Former BP CEO: Make employees feel comfortable about coming out | Why organizations need inclusion just as much as diversity | Tech companies report diversity statistics
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July 9, 2014
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How to do more about workplace diversity and inclusion
Organizations that develop a pipeline of diverse candidates for junior- and senior-level jobs, create a culture of inclusion across all departments and partner with universities to develop talent sources do more than pay lip service to diversity and inclusion. Organizations also should avoid becoming a revolving door for recent graduates, help employees see the company as a place to grow, and remember that diversity and inclusion is more than an "HR problem." Fast Company online (6/25)
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Leadership & Trends
Former BP CEO: Make employees feel comfortable about coming out
Former BP CEO John Browne, who resigned after a British newspaper group outed him as a gay man, offers six tips organizations can follow to make LGBT employees feel welcomed. They include setting a clear direction at the top, making an effective business case and harnessing the support of the straight majority. The Herald Sun (Melbourne, Australia) (tiered subscription model) (7/2)
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Why organizations need inclusion just as much as diversity
Organizations have worked hard to create diverse workforces, but their efforts may be in vain if they are not inclusive. Research shows an inclusive environment, one in which people feel valued and have access to the same opportunities, leads to reduced turnover, greater altruism and better employee engagement. Harvard Business Review online/HBR Blog Network (6/5)
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Tech companies report diversity statistics
Technology companies including Google, Facebook, LinkedIn and Yahoo have reported the gender and diversity statistics of their workforces. The data show that the tech industry has work to do to train, recruit and retain a higher number of women and minorities. The Washington Post (tiered subscription model)/On Leadership blog (6/18), International Business Times (6/26)
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U.S. youths are more racially and ethnically diverse, census data indicate
The proportion of young Americans who are members of minority groups reached an all-time high last year, according to data from the U.S. Census Bureau. “Non-Hispanic, single-race whites” made up 62.6% of the general U.S. population, but only 52.4% of Americans 18 or younger. The Christian Science Monitor (6/26)
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Recruiting & Retention
PwC exec: Companies can make diversity real and beneficial
U.S. companies must take steps to become more diverse, including sponsorship and changes in recruiting, writes Maria Castanon Moats of PricewaterhouseCoopers. Also needed, though, is to encourage such young hires to believe in themselves. "Without a doubt, I became a partner at PwC in 2004 because others believed in me more than I believed in myself," Moats writes. Fast Company online (6/30)
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How sponsorship benefits women
Sponsorship can boost the likelihood of stretch assignments, pay raises and promotions by up to 30%, which is why more women need sponsors in the accounting profession, writes Fiona MacFarlane, managing partner of Ernst & Young. "Sponsorship is about going above and beyond -- doing what's been done before won't be enough," she writes. GAA Accounting (6/2014)
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Corporate America needs to focus on how diversity can improve the bottom line
Most of corporate America still doesn't understand that diversity can contribute to the bottom line, writes John Fitzgerald Gates of Criticality Management Consulting. Companies "spend billions of dollars each year to produce results that do not move their businesses forward materially, and remain silent on issues of diversity's business applications in generating revenue, containing cost, and structuring change," Gates writes. The Huffington Post (6/17)
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Why BofA, Intel are role models for boosting diversity
Bank of America and Intel have developed strategies for boosting diversity that other companies can learn from, according to this article. Bank of America partners with the National Center for Women in Technology and hosts an award that recognizes talented women in technology fields, and Intel has leadership development aimed at helping minorities. The Guardian (London) (6/16)
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Policy & Regulatory
Census Bureau looks for better diversity measures
The Census Bureau is figuring out how to accurately classify race and ethnicity in its next decennial count in 2020. In particular, the bureau is considering how better to classify Hispanics and Arab-Americans. The New York Times (tiered subscription model) (7/1)
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50 years under Title VII of the Civil Rights Act
Lawyer Gerald Skoning examines the legacy of the Civil Rights Act's Title VII, writing that it "has served our nation well over the past half century. Through the sometimes ironic workings of our system of checks and balances, Congress and our courts have guided our nation toward the goal of truly equal opportunity." Chicago Tribune (tiered subscription model) (7/2)
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Here & There
Lack of women partners found at New Zealand accounting firms
A study commissioned by the New Zealand Institute of Chartered Accountants says discrimination, structural barriers and employee work-life preferences limit the advancement of women in the accounting profession. Female partners in New Zealand's top accounting firms range between 10% and 20%. GAA Accounting (6/2014)
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Ohio accounting careers program receives diversity award
The Accounting Careers Awareness Program, which is run by the Ohio Society of CPAs, the Ohio CPA Foundation and the Ohio chapters of the National Association of Black Accountants, received a Power of A Silver Award from the American Society of Association Executives. The program provides top-performing high-school students a weeklong, expenses-paid tour of businesses and mentoring sessions with minority business professionals. CPA Practice Advisor online (6/27)
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AICPA Diversity & Inclusion News
AICPA addresses diversity in the profession at Generational Diversity Summit
In the U.S. there are many different generations that exist in the same work environment. How do you effectively address each generation’s unique communication needs and learning styles? The AICPA’s Diversity and Inclusion Team participated in a Generational Diversity Summit to find the answer to this question.
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Other News
Diversity Quote of the Month
Diversity is a competitive advantage. Different people approach similar problems in different ways."
-- Rich McGinn,
Former CEO of Lucent Technologies
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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 394,000 members in 128 countries and more than a 125-year heritage of serving the public interest. 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 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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