Sustaining Momentum of DEI Efforts

Diversity , equity and inclusion ( DE & I ) have become pivotal pillars in today ’ s corporate landscape , driving organizations to foster a more inclusive work environment . To better understand who our members are , how they feel their places of work demonstrate DE & I practices and what practices and career obstacles they may face , CalCPA conducted Stand Up and Be Counted : CalCPA DE & I Baseline Membership Survey 2022 .

The results of the anonymous survey include a snapshot of members , overall comfort with workplace environments , specific practices and feedback on how CalCPA can better serve its members .

“ We cannot build a strong and united community without acknowledging the unique perspectives and backgrounds of our members ,” said David Neighbors , CPA , chair of the CalCPA Diversity , Equity and Inclusion Commission and Private Client Services Partner at BDO USA , LLP .

“ This survey serves as a compass , guiding us toward a more equitable and connected future . By understanding the challenges our members face , we can actively work toward breaking down barriers and building bridges of understanding .”

High-level View Overall survey results reveal a substantial share of CalCPA members support DE & I efforts in their workplaces , both in terms of hiring practices and healthy workplace policies . Many companies and firms are reported to be applying good DE & I practices and there is evidence such practices are seen to be good for business . Many members of protected class communities also feel that where they work is safe and comfortable for them .

That said , as many as one in five employees have recently left a firm or company , many of whom encountered prejudicial behaviors .

Characteristics of CalCPA Members Public accounting is the focus of nearly 60 percent of members , an additional 17 percent serve in business and industry roles and the remaining percentage is scattered across government , education , nonprofit and consulting functions , or are

retired or students . As for career stage , 46 percent call themselves decision makers , 23 percent are mid-career professionals and 9 percent are emerging professionals .

CalCPA members overwhelmingly identify in traditional binary terms , with nearly equal proportions assigning themselves to male and female identities . “ No binary ” identification is just below 1 percent , and one in 13 declined to identify in some way . Small percentages say they are members of the LGBTQIA community ( 4 percent ) or in a protected class ( 4 percent ). The survey also shows membership skews toward older brackets , as more than 50 percent are 55 or older . Approximately 18 percent of the membership is 45-55 ; 15 percent is 35-44 ; and only 14 percent of members are younger than 35 years .

DE & I in the Workplace and CalCPA Most survey respondents expressed positive views of their firm or company , or with CalCPA , with respect to DE & I , networking and mentoring opportunities .

• 95 percent are comfortable and welcomed at CalCPA events .

• 94 percent say that having an inclusive culture is important for CalCPA .

• 94 percent say that their own firm or company is inclusive , and 92 percent say their firm or company is equitable .

• 74 percent say that they have not received unfair prejudice or treatment .

• 60 percent would like to have a mentor . While a substantial share of CalCPA members support DE & I efforts in their workplaces and many companies and firms are reported to be applying good DE & I practices , as many as one in five employees have recently left a firm or company , many of whom encountered prejudicial behaviors .

Employee Experiences When asked if they experienced any DE & I obstacles in the workplace , 69 percent of the respondent said they have and the most often raised obstacles were being yelled at or demeaned by a manager or supervisor ( 15 percent ), lack of recognition ( 13 percent ) and failure to be promoted ( 12 percent ).

CalCPA members were invited to share examples of experiences where their career was enhanced by exposure to diverse people or places . One in five opted to do so and of this group :

• 32 percent made comments about developing new or wider perspectives or improving sales and business growth with an enhanced DE & I posture .

• 11 percent contributed thoughts about their own career success or advancement .

• 15 percent thought the question nonapplicable to them or said their career was not so enhanced .

• 4 percent referenced a negative experience of their own . When it comes to leadership encouraging diversity in their firms or companies ,

20 CALIFORNIA CPA SEPTEMBER 2023 www . calcpa . org