Many millennials are willing to change jobs in pursuit of their goals and care deeply about the social impact of their work. When leading millennials, it is important to listen and gather feedback, help with professional development, and emphasize company culture and values.
Organizations such as JPMorgan Chase, which initiated its Autism at Work program in 2015, are recognizing the advantages that embracing neurodiversity can offer in terms of innovation and productivity. The company now employs more than 100 people with autism.
Gaining top-level leadership commitment, reworking company policies and offering training in unconscious bias to middle managers are among the steps businesses can take to promote a more diverse workforce. Data suggest that companies that excel in diversity also outperform their competitors.
In addition to hiring diverse groups of candidates, companies also need to promote inclusion -- a feeling of belonging -- to get the results they want. Leaders should focus on respecting employees, valuing their unique strengths and allowing them to express themselves.
A lack of diversity in a company's workforce is a key indicator that the business is not a true meritocracy. Companies that want to make real progress must examine their goals, improve the recruiting process and think about diversity in a broader way.
Members of Generation Z said they tend to see failure as a steppingstone to success and emphasized the importance of maintaining a "curious and open mindset," according to a poll by EY. In addition, a majority of respondents said they would like to work on a team that has diversity in terms of skills and education.
People tend to describe male and female job applicants in different ways, which may affect their respective chances at landing a job and progressing up the corporate ladder. Women are more likely to be the subject of "doubt raisers" when people describe job candidates, one study shows.
Being aware of unconscious bias and taking appropriate action can help companies level the playing field. Some strategies that companies have tried include developing more inclusive benefits packages, editing job descriptions to avoid biased language and using artificial intelligence tools to allow equal participation at meetings.
California Gov. Jerry Brown has signed a bill into law requiring the state's publicly held companies to have at least one woman on their boards by the end of next year. The law, which includes fines for noncompliance, increases the minimum number of women to two or three, depending on the size of the board, by 2021.
My organization requires that the entire workforce successfully complete training for unconscious bias.
AICPA Diversity & Inclusion News
Take Action: Leaders Setting an Example on Diversity and Inclusion
Discover how leaders in the accounting profession are setting the tone at the top and taking action for diversity and inclusion. Register for this free AICPA Diversity and Inclusion webcast occurring on Nov. 7 from 2 to 3 p.m. ET.
CEO Action for Diversity and Inclusion
Encourage your CEO to join leaders in the accounting profession in this critical business effort, and be among the first 100 accounting firms to sign the pledge. Visit this website to find out how to get started!
7th Annual AICPA Women's Global Leadership Summit
Becoming a supporter of the 7th Annual AICPA Women's Global Leadership Summit allows your organization to send multiple registrants and shows your support for diversity and inclusion within the profession. Find out more.
AICPA and CIIPA Annual Summit
Soak up the sun and get your CPE credits this December at the beach. Join us Dec. 4-5, 2018, at the Grand Cayman Marriott Beach Resort, Cayman Islands, for the second AICPA and CIIPA Annual Summit for accountants and finance professionals.
We cannot seek achievement for ourselves and forget about progress and prosperity for our community. ... Our ambitions must be broad enough to include the aspirations and needs of others, for their sakes and for our own.
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.