As a firm, we’ll move forward together with a fresh, honest dialogue combined with concrete and comprehensive action.
“We have a responsibility to use our position to loudly declare our solidarity in the fight against racial injustice – to listen, to educate ourselves, to support our team, and to do better. Diversity, equity, and inclusion must be an ongoing, ever-present priority for us as a firm – not something that disappears with the current news cycle. Nurturing the values, ethics, and culture of diversity – and dedicating resources to it – is important to our people, our communities, and our firm.”
– Chris Mitchell, Chief Diversity Officer at Crowe
How do you navigate a DE&I journey? In Crowe Conversations, our Chief Diversity Officer, Chris Mitchell, and our Chief People Officer, Julie Wood, tell the story of our journey to this point – highlighting our leadership’s commitment, our Inclusive Excellence Council’s (IEC) guidance and our business resource groups’ (BRGs) support. See where we started, where we’re going, and how we plan to get there.
The best way we can embrace diversity, equity, and inclusion as a firm is to make a commitment at the very top levels of our organization – which is why we created the Inclusive Excellence Council. The IEC sets the strategy and direction for all our diversity efforts and includes members of our executive team and partners across all business units.
We also support CEO Action for Diversity & Inclusion, a fellowship of 1600+ national and global organizations that fights racial inequities through changing existing public and corporate policies or creating new policies. Crowe senior manager Victor Sturgis represents our firm as part of the CEO Action for Racial Equity fellowship, which works to find solutions to systemic racism through economic empowerment, education, healthcare, and public safety.
“Our team members’ diverse voices, backgrounds, perspectives, and experiences shape the way we do business. At Crowe, our BRGs offer employees both a sounding board and a microphone – but they also offer connection. Membership in any BRG is open to all, so our people can learn from one another’s lived experiences.”
- Julie Wood, Chief People Officer
Our business resource groups, or BRGs, are an extension of the makeup of our firm. Our BRGs are designed to create a sense of community and provide a way for employees to network and support each other, seek advice, and promote inclusion. Our BRGs are open to all team members, regardless of race or gender.
The African American BRG creates a community within a community, offering a launching pad for new professionals and a source of connection for career development at all levels. It contributes to professional development and retention while encouraging diverse thinking, creating diverse opportunities, and increasing visibility both inside and outside the firm.
The Asian BRG works to network, develop, grow, and retain Asian leaders within the firm, helping Crowe to be an employer of choice among the Asian community. It strives to celebrate its people and culture, educate members and others, and connect with others across our firm, our profession, and our client base.
The Latino BRG provides opportunities to grow and retain Latinos through recruiting activities, philanthropy, and more. It creates a space for those with similar backgrounds to discuss challenges and opportunities, helping them find the comfort, comradery, and belonging they need to succeed in their Crowe career.
The Pride BRG works to reflect the diverse environments of our firm, our clients, and our community, enabling all Crowe people to bring their authentic self to work by supporting diversity, inclusion, and belonging. Through support, education, and networking, it helps to create a culture of care, respect, belonging, and trust for LGBTQ+ individuals and allies.
The Young Professionals BRG engages, educates, and empowers young professionals using connections and networking, both inside and outside of our organization. Through mentorship groups, volunteering, and professional development, it advances its members' careers, business, and communities, creating change now and for the next generation.
Women Leading @ Crowe enables women across the firm to reach their full potential, offering programming to inspire, grow, and connect our current and future leaders. It advances women's personal and professional development in the firm through consistent workshops, discussions, and mentoring.
As a firm, we’ve begun a series of open and frank conversations to help us move forward together as a team. These calls are internally focused, allowing for honest dialogue led by our executive team and diversity leaders. But we know we can’t make a true impact unless we reach beyond our walls and engage in diversity efforts that affect our profession, our future leaders, and our communities.
Our one-of-a-kind recruiting program with historically black colleges and universities (HBCUs) brings Crowe right to the college campus, engaging students throughout their college career.
By offering an internship-to-employment pipeline with mentorship along the way, we both spotlight our field and highlight all the ways students can find a career at Crowe.
First held at Florida Agricultural and Mechanical University (FAMU), this program is being expanded to other campuses nationwide.
A key to retaining top talent is to make sure they both see themselves reflected in our organization and have opportunities to make truly meaningful connections.
Our mentorship and sponsorship program operates through the BRGs to pair professionals at various stages in their Crowe careers with senior leaders across the firm.
Specifically, the Crowe Journey Program engages directly with summer interns who represent the most underrepresented groups in our firm and in our profession and has generated a nearly 96% offer acceptance rate.
Our diversity efforts don’t stop at our front doors, because thriving communities are what build and fuel thriving businesses.
We take our commitment to community seriously, and support the communities where we work and live, as well as national organizations that improve communities across the country.
For example, one of our BRG Days of Service raised almost $15,000 for the Boys & Girls Clubs of America. Plus, more than 120 employees recorded themselves reading children’s books for Club members ages 6-9.
“As the chair of the National Association of Black Accountants (NABA), I see the successes and challenges in our industry, and actively use that knowledge to bring new ideas to the table. We’re definitely seeing a lot of firms look for new ways to move the needle, and I’m appreciative of how everyone is working together to figure out a new path forward.”
We encourage our team to participate in an array of multicultural conferences. We also support the following organizations, as well as STEM-related programs (science, technology, engineering, and math), on a firmwide level.
Mark Baer joins other executives to discuss DE&I, leadership, and more during the C-Suite Plenary at the NABA Insight 2021 convention.
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While we’ve made a commitment to the diversity, equity, and inclusions journey, we recognize it’s just that – a journey. And we know we’re not where we want to be. But we are committed to doing better in the future, because we know DE&I is important to our people, our profession, and our society – it matters. It’s our duty to make sure that Crowe does everything we can to uphold and live out principles of anti-racism in everything we do; to be a place where all people can thrive, and to support the ongoing fight for social justice in any way we can. We will continue to communicate transparently about our learning and actions moving forward, and we invite your comments, questions, and suggestions along the way.