The basic reason for diversity and inclusion (D&I) is obvious: supporting people from various diverse backgrounds is the right thing to do. The business drivers are also becoming more widely recognized—D&I fuels innovation, increases business performance, attracts top talent and more. Specifically within accounting, when we recruit, retain and advance diverse individuals, our profession is more reflective of the clients and the communities we serve.
Despite these excellent reasons, there’s still a hesitation within the accounting profession to fully embrace D&I—perhaps due to a perceived lack of time, resources or understanding of where to begin or how to move forward. So how can D&I make its way to the top of an accounting firm’s agenda?
Leadership can send a powerful message, by elevating D&I to a strategic priority and going beyond just adopting it as a philosophy. Leaders who are bringing success to their organizations by prioritizing D&I also accept that it must be ever-evolving. They recognize that it is a business imperative that not only keeps them competitive but also resonates with their personal values.