The CalCPA Commission on Belonging is actively promoting a climate of inclusivity and advocates for authenticity, acceptance, awareness and action. The learn more about what this group is working on, we spoke with CalCPA Commission on Belonging Chair David Neighbors, a partner at BDO.
Why are the ideas of belonging and diversity a passion of yours?
It’s my passion because of what I have experienced during my 36 years in public accounting. While the needle of progress has moved forward, and the incidents of conscious bias have decreased, there are opportunities to increase the number of professionals from under-represented groups in the highest levels of organizations to more closely reflect the communities in which they reside. My belief is that a lack of equitable treatment in belonging has led several to leave their chosen careers after experiencing disillusionment, micro (and macro) aggressions and feelings of isolation.
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CalCPA’s Commission on Belonging has been working in this area for several years. Where have you seen strides made—and what are the goals for this year?
Where I have seen strides is in the number of passionate, knowledgeable and experienced leaders who have stepped forward to join in our work.
The Commission has surveyed our CalCPA membership and collected information related to methods organizations are using to promote a culture of inclusion and belonging. The results have provided us with a barometer of where we are and ideas for a path forward. Next steps include rolling out learning and development programs to our members and providing value to our firms and organizations efficiently, comprehensively and collaboratively; and continuing outreach at events (e.g., Collin Stephens’ leadership in our presence at Pride events throughout California).
How can organizations best build a culture of belonging?
I believe an organization can best build a culture of belonging by creating a space wherein individuals feel safe in bringing their true, authentic and complete selves to work each day; to work in concert with their colleagues using diverse lenses of life experiences; and to tap into historically underserved markets by leveraging a workforce that represents our state.
How important is “tone at the top” when it comes to these efforts?
This is critical to create an inclusive culture. Where I have noticed inappropriate behavior in the workplace, it was often supported by the examples set by leadership. When those responsible for setting the tone are invested in the success of their teams, they explore ways to engage, excite and create ownership of their organization’s purpose, vision and values.
From your perspective, why are Black (and other minorities) under-represented in the accounting profession?
From my perspective, the reasons are complex and wide-ranging. The current lack of representation is related to historical oppression, unbroken cycles of poverty, being first-generation college students, and not having access to sponsors or social/professional connections with whom they might identify. Many have left the profession at a time when they are developed in the skills and ready to take the step into managing others. This creates a revolution of recruiting and training, without the benefit of those efforts being enjoyed by organizations in the long-term, and a lack of pipeline with future leaders.
Talk to us about how allies and mentors can help efforts in this area?
Allies and mentors create an inclusive environment, which includes stepping up to be a sponsor. Too often we have been taught to coach (speak at someone) or mentor (teach, but not listen). Not enough sponsorship (speaking to others about one who may not have access to the rooms where these conversations generally take place—boardrooms) is happening.
We hear the term, “you need to see it to be it.” I maintain, that for change to happen, decision makers need to take the time and make an investment in individuals who may not look like them, and often do not have similar life experiences.
Allyship is more than speaking about supporting others and requires proactive steps to ensure broad-based inclusion.
What are some lessons learned or advice you can share with others as a Mexican-American leader, especially related to under-represented groups looking to move into leadership roles?
The advice I have shared to other Latinx professionals is that our obstacles do not define us; and to remember that we are not to be judged by our pasts, but by our futures; not by our failures, but by our dreams; not by our imperfections, but by our possibilities.
