As society grows increasingly diverse, the accounting profession must adapt and expand its own diversity and inclusion efforts. A diverse team brings broader perspectives, talents, experiences, and capabilities to solve problems creatively and serve a wider range of clients. However, fostering true inclusion requires moving beyond simple demographic diversity in accounting.
Inclusive recruitment means emphasising skills and merit while mitigating unconscious biases that disadvantage minority candidates. Studies confirm that applicants with ethnic-sounding names are less likely to get interviews than identical candidates with Anglo names. Similarly, language in job postings matters; terms perceived as masculine or feminine alter the applicant pool. A first step is to standardise hiring practices, using consistent, bias-free job criteria and structured interviews.
Consistent research highlights the superiority of diverse teams over homogeneous ones in terms of creativity, productivity, and financial achievement. According to a McKinsey & Company study, companies in the top quartile for ethnic and cultural diversity are 36% more likely to achieve profitability above the average. Particularly in the tech industry, where innovation is paramount to success, these figures emphasize the critical importance of embracing diversity.
Research also indicates that companies with a gender-diverse workforce have a 15% greater likelihood of outperforming those with less diversity. Additionally, diverse teams excel in generating innovative solutions, benefiting from a broader range of perspectives, and retaining top talent at higher rates.
Research from Deloitte found that only 24% of leadership roles within financial services firms were occupied by women in 2021, up slightly from 22% in 2019.
But an inclusive workplace culture starts from the outset. The initial interview process must communicate openness through respectful, two-way dialogue. Candidates should be encouraged to share ideas and experiences candidly without feeling pressure to conform to majority norms. The most talented recruits seek environments where diverse perspectives are valued from day one.
Inclusive recruitment also provides needed visibility through networking, mentoring programmes, and clear paths for advancement. Without visible role models and sponsorship, minority employees can feel restricted in their careers, stifling retention and engagement. The whole organisation must demonstrate that recruitment is only the starting point for fully developing every employee’s capabilities over the long term.
Senior leadership diversity in accounting lags behind many other professions. To access the industry’s full potential, firms must have a clear diversity recruitment strategy, plus development and promotion systems designed consciously around inclusivity. This starts with examining current policies and data. Where progress falls short of expectations, targeted interventions can address gaps.
As metrics ultimately drive outcomes, accounting leaders should set representation goals tied to business growth objectives. But lasting change requires accountability at every level, not just directives handed down through official channels. Informal outreach, exposure, and relationship building are equally vital for shifting embedded mindsets. With consistent commitment to inclusivity throughout the employee lifecycle, the accounting profession can become as richly diverse as the clients it serves.