Message from our leadership  

Promoting diversity, equity, and inclusion is, first and foremost, the right thing to do. At Crowe, we believe everyone should feel they belong – and it’s our responsibility to do everything we can to increase that sense of belonging. It’s the right thing for our people, as it offers everyone the opportunity to bring their most authentic selves to their work, every single day. It’s also the right thing for our business, as diversity is proven to drive the innovation and creativity that lead to better business outcomes.

DE&I isn’t just about checking a box, introducing a few new training modules, or filling positions. It’s about creating a sense of community and having our people expand that community by making room for more seats at the table – which, in turn, increases the diversity in all areas of our business.

That community is grounded in our purpose – “Shaping Your Better Tomorrow. Together. Today.” – and our core values of care, trust, courage, and stewardship. These core values define who we are and determine how we treat our people, our clients, and our communities. To help make the Crowe vision a reality for our stakeholders, we must continue to escalate our DE&I efforts, but not with a one-size-fits-all approach. 

We’re also committed to supporting the Center for Audit Quality (CAQ) Bold Ambition regarding diversity: “It’s our Bold Ambition for the public company audit profession to pave a way towards a more inclusive, future state of community. Bold Ambition is shining a light on the profession’s collective vision of diversity and inclusion to drive better business outcomes by strengthening the workplace environment, engaging and supporting communities with new opportunities, increasing equitable opportunity for students, and making changes for a brighter tomorrow.” Attracting diverse talent isn’t just something we do for Crowe – we do it for the entire profession.

We look forward to sharing our progress and how we’re Shaping Your Better Tomorrow. Together. Today.

Mark Baer, CEO

Mark A. Baer

Chief Executive Officer

Brenda Torres, COO

Brenda L. Torres

Chief Operating Officer

Christopher Mitchell, Chief Diversity Officer

Christopher L. Mitchell

Chief Diversity Officer

Julie Wood, Chief People Officer

Julie K. Wood

Chief People Officer

Mark A. Baer

Chief Executive Officer

Brenda L. Torres

Chief Operating Officer

Christopher L. Mitchell

Chief Diversity Officer

Julie K. Wood

Chief People Officer

Download the executive summary to learn more.

Shaping our journey 

“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, our clients, and others we do business with.”

– Christopher Mitchell, Chief Diversity Officer  


Our DE&I journey has a solid foundation, guided by our Inclusive Excellence Council (IEC). 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’ve built our journey on a variety of successful initiatives, policies, and programs implemented over the years. We outline a few of those successes in this timeline and continue to use them as a foundation to build on our journey moving forward.  

Our business resource groups (BRGs) have been a major success in our DE&I journey. Led by executive champion and principal Herschel Frierson, they are designed to create a sense of community and provide a way for our people to network and support each other, seek advice, and promote inclusion. 

Learn more about how our BRGs help shape our journey

Where we are today 

“Diversity comes in all shapes, sizes, backgrounds, and interests. Having a variety of diverse people allows others to find someone in the group with whom they can identify and connect. A diverse workforce allows for more creativity to solve problems, and it helps us better connect with our clients who are diverse.” 

– Vicky Cheng, Managing Director, Consulting 


Inclusion is a key element of our DE&I strategy – especially where our people composition does not align with the world around us. It starts with transparency and accountability about where we are on our DE&I journey. And that accountability means sharing data on our people – the work in progress and also where improvement is needed. 

The firm’s U.S. workforce totaled 4,080 as of FY22.
The firm’s U.S. workforce totaled 4,080 as of FY22.* Our workforce has grown slightly from FY21’s total of 3,965 and is on track to exceed the FY20 number. 
As of FY22, we are also pleased to note our female partner percentage of 26%, which is higher than the AICPA benchmark of 23%.
For both client facing and business operations, our numbers for women were constant at 45% from FY20 to FY22. As of FY22, we are also pleased to note our female partner percentage of 26%, which is higher than the AICPA benchmark of 23%. 
Representation of racial and ethnic minority team members in the firm totaled 20% in FY20 and 22% as of FY22.
Representation of racial and ethnic minority team members in the firm totaled 20% in FY20 and 22% as of FY22. There is more we can do to improve these numbers and to continue moving in the right direction. 
The firm’s U.S. workforce totaled 4,080 as of FY22.* Our workforce has grown slightly from FY21’s total of 3,965 and is on track to exceed the FY20 number. 
For both client facing and business operations, our numbers for women were constant at 45% from FY20 to FY22. As of FY22, we are also pleased to note our female partner percentage of 26%, which is higher than the AICPA benchmark of 23%. 
Representation of racial and ethnic minority team members in the firm totaled 20% in FY20 and 22% as of FY22. There is more we can do to improve these numbers and to continue moving in the right direction. 

We are working on recruiting initiatives to increase our diverse representation. However, retention is an important indicator of a sense of belonging and an inclusive culture. 

To learn more about our journey by the numbers, download the executive summary

Our aspirations by 2025  

The data on our workforce highlighted several areas that require meaningful change. We reviewed our existing programs and determined that we needed to embrace uncomfortable conversations and challenge what we thought we knew. As a result, we have identified 19 areas for change that span our culture, people, and communities, which can be found in the executive summary.  

Our key aspirations reflect an intentional commitment to increase our representation. By 2025, we aim to have:  

25% more diversity (racial, ethnic) at all levels, across the firm
25% more racial and ethnic diversity at all levels, across the firm
25% more women at the senior manager, director, and partner levels
25% more women at the senior manager, director, and partner levels
25% more spend in supplier diversity across sourceable spend
25% more spend in supplier diversity across sourceable spend
25% more racial and ethnic diversity at all levels, across the firm
25% more women at the senior manager, director, and partner levels
25% more spend in supplier diversity across sourceable spend
We know that change won’t happen overnight, but we are unwavering in our commitment to create and maintain a culture in which all our people feel they belong, can be their most authentic selves, and have an opportunity for professional growth and success. 

Stewardship in action 

“Joining the National Association of Black Accountants (NABA) meant I was not and am not a ship by myself. NABA members became my support system, and throughout the years, my involvement has helped develop my professional skill set. My parents taught me to give back as much as you take – and since NABA got me through a lot, I try to give back twice as much.”

– Herschel Frierson, Crowe Principal and NABA Chair 


Since 2017, we've supported 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. Victor Sturgis represents our firm as part of the CEO Action for Racial Equity fellowship, which works to advance racial equity. 

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.  

Learn more about how we’re bringing our journey beyond the walls of Crowe

Explore our other commitment areas

Download the 2021 U.S. Transparency Report

Featured insights

Check out highlights from Crowe Conversations

Check out highlights from Crowe Conversations

Get a peek at how we’re progressing in our DE&I journey through diversifying recruitment, expanding benefits, confronting bias, and connecting with our communities.  

See the highlights

Generating lasting business value with DE&I

Generating lasting business value with DE&I

In this article from Crowe Global's The Art of Smart series, Crowe Chief Diversity Officer Chris Mitchell and Strategic Networks Leader Herschel Frierson reflect on how the DE&I journey at Crowe has affected the business.

Read the insight

Check out highlights from Crowe Conversations

Get a peek at how we’re progressing in our DE&I journey through diversifying recruitment, expanding benefits, confronting bias, and connecting with our communities.  

See the highlights

Generating lasting business value with DE&I

In this article from Crowe Global's The Art of Smart series, Crowe Chief Diversity Officer Chris Mitchell and Strategic Networks Leader Herschel Frierson reflect on how the DE&I journey at Crowe has affected the business.

Read the insight

Learn more about our journey

While we’ve made a commitment to the diversity, equity, and inclusion 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. We invite your comments, questions, and suggestions along the way.

*A note on our data:

1) Only Crowe U.S. demographic numbers are reflected in the charts.  

2) The firm’s fiscal year is April 1 to March 31.  

3) FY22 data is as of Aug. 31, 2021, unless otherwise noted.  

4) Our strategy focuses on initiatives and approaches that are inclusive and will benefit all of our people. Our culture of care, trust, courage, and stewardship is the foundation for an inclusive workforce. However, as we reviewed our representation, we noted areas where we could improve. These areas are reflected in the strategies and initiatives to increase inclusion for women and racially and ethnically diverse groups.  

5) As we share charts highlighting various numbers, the percentages might not equal 100% due to rounding.

6) Generations are defined as Traditionalists (born before 1946), Baby Boomers (born before 1964), Generation X (born before 1980), Generation Y (born before 1997), and Generation Z (born before 2010).