Diversity, Equity, Inclusion and Belonging (DEIB) are at the heart of everything we do in leadership development at Intend2Lead, and we envision a profession that includes all of us.

We are honored to be a member of the Diversity, Equity & Inclusion Consortium in collaboration with Boomer Consulting, Inc. This working group is made up of approximately 20 practitioners, leaders, and consultants who are passionate about making positive change in the accounting profession. Our group’s mission is to provide direction and encourage transparency and accountability by helping organizations within the accounting profession identify and remove barriers to DEIB.

Our DEI Consortium hosted our first ever symposium on August 12, 2025. The purpose of this event was to educate and inform, learn from one another, and create a strong community of leaders who want to build a more inclusive profession.

We heard from a panel of executive leaders who are guiding their firms through the challenges of change. We connected in small groups to explore the success and challenges we’re experiencing in DEI and some resources we can use to grow our individual knowledge and help us transform our organizations. Lastly, we discussed findings from the DEI Journey’s Research Report and collaborated on meaningful goals and key performance indicators (KPIs) to track our progress.

Attendees of our Symposium 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 DEIB forward at your organization.

Knowledge Sharing Session


During this session, Kiera Speed, of The Center for Accounting Transformation, shared some findings from the DEI Journey’s Research Report.

The survey assessed the following:

  • Where individuals and organizations within the accounting profession are in their journey towards a more diverse, equitable, and inclusive environment.
  • How the profession values DEI in comparison with other strategic objectives.
  • Which resources would be the most useful to move the profession forward.

The survey results revealed the following:

  • Belonging goes beyond diversity. While diversity is often the entry point to DEI efforts, it is not sufficient on its own. Organizations must intentionally cultivate a sense of belonging to truly support and retain talent.
  • Language is shifting to emphasize belonging. The term “diversity” can sometimes be off-putting in today’s climate due to a lack of understand and consensus on what the term means. Many organizations are finding more success by emphasizing belonging.
  • There is a universal need for belonging. Regardless of how diverse an organization is, both current employees and prospective talent share a common desire to feel like they belong. This is fundamental to a healthy workplace culture.
  • A sense of belonging is especially critical in remote and hybrid work environments. Physical distance can lead to emotional disconnection, making intentional efforts to build inclusive, connected cultures more important than ever.
  • Belonging can exist in less diverse organizations. Even in companies that are not highly diverse, it is still possible and necessary to create an environment where individuals feel a sense of belonging. Belonging is not limited by demographics. It’s about workplace culture, connection, and care.

Kiera then facilitated a discussion centered around three important questions.

Question 1: What thoughts, resources, and tools do you have to help integrate belonging and inclusion into everyday decisions?

  • Make equity part of everyday work and show how it helps everyone. To get more people on board, especially those who may be unsure, keep DEI simple and clear. Focus on how these efforts make work better for everyone, not just certain groups. Instead of calling something a “policy” or “initiative,” explain how it supports employees, helps teams succeed, and creates a stronger workplace for all.
  • Be clear about what DEIB means at your company. Don’t make people guess, and clear up any incorrect interpretations. One idea is to create a glossary of terms that defines what the company means when they use DEIB-related terms.

Question 2: How are you linking belonging and inclusion to company performance, recruitment, and retention?

  • Lead with values. Ensure your organization’s core values reflect a genuine commitment to inclusion and belonging, creating an environment where all employees feel supported.
  • Attract through authenticity. Even without overt messaging, a clear connection to inclusive, values-driven work naturally attracts diverse talent seeking this.
  • Prioritize measurement and impact. Organizations recognize the importance of linking DEIB initiatives to outcomes like retention, but many are still working to build the tools, processes, and capacity needed to collect and analyze meaningful data.

Question 3: What language or framing is helpful to keep conversations of belonging and better business culture top of mind and productive?

  • Use language that resonates with each individual. Everyone has different learning styles, so what works for one person might not work for another.
  • Instill DEIB in all aspects of the organization. DEIB must continuously reinforce the organization’s missions, values and goals and consistently communicated through all the various organizational channels, from the onboarding experience all the way to high-level company decisions.

It’s clear that DEIB is a critical to the future of the accounting profession. Fostering a sense of belonging in the workplace must be integrated into the fabric of an organization. We are inspired and encouraged by these accounting leaders’ commitment to building a more inclusive future for our profession that will allow all of us to thrive.

See you in the DoP,