In recent years, there has been a growing concern about the lack of diversity in workplaces, particularly in terms of ethnic and gender diversity. To address this, many companies have taken action by adjusting their recruiting policies and setting targets for achieving minimum diversity levels.
In recent years, there has been a growing concern about the lack of diversity in workplaces, particularly in terms of ethnic and gender diversity. To address this, many companies have taken action by adjusting their recruiting policies and setting targets for achieving minimum diversity levels.
The accounting profession has suffered from the under-representation of women and marginalized people for many years. It has long been considered a white, male-dominant profession.
Accounting firms, especially the Big Four—Deloitte, Ernst & Young, PricewaterhouseCoopers and Klynveld Peat Marwick Goerdeler—have taken various measures to improve the diversity of their workforce by recruiting and retaining employees of various backgrounds.
Each of the Big Four audit firms, for example, have created the equivalent position of chief diversity officer—a position that develops and implements diversity, equity and inclusion initiatives in the organization.
Despite these efforts, diversity at more senior ranks in accounting firms is still very much lagging, especially with regard to ethnic representation.
A 2019 survey from the Association of International Certified Professional Accountants found that only nine percent of accounting firm partners identify as non-white.
Another study from the Association of Accountants and Financial Professionals in Business found that only 8.9 percent of accountants and auditors identified as Hispanic or Latino, 8.5 percent identified as Black or African American and 12 percent identified as Asian.
A similar report from the United Kingdom found only 11 out of almost 3,000 (or 0.
