Uncover unintentional systemic disparities within the firm and identify how we can improve diversity, equity, inclusion, and accessibility for all employees, current and future. Surface a conversation about DEIA at the executive level and design a three-year strategy for taking action on DEIA work at Perkins & Co. Listen to and learn from our employees to understand what matters most to them.

Our first step was to engage leaders who were most invested in getting this work off the ground. That group identified a consultant to help us take the next steps. With the support of Judy Hissong from Nesso Strategies, we assembled an internal diversity council and developed a board-approved, three-year strategy to begin our intentional DEIA journey.

Under the direction of our consultant, we surveyed our workforce to establish baseline sentiments across several diversity and cultural elements. We developed an understanding of the fairness and equity created when pay transparency is in place and updated pay grades and ranges. We launched pay transparency internally and on all recruitment ads. In developing the multi-year strategy, we identified values-driven ways our business could adopt DEIA principles, transform our workplace, and impact the community we serve. We increased the number of minority-driven organizations we support with sponsorships and board service. In a local business journal diversity survey, we were ranked the third most diverse public accounting firm in our market area (the first among firms our size). We were also ranked the 12th largest majority women-owned business in our region in terms of equity and headcount and the largest women-owned accounting firm on the list. While we’ve long been ahead of the accounting firm norms regarding women in leadership (one recent statistic states that only 38% of CPA firm partners are women), the equity ranking was a first in the firm’s history.

Stephanie Lillengreen