Diversity and the accounting profession

Diversity and the accountancy profession is a piece of research, led by a research team from Cardiff Business School and HEC Paris. It identifies and examines the systemic problems that are making the pace of change so slow, and sets out several recommendations for breaking down the current exclusion barriers and establishing the profession as an agent of change. While specific aspects of diversity (eg, gender) have been studied in prior research, this study analyses how diversity practices in general are developing among accounting firms. It looks at how accountancy firms are making sense of diversity, and provides a snapshot of the policies and practices that are being rolled out.

Diversity, while a well-known concept, is also a malleable term. This report found extensive confusion about what it means and how it should be understood. When diversity is made sense of only as a legal duty, for example, then this stifles the potential for broader organisational change. In order to establish clarity and develop a broader understanding of diversity as a being the right thing to do, then, the report sets forth several recommendations, including establishing clear codes of practice; keeping the focus on all minority groups, and not just on gender; and collecting and reporting diversity data as a means of measuring progress and assessing policy outcomes.

Most firms introduce employees to the concept of diversity using standardised online training packages, which are largely based on legal responsibilities. But while these can offer a useful starting point to diversity in the workplace, they can often be forgettable and perfunctory for employees. In order to consistently embed good practices into work processes and tackle unconscious bias, this survey revealed that training needs to be collaborative, ongoing and informal.

Many firms now ensure that there is diversity within interview panels and throughout the recruitment process. This research found that, combined with the right training, this both helps recruitment teams identify competencies that are discriminatory, and reach out to a more diverse pool of applicants, too.

Individuals with diversity characteristics often have atypical career trajectories, and so it's important that appraisals and performance evaluation processes consider equality issues. Formal and informal ways of recognising merit have been experienced and positioned as neutral, but have in practice tended to privilege those who are similar to current partners. Find out why two-directional mentoring, diverse promotions panels, and open discussion are all key to ensuring that employees have a fair and equal opportunity for career progression.

There's no doubt that diversity networks can be helpful for employees who wish to extend their business relationships, but access to these networks – particularly in smaller firms and those outside London – can be a problem. Read several recommendations on how everyone can be given a chance to link in.

Interviewees observed that they hear diversity talked about more than they actually see practical changes in the workplace. In order for practical and behavioural changes to gather impetus, an agenda of this size and importance needs strong leadership and a sense of collective responsibility.