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Diversity & Inclusion

We are committed to a diverse and inclusive workplace and are a recognized leader among CPA firms for our successful diversity initiatives.

Diversity & Inclusion

Diversity & Inclusion

AAFCPAs has worked tirelessly to embrace diversity and enhance inclusion throughout all levels of the organization. We are committed to a diverse and inclusive workplace and are a recognized leader among CPA firms for our successful diversity initiatives. The most noteworthy accomplishments to date are:

  • AAFCPAs has a formal Diversity Initiative. As we continue to grow, hire new team members and engage new clients, we are committed to understand the needs and values of our workforce and our client base. Our Diversity Initiative includes ongoing data gathering, surveys, roundtables, staff forums, and annual awareness training. This Initiative goes beyond multicultural awareness and training, and includes specific goals, programs and best practices for sustainable and meaningful change.
  • 100% Firm Participation in Diversity Awareness Training. All AAFCPAs team members participate in innovative, implementation-focused Diversity & Inclusion awareness training. We believe that talking and training alone will not bring about change, and all team members have committed to be aware of their conscious and unconscious biases, and change practices and processes as appropriate.
  • Women and minorities account for 48% of AAFCPAs leadership.  These partners are respected and admired by all team members at AAF for their hard work and commitment to clients and colleagues. One individual was just 37 years old when he was admitted as partner of AAF, making him not only a minority, but one of the fastest homegrown partners at the firm.
  • AAFCPAs has female leadership. Carla McCall, CPA, CGMA, co-managing partner, has been recognized often in Boston’s business community, as well as nationally as a recipient of the 2016 ATHENA Leadership Award, and the 2017 “Forty Women over 40 to Watch” list. She continues to reinvent “leaning in” with her strategic initiatives for the future, and is honored to pave the way for future women leaders at AAFCPAs.
  • AAF has a thriving Women’s Opportunity Network (WON). This Network, established in 2011, is a forum to understand the issues faced by women in the profession. AAF’s WON is committed to developing creative ways to help women succeed in finding that magic balance between home life, family and career.
  • 53% of AAF’s current Manager Team are women. In 2011, that percentage was only 16%. This demonstrates AAF’s commitment to retaining women at the management level.
  • AAF’s number of female supervisors has increased 50% since 2011.
  • 10% of AAF’s professional staff were born in locations such as: China, South Africa, Kenya, Liberia, Russia, Albania, Taiwan, Greece, India and Portugal.
  • AAF’s recruitment outreach involves local, regional, and national organizations
    • National Association of Black Accountants (NABA)
    • Association of Latino Professionals in Finance & Accounting (ALPFA)
  • Diversity and Inclusiveness are strategically aligned with AAF’s business goals

AAF fully embraces the diversity platform taken by the American Institute of CPAs (AICPA) and participates in diversity discussions at the Massachusetts Society of CPAs (MSCPA) leadership level. We are pleased with our effort and achievements but consider it a work in progress and will not be satisfied until our organization accurately reflects the diversity of the global workforce and the communities we serve. We are determined to reach this goal!