When it comes to diversity, equity, and inclusion initiatives, progress can be slow and difficult to measure. Even the staunchest allies get fatigued and wonder if we are making progress undoing generations of challenges. But when we are most tired, it is good to remember the successes and, yes, the progress underway.
By Kimberly N. Ellison-Taylor, CPA, CGMA, CISA
With most initiatives, it is easy to determine the resources, schedule, and funding needed to achieve success. However, in the case of diversity, equity, and inclusion (DEI), we too often only see “don’t give up” statements. Even the staunchest allies can get fatigued and wonder if we are truly making the progress that will undo the generations of challenges that have brought us to this point. From time to time, we all need a pep talk to keep us motivated and focused on what could be and not what unfortunately is. When we are most tired, it is good to remember the successes and, yes, the progress underway.
There are many days that I don’t turn on the television because, well, we have work to do. But I remain cautiously optimistic that minds and lives are being changed. Please consider that not long ago there was silence about the issues that dominate headlines and social media posts. In the last two years, we have made more progress than we have in the previous five at least. Today, not only individuals and colleagues but many corporations have made public statements of support and encouragement. Home-bound due to the pandemic, we were horrified witnesses to tragic events and loss of life that helped evolve many perspectives.
In years past, there would be outrage, hashtags, hurt, and fear with a few statements of support at the news of the latest “ism.” In today’s new normal, there are many more people willing to offer support and resources. So, yes, in 2021 and beyond, I expect DEI momentum to continue. With every headline, personal experience, reflection, or video there is a greater realization that DEI is everyone’s concern. We find ourselves in a defining moment that reflects our true characters: who we are and who we want to be. Still, many of us must move beyond silent support. We are all stakeholders – whether directly or indirectly. It is heartbreaking to read of hate crimes, loss of life, and intolerance against any group. Certainly, prayers for communities, families, and individuals are always appreciated, but action is needed. We must move beyond good intentions and hashtags.
There is a fine balance between recognizing that, while we are not where we want to be, we are not where we were. There are estimates that our country is bitterly divided around diversity by as much as 50%. Even as I lament the challenges of trying to convince others to embrace the better decision-making and teamwork of a diverse environment, I won’t give up. Changing lives and minds takes time. Generations of both conscious and unconscious bias will not change overnight, so let’s keep each other motivated and encouraged.
I remain confident that regard for all will ultimately prevail. However, if you are looking for a quick summary of the business case for DEI, please consider that DEI can result in higher employee retention; inclusive, high-performing talent represented at all levels; increased business revenue; and improved customer engagement. By adding my efforts to others to celebrate representation and success, my strategy is to multiply these benefits in a clear and compelling way.
Here are five ways to enhance your DEI efforts:
Ideally, one day, we will have a true meritocracy where hard work, perseverance, dedication, and work ethic reign, regardless of demographics. We are still too far from this vision today. Race, gender, how you worship, your age, who you love, and socioeconomic status remain conscious and unconscious biases. Yes, we all know individuals from diverse backgrounds who are successful, but this is not the norm. We can’t get there overnight, but we can get there. Please don’t give up.
I know I won’t.
Kimberly N. Ellison-Taylor, CPA, CGMA, CISA, is a past chair of the American Institute of CPAs. She can be reached at kimberly.ellison-taylor@ketsolutions.com.
Sign up for weekly professional and technical updates from PICPA's blogs, podcasts, and discussion board topics by completing this form.
Statements of fact and opinion are the authors’ responsibility alone and do not imply an opinion on the part of PICPA officers or members. The information contained in herein does not constitute accounting, legal, or professional advice. For professional advice, please engage or consult a qualified professional.