Diversity, equity, inclusion, and belonging (DEIB) initiatives have been key to developing AAFCPAs’ people-first culture and our tremendous organic growth. It’s improved our team member engagement and strengthened ties with our clients.

Through the years, these initiatives, including resources specifically for women, have evolved. What began with a focus back in 2011 on retaining women has grown today to include two active employee-led councils as well as our HR and learning and development departments invested in and dedicated to providing tools, resources, events, and thought leadership to the firm’s DEIB mission.

The two employee-led councils at AAFCPAs include our DEIB Council as well as our Women’s Opportunity Network (WON). Taking the reins in 2024 as a third-generation leader of WON, my co-chairs and I felt it was important to revisit the WON Charter.

WON was established in 2011 by our managing partner, Carla McCall, CPA, CGMA, to encourage women’s success and empowerment. Since that time, WON has advanced mentorship opportunities and opened an ongoing dialog in intersectional experiences and what it is like to be a woman in the workforce and in the accounting industry. Today, we have a stronger focus on intersectionality, flexible work arrangements, advocacy, allyship, and inclusive leadership.

The rapid pace of social change requires us to reassess and update our DEIB charters. Charters should be living documents that evolve to meet current realities and future goals. Regularly reviewing and updating charters helps us tackle new challenges, incorporate best practices, engage new stakeholders, and maintain our commitment to an inclusive and equitable workplace.

Key Areas to Consider

When revisiting our WON charter, it was helpful to evaluate current DEIB metrics, understand evolving workforce needs and expectations, and set clear, measurable objectives. We believe that this approach not only reaffirms our commitment to DEIB but also lays the groundwork for S.M.A.R.T. progress (Specific, Measurable, Attainable, Realistic, and Time-bound).

As you reassess your charter, consider some of the following focus areas:

Equity in Opportunity. Ensure equitable access to intentional experience, as well as career development and advancement opportunities for all employees. Make certain that leaders diversify their choice of candidates for opportunities. Implement transparent processes and support systems to eliminate disparities and foster fair growth.

Unconscious Bias. Provide all staff with training on identifying and confronting implicit bias, such as presuming new mothers aren’t interested in or capable of handling significant projects. Implement workshops and resources to foster an inclusive mindset and equitable decision-making.

Connection. Leverage shared experience and collaboration to problem-solve and support other women and underrepresented groups in the firm. Share knowledge on how to become or be an effective leader. Share roadblocks that may be faced in the organization, the industry, or life when it comes to work.

Confidence. Create opportunities for women and other underrepresented groups at the firm to build networking and business development skills, develop their own personal brand, and feel confident.

Competence: Educate women and other underrepresented groups at the firm on leadership development and opportunities. Provide learning opportunities for skill building and practice.

Allyship. Encourage active participation from allies in DEIB initiatives, such as men in women’s equity groups, to build a supportive and inclusive environment. Their engagement not only helps to amplify diverse perspectives and promote equity but also increases awareness of the challenges faced by underrepresented groups, enhancing overall commitment enterprise-wide.

Measurement and Accountability. Establish clear S.M.A.R.T. metrics and accountability measures to track DEIB progress. Regularly review and report on those metrics to ensure continuous improvement and organizational commitment. For AAFCPAs, a piece of this is our annual Impact Report.

Policy and Practice Alignment. Align DEIB policies with organizational practices to ensure consistency and effectiveness. Regularly review and update policies to reflect best practices and respond to evolving needs. It helps to have a member of HR active on your DEIB council.

Feedback and Improvement. Create mechanisms for gathering and acting on feedback from employees regarding DEIB efforts. Use this input to make informed adjustments and enhance the overall effectiveness of DEI initiatives. We have an anonymous comment submission form, an annual employee survey, and a Teams Channel.

Negative Perceptions. DEIB initiatives are designed to promote fairness and representation. However, some people view these initiatives negatively for several reasons. Understanding these perspectives is crucial for addressing concerns and promoting more effective and inclusive DEIB strategies. However, recognize that you can’t change every heart and mind and continue to persevere.

Tone at the Top. One of the most critical elements to DEIB success is the tone at the top! To foster a culture of inclusion and belonging, it must be communicated as a culture non-negotiable! Leaders must champion investments (both time and money) into DEIB efforts without considering them as financial burdens.

As the DEI landscape evolves, so do our challenges and opportunities. By updating charters to reflect current best practices, emerging trends, and changing workforce needs and expectations, we can keep initiatives aligned with broader strategic goals. This continuous refinement reaffirms our commitment to fostering an inclusive culture and drives measurable and sustainable progress, helping our culture—and the profession—thrive.

AAFCPAs has been honored with the North America Golden Globes Award for Sustainability, highlighting their dedication to this critical area. The judges praised AAFCPAs' Impact Report and the seamless integration of ESG principles into their mission. Their 10% pledge was also recognized as a standout commitment. You can read the full article here.