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PROFESSIONAL ISSUES

they will understand the importance of affirming assist firms with LGBTQ+ support and inclu-
the transitioning person’s gender identity and sion. Several accounting firms, including EY
pronouns. and Grant Thornton, use the Human Rights
“There’s still stigma around [transitioning] that Campaign Corporate Equality Index (CEI) as a
we’re trying as a community to get rid of,” Moore template to determine areas for improvement.
said. “The benefits and guidebook help show the “The Corporate Equality Index lets us not only
employee who’s transitioning that we’re here to benchmark against other organizations but also
support them directly, as well as indirectly, by continues to show us how we should be evolving,”
educating the people around them, so they feel Crespo said. “We’ve had that 100% rating on the
comfortable.” CEI since 2005, and we actually helped a lot of
Firms can also support the basic needs of others get that rating as well because we were able
their LGBTQ+ employees by making sure to show how we got through some of the things
their company policies shield them from any that were more difficult to do, and that includes
form of discrimination or harm. In 2020, the our competitors, because a rising tide raises all
U.S. Supreme Court ruled in Bostock v. Clayton boats.”
County, 140 S. Ct. 1731 (U.S. 2020), that it was In addition to looking through the CEI criteria
illegal for an employer to discriminate against and filling any gaps at your firm, you can also
individuals because of their sexual orientation or reach out to local and national LGBTQ+ orga-
gender identity, but that ruling did not close all nizations, such as Out & Equal, Pride at Work,
the gaps for employment discrimination. Firms the Transgender Training Institute, and PFLAG,
can review their company policies to make sure or contact someone on the LGBTQ+ Initia-
their employees are protected against discrimina- tives Committee.
tion for sexual orientation or gender identity and “Don’t do it on your own, and don’t assume
expression. you know exactly what needs to be done,” said
Jean-Marie Navetta, director of learning and
Look at what others are doing and ask for help inclusion for PFLAG National. “There are people
Plenty of resources and groups now exist to who want to help you; it just takes some humility
to ask for that help. It doesn’t mean you’re bad or
not progressive; it just means you’re getting to it
AICPA RESOURCES now.”

Articles Form employee resource groups and listen
“LGBTQ Initiatives Committee Works for Change,” AICPA Insights, Feb. 1, 2022 Employee resource groups, including those
for LGBTQ+ employees and allies, are a great
“Q&A: Advocating for Justice, Diversity, and Inclusion,” JofA, June 12, 2020
way to promote visibility, allow employees to
“When a Colleague Announces They’re Transgender,” CPA Insider, June 18, network with one another, and generate ideas
2018 and feedback for how the firm can better sup-
port them.

IN BRIEF employees, shielding them from resource groups, mentorship programs,
discrimination, and making sure they or events to celebrate significant days
■ Creating a welcoming workplace have equal access to company benefits such as National Coming Out Day and
for LGBTQ+ employees is ethically is a good first step. Covering the basics Transgender Day of Remembrance.
imperative and good for business. As may involve as little as updating a few ■ Firms committed to supporting
part of an effort to improve LGBTQ+ words or adding transition benefits for LGBTQ+ employees consider who
diversity and inclusion across the transgender employees. they’re working with, where company
profession, the AICPA created the ■ Promote efforts that help LGBTQ+ funds are going, and how they
LGBTQ+ Initiatives Committee in 2021. employees to be heard and seen and can improve the lives of LGBTQ+
■ Ensuring the safety of your LGBTQ+ to feel they belong, such as employee individuals beyond their organization.
To comment on this article or to suggest an idea for another article, contact Courtney Vien at Courtney.Vien@aicpa-cima.com.

14 | Journal of Accountancy June 2022