to discuss the problem with the employer but does not necessarily have to engage in a good-faith negotiation, the court found. Workforce online (4/30)
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Here & There
Maps that reveal women's economic status by state
These maps show the economic opportunities and challenges facing women across the U.S., with women in Maryland and Massachusetts having markedly more economic security, mobility, education and wealth than their counterparts in the southern states. The Washington Post (tiered subscription model)/GovBeat blog (4/8)
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Should the U.S. adopt corporate board quota laws?
Directors of Norwegian companies say the country's gender quota law has had a positive impact on corporate governance and decision-making, writes author and associate law professor Aaron Dhir. A mandatory quota might not have much chance of passing in the U.S., but "it is clear that a more forceful regulatory shove is needed to disrupt the status quo," Dhir writes. The Atlantic online (5/4)
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AICPA Diversity & Inclusion News
May is Jewish American Heritage Month and Asian-Pacific American Heritage Month
The recognition of Jewish American Heritage Month and Asian-Pacific American Heritage Month marks a time to celebrate and pay tribute to the important contributions made to American history, society and culture by these groups. For more information regarding Jewish American heritage, please visit the Library of Congress here. Please visit the Smithsonian Asian Pacific American Center, a digital museum, for additional information about Asian-Pacific heritage.
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Present and Accounted For
To boost diversity and inclusion efforts, the AICPA offers valuable tools to assess and track your progress, aid in recruitment and retention, and inform you on the latest trends. We’ve developed the Accounting Inclusion Maturity Model, Recruitment and Retention Toolkit, and Inclusion Solutions newsletter to help ensure everyone in our profession is present and accounted for. Let's get to work! Visit to learn more.
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Diversity Quote of the Month
Let’s celebrate the differences."
-- James Will
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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 400,000 members in 145 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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