We were honored to host our sixth open forum discussion focused on exploring diversity, equity, inclusion and belonging (“DEIB”) with our I2L Innovators Community on August 13, 2024.

During this session, we asked two important questions of accounting firm leaders in Learning & Development and Diversity, Equity, Inclusion and Belonging:

  1. What are the approaches, methods, or practices that are working at your firm?
  2. What are the biggest challenges your firm is facing?

These leaders generously granted us permission to share some of the highlights with you in hopes you take away at least one powerful insight to help move Diversity, Equity, Inclusion and Belonging (“DEIB”) forward at your organization.

First, let’s talk about what seems to be working well for many firms.

Authentic leadership commitment.

Several firms have seen significant progress when a partner or high-level executive actively participates in their DEI committee. When leadership takes a hands-on role in shaping a more inclusive workplace, it sets the tone for the entire firm.

Engagement surveys reveal key insights.

Conducting engagement surveys can help identify what is going well and highlight areas for growth. These surveys often uncover improvement opportunities that might otherwise go unnoticed.

Dedicated DEIB personnel.

Having a full-time professional dedicated to DEIB signals a firm’s true commitment. Often, those who are responsible for these initiatives already have demanding roles, limiting their ability to effectively push DEIB efforts forward.

Organizing “volunteer days” or “impact days.”

Firms that host company-wide volunteer days create a sense of unity, ensuring everyone can participate. This fosters a sense of community and strengthens team bonds through shared service experiences.

Bringing in external trainers and presenters.

Engaging outside experts to facilitate DEIB training can inject fresh perspectives and knowledge, leading to better internal conversations around DEIB.

Don’t compare your firm’s journey to others.

Each firm’s DEIB journey is unique. It can be tempting to compare progress with other firms, but what’s most important is focusing on your own company’s journey. What are your firm’s goals, and how can you make steady progress toward them?

Leveraging common interests.

Fostering connections through shared interests—whether work-related or not—helps to build a stronger sense of belonging across teams.

Next, let’s talk about the challenges many firms face.

Balancing support for all employees.

Some firms struggle with an overemphasis on educating allies, leaving members of underrepresented groups feeling unsupported. While it’s crucial to have allies involved, it’s important to ensure that the individuals these programs are designed for still feel safe and supported. In response, some firms are hosting meetings for only the identified members of that population to address their unique concerns and experiences.

Ensuring accessible resources.

Firms need to ensure there are readily accessible resources to guide employees on DEIB. A helpful approach is creating a dedicated page on the company website that outlines the company’s stance and provides educational materials.

Authentically promoting DEIB efforts.

Striking the right tone when promoting your firm’s DEIB initiatives can be challenging. You want to highlight the work being done without it feeling overly performative.

Creating a safe space for learning and growth.

A common challenge is fostering open communication without fear of making mistakes. Embracing a growth mindset is key—no one expects to get everything perfect from the start. If employees feel paralyzed by the fear of saying something wrong, it can stall progress. Leadership should also embrace this mindset to set the tone for the entire team.

Leadership buy-in can be inconsistent.

While some firms experience strong support from leadership, others face challenges in securing genuine commitment. When senior leaders truly prioritize DEIB, it signals to younger staff that this work is important and worth their time and effort.

Avoid making DEIB participation mandatory.

Mandating involvement in DEIB initiatives can backfire by attracting individuals who are simply “checking a box.” This can diminish the passion and authenticity needed to drive meaningful progress. It’s more beneficial to cultivate a team of people who are genuinely invested.

All contributions deserve equal consideration.

It’s essential that every employee feels their ideas are valued, regardless of how small they may seem. Decision-makers should approach all contributions with the same level of enthusiasm and thoughtfulness.

DEIB is at the heart of everything we do in leadership development at Intend2Lead, and we envision a profession that includes all of us. Although we may have significant challenges to tackle in the accounting profession, we’ll overcome them better and faster together.

Additional resources:

We encourage you to tap into the insights from our previous DEIB open forum discussions:

See you in the DoP,