Diversity and inclusion are key to future proofing our profession as well as our ABV and CFF specializations. A pathway towards a more inclusive workforce requires building a pipeline not only to the CPA but also to the specializations. As discussed in our last episode, a pathway towards a more inclusive workforce requires efforts by institutions to attract, retain, and advance talent as it comes through the pipeline. Resources and programs such as unconscious bias training, mentorship/sponsorship programs and business resource groups can be used to help raise awareness, make connections and create a more diverse and inclusive environment. So, what does success look like? What are some examples of how the tools and resources discussed in previous episodes have manifested in firm success.
Bethany Hearn, Rumbi Petrozzello and Kirstine Connors provide examples from their personal experience of what successful diversity and inclusion looks like in forensic and valuation services.
In this episode, they discuss:
Career paths for women in the accounting profession
The importance of flexibility and work life balance
The partner track for women in accounting
Sponsorship, Mentoring and Coaching