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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.

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Diversity & Inclusion

AAFCPAs team members are encouraged to bring all of who they are to all of what they do, and to understand, accept, and value the differences between us. We are a recognized leader among CPA firms for our successful commitment to diversity, inclusion, and equity. Some of our ongoing actions include:

  • Diversity and Inclusion Pledge. AAFCPAs’ Leadership is committed to a diverse, inclusive, and equitable workplace. In 2019, AAFCPAs’ Co-Managing Partners pledged their commitment to advance diversity and inclusion by signing on with CEO Action, a national initiative to ACT ON supporting a more inclusive workplace. This included documenting and executing on a specific set of actions to cultivate a trusting environment where all ideas are welcomed, and employees feel comfortable and empowered to discuss diversity and inclusion.
  • Diversity is Ongoing and Integrated into AAFCPAs Business and Culture. 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 commitment to diversity includes ongoing data gathering, surveys, roundtables, staff forums, and annual awareness training. Our efforts go beyond multicultural awareness and training, and include 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. Therefore, all team members have committed to be aware of their conscious and unconscious biases and change practices and processes as appropriate.
  • Leveraging Individual Strengths. In 2020, AAFCPAs implemented TypeCoach training to best optimize our teams’ abilities to communicate and work most effectively with different personality types. Our team members have embraced TypeCoach training and have expressed greater comfort and confidence with interpersonal interactions.
  • Strong 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 2018 Outstanding Women in Business, the 2017 “Forty Women over 40 to Watch” list, and the 2016 ATHENA Leadership Award. She sets an important “tone at the top,” and is honored to pave the way for future underrepresented leaders at AAFCPAs.
  • AAFCPAs 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 CPA profession. AAFCPAs’ WON is committed to sharing conversations and developing creative ways to help women succeed in finding that magic balance between home life, family, and career. This commitment is working. 53% of AAFCPAs’ Current Manager Team are women. In 2011, that percentage was only 16%. This demonstrates our firm’s genuine commitment to retaining women at the management level.
  • Diversity and Inclusiveness are Strategically Aligned with AAFCPAs’ Business Goals. Diversity of thought has been shown to boost creativity and innovation, which is great for AAFCPAs and the clients we serve. AAFCPAs harnesses our diversity by offering rotational programs that grant employees exposure to departments with which they otherwise wouldn’t work so closely. This helps them gain a better understanding of how AAFCPAs operates as a whole, while exposing them to new ways of conceptualizing, collaborating, and problem-solving.

AAFCPAs fully embraces the diversity platform taken by the Association of International Certified Professional Accountants (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!

“When we feel a sense of belonging it is not because we are the same as everyone else, but because we have been accepted as we are.” – Unknown