I have contributed two chapters to the book, Why Diversity, Equity, and Inclusion Matter: Challenges and Solutions edited by Bin Srinidhi and published by World Scientific.

Chapter 5 is Creating Inclusive Environments which Foster Culturally Diverse Leadership.

Details on the book can be found here on Amazon or via the publisher’s website.


As globalization accelerated in the second half of the 20th century and companies grew beyond their home markets, accounting firms have expanded to meet their clients’ needs. At the same time, the accounting profession attracted many people to work in it, particularly those from culturally diverse backgrounds in the US, UK, Canada, and Australia, as it supported their upward mobility. Further, national accounting bodies signed mutual recognition agreements, which allow accountants to work in another country without completely re-credentialing, supporting the mobility of qualified accountants globally further. The diversity strategies of many accounting firms have traditionally focused on ensuring they have the right people to meet client demands. Creating inclusive environments has become increasingly important for accounting firms over the past 20 years, given rising client expectations for innovative solutions. Like other professions, accounting firms have faced challenges in attracting and retaining talent in recent years. Many firms do not have proportionate cultural diversity in their senior leadership teams and partnership levels, and culturally diverse accountants frequently face challenges in reaching leadership positions. Due to colonial legacies, institutional logics, and institutional illogics, their firms’ initiatives have not led many people with culturally diverse backgrounds to reach their highest echelons in some markets. Leading firms create environments of psychological safety in their teams and support culturally diverse talent through access to sponsors, mentors, coaches, and leadership programs as they negotiate their leadership journeys. Future research suggestions are proposed.