Raising Awareness: Voices: People, Culture & Perspectives.

• Position: DE&I

Any discussion about transforming the accounting profession often includes diversity, equity and inclusion (DE&I). CalCPA is helping lead the way on improving these efforts and best practices by assisting members, their employers and, in turn, the profession--to attract and retain diverse talent, drive career opportunities into senior leadership roles and increase accountability.

An important first step is to raise awareness within the profession and among its stakeholders by identifying and addressing issues so people of all backgrounds are recognized, valued and respected.

Awareness can be accomplished by correcting presumptive biases about aptitude based on a person's gender, race, ethnicity or identification; highlighting how lack of equity and inclusion manifest in the workplace today; and by creating forums that facilitate learning through open and honest communication. This is a crucial step toward revealing opportunities for positive change and actions designed to produce measurable results and the desired outcome.

Because anecdotes provide meaningful insight into personal circumstances, CalCPA sought input from a few members willing to share their unique perspectives. Respondents included Okorie Ramsey, CPA, vice president of Sarbanes/Oxley, Kaiser Foundation Health Plan, Inc. and Hospitals (OR); Kristen Contreras, CPA, CGMA. managing director, LevelUp Financial Partners (KC); and Rosa Kuybus, graduate student, University of San Diego (RK).

How might the profession demonstrate a stronger commitment to closing the diversity gap at senior levels?

KC: "Partners and executives can step up to address this disparity by taking a hard look at their organizations and assessing how closely (or not) they reflect the surrounding communities at every level. Chances are, what diversity they'll find is concentrated in the entry levels, tapering off as they look up to managers and beyond. Focusing attention from the lop is key to improving access to leadership opportunities lor all under-represented groups."

OR: "Actively listen to professionals from diverse backgrounds to understand their perspectives and needs. Understand that employment opportunities do not equate to equitable opportunities to thrive. Develop metrics to measure DE&I performance and incentives for those that achieve the desired results."

What professional experiences have helped you become more aware (self-awareness included), proactive and understanding of diversity, equity and...