MSCPA Ethnic Diversity Recruitment & Retention Practices Survey

Transcription

1 MSCPA Ethnic Diversity Recruitment & Retention Practices Survey. Is diversity/inclusion (D&I) one of your firm's current strategic initiatives? Yes No Count 30.8% % 8 Is diversity/inclusion (D&I) one of your firm's current strategic initiatives? Yes No

2 2. How is diversity addressed in your firm? Check all that apply. Alignment of diversity with business goals and objectives Appointment of a 'Diversity Champion' Career development opportunities (mentoring, coaching) Celebration of cultural events to increase diversity awareness (e.g. Heritage Month) Consideration of diversity in business initiatives and policies Employee affinity groups (groups formed around an aspect of diversity) Key measurements on diversity-related practices and performance Recruiting strategies to help increase diversity Retention strategies designed to help retain a diverse workforce Strategies to ensure diversity in organization's suppliers, contractors, etc. Training on diversity issues Diversity isn't a current focus Other (please specify) Count.5% 3 7.7% % 9 0.0% 0 9.2% 5.5% 3 3.8% 30.8% 8 5.4% 4 7.7% 2 3.8% 53.8% 4 0 How is diversity addressed in your firm? Check all that apply. 60.0% 50.0% 40.0% 30.0% 20.0% 0.0% 0.0% Alignment of diversity with Appointment of a 'Diversity Career development Celebration of cultural events to Consideration of diversity in Employee affinity groups (groups Key measurements on diversity- Recruiting strategies to help Retention strategies Strategies to ensure diversity in Training on diversity issues Diversity isn't a current focus

3 3. Does your firm currently partner with any of the following diversity professional organizations? Check all that apply Count ALPFA (Association of Latino Professionals in Finance & Accounting) ASCEND (Asian professionals) NABA (National Association of Black Accountants) NAAAP (Pan-Asian American professionals) NBMBAA (National Black MBA Association) NSHMBA (National Hispanic MBAs) 8.3% 2 4.2% 8.3% 2 4.2% 0.0% 0 0.0% 0 Our firm does not currently partners with any of these organizations Other Organizations 9.7% 22 Other: We engage these organizations via their MSCPA involvement Does your firm currently partner with any of the following diversity professional organizations? Check all that apply 00.0% 90.0% 80.0% 70.0% 60.0% 50.0% 40.0% 30.0% 20.0% 0.0% 0.0% ALPFA (Association of Latino Professionals in ASCEND (Asian professionals) NABA (National Association of Black Accountants) NAAAP (Pan-Asian American professionals) NBMBAA (National Black MBA Association) NSHMBA (National Hispanic MBAs) Our firm does not currently partners with any of these organizations

4 4. Does your firm currently have a campus recruiting strategy for diverse students? Count Yes 9.2% 5 No Other (please specify) 80.8% 2 0 Does your firm currently have a campus recruiting strategy for diverse students? Yes No

5 5. What challenge(s) do you think your firm faces when it comes to successfully recruiting diverse talent? Check all that apply. Count Access to qualified candidates is limited / talent pool is too small 53.8% 4 Firm Location 9.2% 5 Minimal resources / staff to dedicate to recruitment 38.5% 0 Limited knowledge as to how to recruit qualified, diverse talent Other (please specify) 23.% 6 4 Other s. Other than Asian applicants, we do not receive many resumes from other qualifiied candidates of ethnic minority groups (African America/Black, Hispanic/Latino, etc.), The challenge we have faced is that the light communication skills (both written and oral) may inhibit the hiring of a candidate. 2. Most diverse candidates seem to need US sponsorship and we typically do not sponsor. 3. We focus on hiring the best talent and if the candidate has a diverse background, that is a plus 4. We do not have any challenges What challenge(s) do you think your firm faces when it comes to successfully recruiting diverse talent? Check all that apply. 60.0% 50.0% 40.0% 30.0% 20.0% 0.0% 0.0% Access to qualified candidates is limited / talent pool is too small Firm Location Minimal resources / staff to dedicate to recruitment Limited knowledge as to how to recruit qualified, diverse talent

6 6. What challenge(s) do you think your firm faces when it comes to successfully retaining diverse talent? Check all that apply. Count No institutional effort in place to address diverse retention 53.8% 4 Minimal or no accountability to measure efforts 34.6% 9 Limited access to key deals/assignment for diverse employees 7.7% 2 Limited internal exposure/visibility for diverse employees 3.8% Lack of recognition for diverse employees 3.8% Minimal/no mentoring, coaching or advocacy programs for diverse employees Other (please specify).9% 7 4 Other s:. Limited diversity makes retention more difficult 2. We do not believe there is any differentiation from the challenges faced with any of our talent. NOTE Originally, I did not check any boxes but as required to do so, I checked the first box. 3. n/a 4. No problem retaining diverse talent What challenge(s) do you think your firm faces when it comes to successfully retaining diverse talent? Check all that apply. 60.0% 50.0% 40.0% 30.0% 20.0% 0.0% 0.0% No institutional effort in place to address diverse retention Minimal or no accountability to measure efforts Limited access to key deals/assignment for diverse employees Limited internal exposure/visibility for diverse employees Lack of recognition for diverse employees Minimal/no mentoring, coaching or advocacy programs for diverse employees

7 7. What barriers, if any, do you think prevent your firm from developing and executing a diversity strategy? Check all that apply. Budgetary issues Limited resources Management is focused on other priorities (growing the business, retaining clients) Other (please specify) Count 7.7% % % 23 Other Answers:. Limited candidates 2. Our focus is to attract qualfied candidates, regardless of a candidate's ethic's group. NOTE- Originally, I did not check any boxes but as required to do so, I checked the third box. 2 What barriers, if any, do you think prevent your firm from developing and executing a diversity strategy? Check all that apply. 00.0% 90.0% 80.0% 70.0% 60.0% 50.0% 40.0% 30.0% 20.0% 0.0% 0.0% Budgetary issues Limited resources Management is focused on other priorities (growing the business, retaining clients)

8 8. In your estimation, excluding administrative personnel, what percentage of your staff below manager level is a member of an ethnic minority group? (African American/Black, Hispanic/Latino, Asian, Pacific Islanders, Multi-ethnic, American Indian, Alaska Native) Please provide a combined total for all of your Massachusetts offices. 0-0% -20% 2-30% > 30% Count 76.9% % 4 7.7% 2 0.0% 0 In your estimation, excluding administrative personnel, what percentage of 0-0% -20% 2-30% > 30%

9 9. In your estimation, excluding administrative personnel, what percentage of your staff from manager to partner level is a member of an ethnic minority group? (African American/Black, Hispanic/Latino, Asian, Pacific Islanders, Multi-ethnic, American Indian, Alaska Native) Please provide a combined total for all of your Massachusetts offices. 0-0% -20% 2-30% > 30% Count 92.3% % 3.8% 0.0% 0 In your estimation, excluding administrative personnel, what percentage of your staff 0-0% -20% 2-30% > 30%

10 0. Excluding administrative personnel, what is the current number of employees in Count Answers:

11 . What programs/efforts, if any, have contributed to your success in Count. Involvement with MSCPA, referrals 2. none 3. willling to sponsor 4. none 5. n/a 6. Recruiting efforts 7. N/A 8. Recruiting at schools where the student body is very diverse in makeup 9. We currently do not have a specific program in place for hiring/retaining diverse talent 0. none. none 2. None as it has not been a firm focus. We have had minority employees in the past, but do not currently. In our recruiting process, we have not had any applicants to our knowledge. 3. We hire the best candidate for the position and do not focus on diversity. We also try to retain all of our people regardless if they fall into a diverse category. 4. Partnering with organizations such as NABA and others to get the firm name out there letting the talent know our commitment to diversity. 5. none 6. at this time we do not have a defined program for diversity 7. being open minded and recognizing that there is a lot of talent out there that others may not be open to providing opportunities to 8. No program 9. We do not have a formal process in place - however, it is an initiative that we have discussed for our on campus college recruiting efforts for our future hires. 20. We do not have specific programs regarding diverse talent. Some of our diverse hirings have been very successful while others have not, similar to our non-diverse hirings. 2. sponsorships of diversity programs 22. n/a 23. Office location 24. We do not have a diversity program in place 25. none. We treat people well and the same. Strict meritocracy without prejudices.