Accounting & Auditing

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:

• Listen and learn – Most of us are in different places along our respective journeys, and it is important to continue to seek understanding and information about the “day in the life” of team members who are different. Diversity is broader than race and gender. So, as we travel from various starting points, we must continue to expand our perspective to include age, abilities, orientation, socio-economic status, English as a second language, among others. Promoting a sense of belonging among team members requires trust, and the seeds of trust are planted when diversity is understood and appreciated. This requires town halls and forums as well as safe places where team members can be vulnerable as they share their experiences.
• Communicate, communicate, communicate – Discussions about bias or any “ism” will be uncomfortable. However, each time we share both facts (mind) and personal experiences (heart), we make it a little easier to have the discussion next time. Further, team members seek alignment between what leaders say and what they do, so transparency is important. Don’t let the team come to their own conclusions or the rumor mill will run rampant – even in a virtual environment. Trust is earned and reinforced with candid, transparent, and frequent discussions and updates.
• Review and leverage data – Before 2020, many organizations didn’t have the data they needed to review and prioritize course corrections related to DEI. In 2021, we can’t avoid the realities of our environments. As a data-driven profession, CPAs must be willing to capture data and analyze policies as well as decisions related to recruiting, hires, interviews, pay, work assignments, performance feedback, promotions, and more.
• Conduct DEI training at every level – As we move beyond hashtags and good intentions, we must be willing to integrate DEI into the DNA of the organization. Inconsistent training leads to inconsistent results. In worst-case scenarios, if two-thirds of the organization is not trained, diverse team members will continue to be recruited only to leave a short while later. Diversity is important, but inclusion is more so. All-level training will also help with team building because everyone will understand the value of and need for DEI.
• Live inclusion – What we do at home, at the grocery store, in the gym, and at the park will inevitably show up in our interactions with diverse team members, clients, customers, and business partners. Living inclusion is important, or the schism between what we do at work and our personal lives will only continue to grow. The strain of living two experiences will impede consistent and long-lasting progress. Living inclusion 24 hours a day – instead of 8 – is actually much easier. We all enhance DEI when we choose a side – the human side. And the human side is not political (though some will try to make it so).

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.

Ethics

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:

• Listen and learn – Most of us are in different places along our respective journeys, and it is important to continue to seek understanding and information about the “day in the life” of team members who are different. Diversity is broader than race and gender. So, as we travel from various starting points, we must continue to expand our perspective to include age, abilities, orientation, socio-economic status, English as a second language, among others. Promoting a sense of belonging among team members requires trust, and the seeds of trust are planted when diversity is understood and appreciated. This requires town halls and forums as well as safe places where team members can be vulnerable as they share their experiences.
• Communicate, communicate, communicate – Discussions about bias or any “ism” will be uncomfortable. However, each time we share both facts (mind) and personal experiences (heart), we make it a little easier to have the discussion next time. Further, team members seek alignment between what leaders say and what they do, so transparency is important. Don’t let the team come to their own conclusions or the rumor mill will run rampant – even in a virtual environment. Trust is earned and reinforced with candid, transparent, and frequent discussions and updates.
• Review and leverage data – Before 2020, many organizations didn’t have the data they needed to review and prioritize course corrections related to DEI. In 2021, we can’t avoid the realities of our environments. As a data-driven profession, CPAs must be willing to capture data and analyze policies as well as decisions related to recruiting, hires, interviews, pay, work assignments, performance feedback, promotions, and more.
• Conduct DEI training at every level – As we move beyond hashtags and good intentions, we must be willing to integrate DEI into the DNA of the organization. Inconsistent training leads to inconsistent results. In worst-case scenarios, if two-thirds of the organization is not trained, diverse team members will continue to be recruited only to leave a short while later. Diversity is important, but inclusion is more so. All-level training will also help with team building because everyone will understand the value of and need for DEI.
• Live inclusion – What we do at home, at the grocery store, in the gym, and at the park will inevitably show up in our interactions with diverse team members, clients, customers, and business partners. Living inclusion is important, or the schism between what we do at work and our personal lives will only continue to grow. The strain of living two experiences will impede consistent and long-lasting progress. Living inclusion 24 hours a day – instead of 8 – is actually much easier. We all enhance DEI when we choose a side – the human side. And the human side is not political (though some will try to make it so).

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.

Leadership

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:

• Listen and learn – Most of us are in different places along our respective journeys, and it is important to continue to seek understanding and information about the “day in the life” of team members who are different. Diversity is broader than race and gender. So, as we travel from various starting points, we must continue to expand our perspective to include age, abilities, orientation, socio-economic status, English as a second language, among others. Promoting a sense of belonging among team members requires trust, and the seeds of trust are planted when diversity is understood and appreciated. This requires town halls and forums as well as safe places where team members can be vulnerable as they share their experiences.
• Communicate, communicate, communicate – Discussions about bias or any “ism” will be uncomfortable. However, each time we share both facts (mind) and personal experiences (heart), we make it a little easier to have the discussion next time. Further, team members seek alignment between what leaders say and what they do, so transparency is important. Don’t let the team come to their own conclusions or the rumor mill will run rampant – even in a virtual environment. Trust is earned and reinforced with candid, transparent, and frequent discussions and updates.
• Review and leverage data – Before 2020, many organizations didn’t have the data they needed to review and prioritize course corrections related to DEI. In 2021, we can’t avoid the realities of our environments. As a data-driven profession, CPAs must be willing to capture data and analyze policies as well as decisions related to recruiting, hires, interviews, pay, work assignments, performance feedback, promotions, and more.
• Conduct DEI training at every level – As we move beyond hashtags and good intentions, we must be willing to integrate DEI into the DNA of the organization. Inconsistent training leads to inconsistent results. In worst-case scenarios, if two-thirds of the organization is not trained, diverse team members will continue to be recruited only to leave a short while later. Diversity is important, but inclusion is more so. All-level training will also help with team building because everyone will understand the value of and need for DEI.
• Live inclusion – What we do at home, at the grocery store, in the gym, and at the park will inevitably show up in our interactions with diverse team members, clients, customers, and business partners. Living inclusion is important, or the schism between what we do at work and our personal lives will only continue to grow. The strain of living two experiences will impede consistent and long-lasting progress. Living inclusion 24 hours a day – instead of 8 – is actually much easier. We all enhance DEI when we choose a side – the human side. And the human side is not political (though some will try to make it so).

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.

Practice Management

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:

• Listen and learn – Most of us are in different places along our respective journeys, and it is important to continue to seek understanding and information about the “day in the life” of team members who are different. Diversity is broader than race and gender. So, as we travel from various starting points, we must continue to expand our perspective to include age, abilities, orientation, socio-economic status, English as a second language, among others. Promoting a sense of belonging among team members requires trust, and the seeds of trust are planted when diversity is understood and appreciated. This requires town halls and forums as well as safe places where team members can be vulnerable as they share their experiences.
• Communicate, communicate, communicate – Discussions about bias or any “ism” will be uncomfortable. However, each time we share both facts (mind) and personal experiences (heart), we make it a little easier to have the discussion next time. Further, team members seek alignment between what leaders say and what they do, so transparency is important. Don’t let the team come to their own conclusions or the rumor mill will run rampant – even in a virtual environment. Trust is earned and reinforced with candid, transparent, and frequent discussions and updates.
• Review and leverage data – Before 2020, many organizations didn’t have the data they needed to review and prioritize course corrections related to DEI. In 2021, we can’t avoid the realities of our environments. As a data-driven profession, CPAs must be willing to capture data and analyze policies as well as decisions related to recruiting, hires, interviews, pay, work assignments, performance feedback, promotions, and more.
• Conduct DEI training at every level – As we move beyond hashtags and good intentions, we must be willing to integrate DEI into the DNA of the organization. Inconsistent training leads to inconsistent results. In worst-case scenarios, if two-thirds of the organization is not trained, diverse team members will continue to be recruited only to leave a short while later. Diversity is important, but inclusion is more so. All-level training will also help with team building because everyone will understand the value of and need for DEI.
• Live inclusion – What we do at home, at the grocery store, in the gym, and at the park will inevitably show up in our interactions with diverse team members, clients, customers, and business partners. Living inclusion is important, or the schism between what we do at work and our personal lives will only continue to grow. The strain of living two experiences will impede consistent and long-lasting progress. Living inclusion 24 hours a day – instead of 8 – is actually much easier. We all enhance DEI when we choose a side – the human side. And the human side is not political (though some will try to make it so).

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.

Technology

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:

• Listen and learn – Most of us are in different places along our respective journeys, and it is important to continue to seek understanding and information about the “day in the life” of team members who are different. Diversity is broader than race and gender. So, as we travel from various starting points, we must continue to expand our perspective to include age, abilities, orientation, socio-economic status, English as a second language, among others. Promoting a sense of belonging among team members requires trust, and the seeds of trust are planted when diversity is understood and appreciated. This requires town halls and forums as well as safe places where team members can be vulnerable as they share their experiences.
• Communicate, communicate, communicate – Discussions about bias or any “ism” will be uncomfortable. However, each time we share both facts (mind) and personal experiences (heart), we make it a little easier to have the discussion next time. Further, team members seek alignment between what leaders say and what they do, so transparency is important. Don’t let the team come to their own conclusions or the rumor mill will run rampant – even in a virtual environment. Trust is earned and reinforced with candid, transparent, and frequent discussions and updates.
• Review and leverage data – Before 2020, many organizations didn’t have the data they needed to review and prioritize course corrections related to DEI. In 2021, we can’t avoid the realities of our environments. As a data-driven profession, CPAs must be willing to capture data and analyze policies as well as decisions related to recruiting, hires, interviews, pay, work assignments, performance feedback, promotions, and more.
• Conduct DEI training at every level – As we move beyond hashtags and good intentions, we must be willing to integrate DEI into the DNA of the organization. Inconsistent training leads to inconsistent results. In worst-case scenarios, if two-thirds of the organization is not trained, diverse team members will continue to be recruited only to leave a short while later. Diversity is important, but inclusion is more so. All-level training will also help with team building because everyone will understand the value of and need for DEI.
• Live inclusion – What we do at home, at the grocery store, in the gym, and at the park will inevitably show up in our interactions with diverse team members, clients, customers, and business partners. Living inclusion is important, or the schism between what we do at work and our personal lives will only continue to grow. The strain of living two experiences will impede consistent and long-lasting progress. Living inclusion 24 hours a day – instead of 8 – is actually much easier. We all enhance DEI when we choose a side – the human side. And the human side is not political (though some will try to make it so).

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.

Tax

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:

• Listen and learn – Most of us are in different places along our respective journeys, and it is important to continue to seek understanding and information about the “day in the life” of team members who are different. Diversity is broader than race and gender. So, as we travel from various starting points, we must continue to expand our perspective to include age, abilities, orientation, socio-economic status, English as a second language, among others. Promoting a sense of belonging among team members requires trust, and the seeds of trust are planted when diversity is understood and appreciated. This requires town halls and forums as well as safe places where team members can be vulnerable as they share their experiences.
• Communicate, communicate, communicate – Discussions about bias or any “ism” will be uncomfortable. However, each time we share both facts (mind) and personal experiences (heart), we make it a little easier to have the discussion next time. Further, team members seek alignment between what leaders say and what they do, so transparency is important. Don’t let the team come to their own conclusions or the rumor mill will run rampant – even in a virtual environment. Trust is earned and reinforced with candid, transparent, and frequent discussions and updates.
• Review and leverage data – Before 2020, many organizations didn’t have the data they needed to review and prioritize course corrections related to DEI. In 2021, we can’t avoid the realities of our environments. As a data-driven profession, CPAs must be willing to capture data and analyze policies as well as decisions related to recruiting, hires, interviews, pay, work assignments, performance feedback, promotions, and more.
• Conduct DEI training at every level – As we move beyond hashtags and good intentions, we must be willing to integrate DEI into the DNA of the organization. Inconsistent training leads to inconsistent results. In worst-case scenarios, if two-thirds of the organization is not trained, diverse team members will continue to be recruited only to leave a short while later. Diversity is important, but inclusion is more so. All-level training will also help with team building because everyone will understand the value of and need for DEI.
• Live inclusion – What we do at home, at the grocery store, in the gym, and at the park will inevitably show up in our interactions with diverse team members, clients, customers, and business partners. Living inclusion is important, or the schism between what we do at work and our personal lives will only continue to grow. The strain of living two experiences will impede consistent and long-lasting progress. Living inclusion 24 hours a day – instead of 8 – is actually much easier. We all enhance DEI when we choose a side – the human side. And the human side is not political (though some will try to make it so).

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.

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