Minorities Dare To Lead In The Accounting Profession Essay

Nicole Barde, a network manager for Intel Corporation, says, “We view diversity as one of our major competitive advantage, It allows us to understand global markets and the need of our customers.” (Shaw & Barry, 2013, pg. 557). Today, four-fifths of those entering the workforce are either a minority or immigrants. Affirmative action allows corporations to benefit from a diverse pool of talent that they can recruit from. With the number of minorities in this country increasing, with the globalization of our corporate environment, it stands to reason that the future of Corporate America will be a diverse one.

In an effort to increase diversity in certain job fields and corporations, companies will primarily look at historically black colleges and universities first. At a finance panel at Howard University’s school of business, a black MIT grad stated how her twin sister, who attended Howard, got more job offers than she did. There is a misconception that historically black colleges and universities lack proper training and job preparation. This most likely stems from people still believing that only white people are capable of success or teaching other people success. HBCU’s provide opportunity to students who may not have been exposed to those opportunities’ otherwise. Looking at graduation rates at non HBCU’s, black students at PWI’s have a lower graduation rate compared to their white counterparts(npr.org). When it comes to diversity most people assume diversity in color but there are more ways for places to be diverse. There is a lack of diversity at PWI’s when it comes to race, culture, and most importantly socioeconomic

From Hollywood to the the social sector, diversity, rather the lack thereof, has been a topic of conversation. Although many organizations have begun to advocate for diversity, more work must be done. Across the social sector,women and people of color remain severely underrepresented in leadership positions. Organizations must become intentional about creating a diverse workforce and implementing inclusive policies that foster positive work environments. When employees feel represented and included they are happier and more likely to contribute to fulfilling the organization's mission.

Today like never before organizations are hoping to fill their positions with a group of diverse law enforcement officers that mirrors the populaces they serve. As organizations search for officers who reflect their settings in which they serve in , they are additionally expanding their meanings of decent variety. From this point of view, assorted variety can incorporate race, ethnic gathering, religion, sexual preference, and age. Being a minority working in the law enforcement field can be very helpful for an agency however, that specific group may still go unrecognized. This paper will provide a brief review of the disguised minority achievements as it relates to the U.S. Marshals Service in the past. It will also be examined in

Companies and educational institutions greatly benefit from the guidelines of affirmative action because they profit from the different ideas, work styles, and contributions unique to each diverse individual. As quoted in Paul Connors’s compilation, Affirmative Action, President of Columbia University, Lee Bollinger, addresses the importance of a diverse educational system by stating, “The experience of arriving on a campus to live and study with classmates from a diverse range of backgrounds is essential to students' training for this new world, nurturing in them an instinct to reach out instead of clinging to the comforts of what seems natural or familiar” (12-13). A statement by Southeastern Oklahoma State University further supports the idea that success in modern day society stems from diversity saying, “Our country is strong because of the rich diversity of our culture, not in spite of it” (Affirmative Action).

Institutions welcome diversity, however, they also introduce minorities to a profession of glass ceilings. The number one reason I often see firms and institutions push diversity is for monetary value. Although this may be true, for me, this reasoning of including diversity in the legal system can be flawed and quite off base. It is time to establish real value in minorities and people of diverse ethnic backgrounds. That value requires adequate representation. Having assorted groups of excelling attorneys in the legal profession creates an accurate depiction of recognizing and addressing pressing issues.When minorities thrive in the legal profession it is an adequate reflection of reality, especially in the community and the people attorneys serve. Attorneys play a number of roles, often times, changing the life of their clients, Therefore, it is up to the legal profession to embrace excellence of all backgrounds to better serve the legal community. Diversity in the legal system includes, but is not limited to, race and ethnicity, gender, cultural backgrounds, sexual orientation, and disability. Inclusion and diversity in the legal system are a reflective representation of attorneys by bringing people from all backgrounds and all different experiences to make the legal profession more efficient and

Under the committee’s guidance, the number of minority CPAs increased from 150 to 1,000 by 1979. (CPAs of Color) Since then, the MIC has continued to make great strides to proactively address the needs of minorities in the profession by implementing scholarships, fellowships, leadership conferences, and other campaigns. In 2009, the MIC celebrated 40 years of a continued commitment to assisting minorities, however, it recognized that there is still much more work to be done in order to have a completely diverse profession.

The past has shown that minorities do in fact have equal opportunities compared to the white majority, but they do not use them. There are statistics from the AAMC saying the average MCAT scores and GPAs of applicants who are Latino, Black or American Indian are lower than those of their White and Asian American peers (Liliana M Garces). Liliana M. Garces is an Assistant Professor in the Higher Education Program and a Research Associate in the Center for the Study of Higher Education at The Pennsylvania State University. With her contributions to this area of study, people can see how the ever-growing population of minorities in the United States is becoming an issue. If the minorities can now still get into colleges and universities with these

The majority of African American women have a college level education and work in white collar jobs, “over 64% of African American women … are white collar workers” (Deshay). while news and other media sources would try to tell you otherwise. This means that the majority works in high level jobs, for example CEOs, doctors and professers. Another key point to this is the fact that African American women are an important section of business owners that created their business on their own, “97% of African American women who owned businesses were sole proprietors” (Holmes). This means that African American women own their own businesses. This shows through the challenges, that African American women work to get to their white-collar jobs and businesses. In addition to this, there have been a lot of female African American celebrities and politicians. For instance, Shirley Chisholm was the first African American lady to be elected into the United States congress. Condoleezza Rice was the United States Secretary of State in 2005 – 2009. Another example is well known celebrity Beyoncé. These women have shown that African American women can and have held power and become role models. This juxtaposes how life was in the 1930s, where these magnificent ladies wouldn’t have had the chance to mold the

Owning a business as an african american is an outstanding accomplishment. Independent success in the african american community proves what can be done with no interference from any external factors. A study was conducted showing that employers are less likely to respond to inquiries on jobs and resumes with a stereotypical “black name” on it. This study proves that many fail to give African Americans a chance to prove themselves and are willing to do anything to keep african americans down. A primary example of this is the destruction of Black Wall Street. The blacks living in that area were doing well for themselves, having ownership of every business in that neighborhood including movie theaters, hotels, cafes, banks, and etc. This all

An often overlooked aspect in the pipeline and retention of minorities in professional settings is the development of management skills that are most frequently acquired while on the job. My experience with the National Society of Black Engineers highlighted this reality and presented a practical avenue for me to support the training and development of minorities by using my time in leadership positions to ensure that there were ample opportunities for students to learn some of the most valuable soft skills needed to succeed in their careers. While serving as Regional Chair, I worked with 15 students from various universities to support the region’s 3,000 members. Every moment spent with my executive board served as a teaching moment on successful

In my research on non-profits, I have found there have been many reports and studies about the racial makeup of the non-profit sector. In these findings, it is common to see the demographics not keeping up with the changes in the population. (State of Diversity in the Nonprofit Sector, 2015) According to the U.S. Census, approximately 30 percent of the population is comprised of people of color, a figure that is expected to grow to 50 percent by 2042. The Hispanic/Latino population is one of the fastest growing minority groups, currently representing 15 percent of the overall population. (US Census Bureau) Within the next five years, more than 43 percent of new applicants to the workforce will be people of color. (Employment Outlook 2006-2016, U.S. Bureau of Labor Statistics) There is a great need for non-profit organizations to reflect the diversity of the areas they serve. I find a significant disconnect exists between Timely’s values, beliefs and mission. I hope to help them understand the importance of racial diversity, and proactively work towards increasing diversity within their organization.

The issue necessitating this empirical study I the low representation of African American women in Philadelphia in positions of power and leadership. Within the private and public sector of organizations within city agencies and businesses, there is still little representation of women-owned or led agencies within the City even though special consideration is given to women-led organizations. There are two African

     Affirmative action has helped the income, promotion and labor force participation rates of both women and minorities. For example, between 1982 and 1995, the percentage of female managers and professionals in the U.S. rose from 40.5 to 48.0 percent; blacks from 5.5 to 7.5 percent, and Hispanics from 5.2 to 7.6 percent. By comparison, these groups form 51.2 percent, 12.6 percent, and 10.2 percent of the population, respectively. Progress has been steady, but still incomplete.

Harvard Business Review September, 1996 / October, 1996 HEADLINE: MAKING DIFFERENCES MATTER: A NEW PARADIGM FOR MANAGING DIVERSITY BYLINE: by David A. Thomas and Robin J. Ely; David A. Thomas is an associate professor at the Harvard Business School in Boston, Massachusetts. Robin J. Ely is an associate professor at Columbia University 's School of International and Public Affairs in New York City. Their research and teaching focus on the influence of race, gender, and ethnicity on career dynamics and organizational effectiveness. ABSTRACT: MAKING DIFFERENCES MATTER: A NEW PARADIGM FOR MANAGING DIVERSITY DAVID A. THOMAS and ROBIN J. ELY Diversity efforts in the workplace have been undertaken with great goodwill, but, ironically, they often