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LEARNING RESOURCES
PRACTICE MANAGEMENT

Unconscious Bias
leaders at all levels with the skills they need
In this video, we’ll discover the latest insights from to navigate difficult conversations and under-
gender and behavioral research and learn how stand emerging issues within the LGBTQ+
they can be used to close gender gaps through
improved talent management and more inclusive community.
culture. “[An accepting environment] starts at the top,
but that has to be genuine and pushed down,
CPE SELF-STUDY because if I don’t feel like I can talk about what
I did over the weekend with my husband, it
doesn’t work,” Moore said.
Firms can increase a sense of belonging by en-
couraging employees to include their pronouns in
Emotional Intelligence their email signatures, increasing the visibility of
Defines emotional intelligence, so you can increase LGBTQ+ leaders within the firm, holding events
your chances of personal and professional success. for significant days such as National Coming
Out Day and Transgender Day of Remembrance,
CPE SELF-STUDY
and simply treating LGBTQ+ employees as they
would any other employee.

Take action to support the broader community
Firms that want to attract a broad range of tal-
ent and portray a genuine image of diversity and
[Data for chart, numbers are in millions] inclusion need to follow through on their words
by supporting the broader LGBTQ+ community
AICPA & CIMA Women’s Global Leadership
Summit and taking action to increase LGBTQ+ equity.
“In more than half the country, there are no
Come and join hundreds of accounting and finance [state-level] protections from discrimination
professionals who are committed to creating an
inclusive and equal profession, just like you. for things like public accommodations and
employment, and we are seeing more and more
CONFERENCE organizations get on board with advocacy and
signing on to support legislation and legal briefs,”
Navetta said.
Navetta added that firm leadership needs to
recognize that when employees are forced to
For more information or to make a purchase, go to aicpa.org/cpe-learning work with companies, clients, and vendors who
or call the Institute at 888-777-7077. may not be as inclusive of LGBTQ+ individuals,
the firm’s employees are placed in a very difficult
position.
“If you do not support your LGBTQ+ employ-
ees when those situations arise, you are putting
them in a terrible situation where they cannot
perform at their best,” Navetta said.
Networking Group along with Crespo. “All of Firms committed to supporting LGBTQ+
these things create additional ways for people to employees consider whom they’re working with,
connect across the firm, rather than just their roles where company funds are going, and how they
within audit, tax, or industry.” can improve the lives of LGBTQ+ individuals
beyond their organization, according to Navetta.
Move beyond compliance to create a sense of “Firms should be visible in their support,”
belonging Navetta said. “There is a lot of conversation about
Firms do need to go beyond the basics if they ‘rainbow washing,’ about the organizations who
want to create a genuine sense of belonging for show up in June, turn their logos rainbow, and
LGBTQ+ employees in the workplace. then on July 1, it’s all over. Recognize that your
Firms may consider investing in training and words and visual signs of support need to be
mentorship programs to equip employees and backed by action.” ■

16 | Journal of Accountancy June 2022