PBN Diversity Equity & Inclusion 2024 Awards
ACCOUNTING: CliftonLarsonAllen LLP
A DECADE AFTER it began investing in its diversity, equity and inclusion efforts, CliftonLarsonAllen LLP’s work culture has been reshaped over time.
Tohib Giwa, the accounting firm’s SouthCoast diversity, equity, inclusion and belonging ambassador, says CLA investing strongly in these initiatives produced both tangible and intangible benefits as the firm continues to expand its reach.
CLA is an international professional services firm – with offices in Cranston and New Bedford – that provides wealth advisory, digital, audit, tax, consulting and outsourcing services. The company is serious about its commitment to DEIB, CLA officials say, and the breadth and scope of its efforts are comprehensive.
The company prepares affirmative action plans annually to measure its progress toward its goals and benchmarks and create action plans for the year ahead. It also has policies that emphasize inclusion, fair employment practices, diversity, equal opportunity, affirmative action, anti-harassment, reasonable accommodation, and other diversity- and inclusion-driven strategies.
“Our aspirations and success are tracked yearly in our promise and transparency report, as it shows our continued growth across our focus areas,” CLA Director of Belonging Leea Carter said. “Our annual engagement survey provides us valuable feedback on where to focus next.”
CLA’s diversity, equity, inclusion and belonging team and the people solutions team track quarterly DEI data across several of the firm’s different facets, including geography, service and industry. The team also formulates ideas for strategies based on identified needs.
The company’s programs and initiatives continue to evolve. In 2023, CLA launched the pilot Virtual Belonging Communities mentorship program, in which participants have a mentor who is part of their selected community and they meet to address topics unique to their VBC that can help them advance in their careers.
Among the company’s nine VBCs, which meet monthly, are Women at CLA, Generationally Indigenous at CLA, Pride at CLA, Celebrasian at CLA, and Military Connections at CLA.
“We recognize that our family members [employees] bring their entire self to work and sometimes the values and experiences we are navigating can weigh on us if there isn’t a forum to commune with others navigating the same things,” Carter said.
There are also “common interest groups,” which Carter says exist to provide these spaces organically and freely, and are started by employees as they see a need.
Because employee health and well-being are priorities, CLA last year doubled its wellness stipend, which are annual dollars provided to spend on personal wellness expenditures. Carter says these stipends include anything from a walking pad to some new running shoes or philanthropic giving.
Annual celebrations occur regularly at CLA. The company holds various events for Women’s History Month in March, Asian-American and Pacific Islander Heritage Month in May, Disability Pride Month in July and Hispanic Heritage Month in September.
“There are always opportunities to grow in how we are continuing to be more inclusive and collaborative across all programs and initiatives,” Carter said.
There are still challenges surrounding DEIB that CLA is trying to overcome. Giwa says misconceptions about DEI can make individuals hesitant to get involved.
“It is part of our mission to provide information that will encourage interest and participation,” Giwa said.
At CLA, DEI includes not only employees but also suppliers. The company’s diverse supply spend averages 9%, up from 4.5% in 2021. Carter says the company’s increased celebrations around cultural observances have helped increase awareness around diverse suppliers, which in turn fueled growth.
Locally, CLA supported eight minority-owned restaurants throughout Rhode Island and Massachusetts via the company’s monthly diverse vendor lunches.
Company officials also say increased awareness across the firm of its initiatives has increased employee engagement, generating success.
“Strong, collaborative and creative leadership have enabled us to keep things fresh as we continue to explore unique approaches to sharing information about DEI,” Giwa said.
Even with noted gains made with its DEI initiatives, the company isn’t slowing down. “Continuous outreach and education will help to grow our program. We hope to serve as an example of the prosperity that DEI can bring to an organization,” Giwa said.
