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CPAmerica ADVANTAGE News From Your Accounting Association

July 2022 IN THIS ISSUE: ► Diversity, equity and inclusion: GRF CPAs & Advisors’ journey ► Preferred Provider Spotlight - Surgent ► Scholarship & AICPA opportunities ► Member News ► CPAmerica Insights - Grace Horvath

Diversity, equity and inclusion: GRF CPAs & Advisors’ journey

By Trevor Williams, CPA, Audit Partner and Director, Diversity, Equity and Inclusion, GRF CPAs & Advisors

With the passing of the second anniversary of George Floyd’s death this May, and other incidents of racism in America often cited as the spark that intensified awareness and scrutiny around diversity, equity, and inclusion (DEI) initiatives, GRF CPAs & Advisors (GRF) stands out as a firm working actively on addressing DEI issues. Audit Partner and Director of Diversity, Equity, and Inclusion, Trevor Williams, CPA, Trevor Williams GRF CPAs & Advisors explained, “As we continue to work together to improve who we are as a company, we’d like to share what we’ve done thus far in the belief that our actions and lessons we’ve learned may be useful to your own DEI efforts. This is our ongoing journey.” GRF’s DEI initiative was formally launched in 2019, but elements of program were coming together prior to 2017. The objective was to create an atmosphere of belonging and inclusiveness where individuality is celebrated and a working environment where everyone is valued and respected for who they are. With immediate buy‐in and continued commitment from the firm’s leadership, GRF formalized their DEI committee in July 2019. The mission was to engage team members from various departments in the firm to participate in open discussions and plan activities that recognize the racial, gender, religious, ethnic, cultural, and sexual diversity at GRF. Williams explained, “With the DEI committee firmly in place and

its roles, goals, and initiatives communicated to the entire firm, we clearly signaled a commitment and a promise to our employees that they should be true to themselves at work.” The initial impact was nearly immediate. GRF’s DEI initiatives set the groundwork for improved employee performance, lower turnover, greater profitability and increased job satisfaction. GRF’s President and Managing Partner, Jackie Cardello explained, “All of this contributes to GRF’s bottom line. Each department within our firm is expanding and GRF is constantly innovating and adding new opportunities for both employees and clients.” Moving into 2022, Cardello said, “We knew from the beginning that DEI needed to be a long‐term, continual effort to be fully embedded in all aspects of the firm. As we continue to grow, we felt the need to further our commitment by appointing Trevor to director of our DEI initatives.” Williams added, “While this is a great opportunity, as black man in this role, before accepting the appointment it was important to me to be sure this was not a token initiative; to see what impact this would have on my current client load; to know I’d be provided a sufficient budget and support; and to see I’d have a seat at the senior leadership table to make meaningful change. Thankfully, the firm’s leadership once again showed its commitment to DEI, and I made the decision to accept the role.” Since Williams’ appointment, GRF has conducted/implemented the following initiatives: consistent DEI training (both mandatory and voluntary), voluntary “Watch & Learn” Parties and monthly celebrations highlighting of the firm’s diverse cultures, DEI content on the firm’s intranet, department head diversity accountability metrics, affinity groups, performance evaluation bias disrupter, DEI outings to various museums and volunteer opportunities, employee surveys, and development of a robust pipeline of diverse talent to retain and promote. As important as DEI is to GRF’s culture, it is even more important See Diversity, continued on page 2

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for survival in an industry that faces reduced numbers of individuals in the profession. Williams added, “My goal is to work with firm leaders and other stakeholders in our industry to create more equitable career opportunities, enhance hiring and training practices, and develop new strategies to ensure we continue to attract and develop a richly diverse group of individuals not only for our firm, but also for the broader accounting profession.”

More than ever, staff are embracing a diverse, equitable, and inclusive culture and are longing for a sense of belonging, connection, and trust. As CPA firms begin to prioritize diversity, equity, and inclusion issues, GRF’s experience in establishing a successful DEI initiative is a good lesson in the power of workplace culture for the public accounting industry. For more on GRF’s DEI initiatives, please contact Trevor Williams at twilliams@grfcpa.com.

Since inception of our DEI committee, GRF has maintained qualitative and quantitative results to measure their progress. Williams added, “The results of our 2022 initiatives have been insightful. We’ve had some successes as well as areas for improvement. We plan to prepare a transparency report to share with the entire firm at the end of each year. We believe this will demonstrate our continued commitment to DEI to our staff, current clients and even perspective clients. The days of DEI statements of support and promises to change the way you operate are over. The number of potential clients inquiring about our DEI policies and metrics has increased tremendously. They want to see implementation and results.” For firms who are considering a DEI initiative, GRF offers a few pieces of advice: 1. No matter where you are located, the makeup of your firm, or the clients you serve, the time is long overdue to take steps towards action. Consider what it looks like to the outside if your firm has not made a commitment to DEI. 2. DEI is a not a human resources project – it’s a core value. It must be given the same amount of time, energy, and effort that you give the rest of your key work. If you approach it in that way, it will be easy to get partner buy‐in and support that the rest of the firm will follow. 3. Be sure your DEI committee comprises passionate, committed, diverse (identities and/or perspectives) and representative of different departments or service areas within your organization. 4. Make the commitment to get started and don’t give up if some of your efforts fall short or momentum waivers. Meaningful change will not occur overnight. It takes time. CPAmerica Advantage | News From Your Accounting Association | JULY 2022 | 2

Member News Harper Pearson announces promotion of tax shareholder Harper Pearson is pleased to announce that Donna Haim has been named a tax shareholder. With 20 years of experience in public accounting and client service, Haim specializes in tax planning and compliance matters involving high net worth individuals, corporations, partnerships, and taxexempt organizations. Her clients span a multitude of industries including oil and gas, hospitality, Donna Haim manufacturing, and real estate investment and construction. A graduate of Sam Houston State University, Haim is active in several professional organizations, including the American Institute of Certified Public Accountants, the Texas Society of Certified Public Accountants, and the Houston CPA Society. She has served on multiple AICPA Technical Resource Panels. While on the Corporation & Shareholders Taxation Technical Resource Panel, she advised the IRS on tax legislative and regulatory developments. She also previously sat on the AICPA’s Individual and Self-Employed Technical Resources Panel where she frequently prepared judicial tax updates for The Tax Adviser publication. Haim’s dedication to her clients and passion for her work has been inspiring to watch over the years.

GRF announces promotion of director of audit Audit Partner, Amy Boland, CPA, has been named the new director of audit services at GRF CPAs & Advisors (GRF). Effective June 1, 2022, Boland succeeds Terri M. McKnight, CPA, who has led the audit department at GRF since 2002. “I have had the pleasure of working with Amy since day one,” said McKnight. “Over the years, I have been impressed with her technical knowledge, Amy Boland professionalism and client service acumen, combined with her passion for the nonprofit community and supporting women in the accounting industry.” Boland has worked in public accounting since 1994, specializing in audits of nonprofit organizations. Her clients include associations, international NGOs, private foundations, and other charitable institutions that span a wide variety of cause areas. Although Boland maintains a large book of business, she has made time over the years to

contribute significant thought leadership to the industry. Recently, much of her time was spent creating content focused on helping nonprofit organizations prepare for implementation of the new accounting standards. During the pandemic, Boland served on the firm’s COVID-19 task force assisting nonprofit organizations applying for the Paycheck Protection Program (PPP) loans. As a knowledgeable and trusted advisor, clients lean on her to provide training to board members and staff on nonprofit finance best practices.

Anglin Reichmann Armstrong names new managing partner Anglin Reichmann Armstrong announced the appointment of Brandon C. Smith, CPA, to managing partner, effective July 1, 2022. Current managing partner Gary Anglin, CPA, CGMA, transitions to chair of the firm’s board of directors. Anglin will maintain his focus on client consulting while being available to Brandon Smith the management team as needed. He will stay involved in the profession through CPAmerica and state CPA societies. This historic announcement marks the 32nd anniversary of the firm and the next chapter of its strategic plan. Anglin stated, “Brandon’s role is a very intentional piece of our growth strategy, and he will continue to work closely with our internal team while also maintaining direct client contact. He has a natural skill set for building relationships and implementing strategy, which perfectly matches who we need as the next managing partner.” Smith joined the firm in 2006 shortly after switching his career interests from computer science to accounting. “I grew my career at Anglin through our consulting practice, and this emphasizes where our firm is and where the profession is going — advisory services beyond compliance work,” said Smith.

Thompson Greenspon named top Washington-area workplace Thompson Greenspon has been named one of The Washington Post’s 2022 Top Workplaces in the Washington, D.C. area. Selection is based solely on employee feedback gathered through an anonymous third-party survey administered by research partner, Energage, LLC, which measured several aspects of workplace culture, including alignment, execution, and connection. Chip Helme, managing principal, says “Thompson Greenspon is

proud to have ranked as a top workplace once again this year. Our staff members are the foundation of our firm and creating a fulfilling and positive career experience for them will always be of utmost importance.”

LMC founded received public service award Lee M. Cohen, CPA founder and managing partner at LMC CPAs was awarded the 2022 Arthur J. Dixon Public Service Award, by The New York State Society of CPAs (NYSSCPA). The 2022 Arthur J. Dixon Public Service Award by NYSSCPA recognizes CPAs who have a demonstrated history of public service and volunteerism for a charitable, community or Lee M. Cohen civic organization. This award celebrates the quality of, and dedication to, philanthropic service and the CPA’s overall contribution to building and fostering community. The award was accepted on behalf of Cohen by LMC’s Tax Manager Jeffrey S. Gold, CPA, who nominated Cohen for the award.

415 Group awarded a northeast Ohio top workplaces honor 415 Group, a certified public accounting, business consulting and IT services firm, has received its fifth Top Workplaces award by cleveland.com and The Plain Dealer. “We are incredibly proud to have received this award again,” said Rich Craig, 415 Group managing partner. “It shows that we not only continue to make a difference in our clients’ lives but also in our employees’ lives as a place where they can feel like family as well as grow their knowledge and skills.” The Top Workplaces list is based solely on employee feedback gathered through a third-party survey administered by employee engagement technology partner, Energage, LLC.

Baum, Smith & Clemens, LLP announces scholarship winner Baum, Smith & Clemens, LLP, the Harleysville based accounting and business advisory firm, is pleased to announce this year’s winner of the Travis Bechtel Scholarship is Clara Benner. A 2022 graduate of Dock Mennonite Academy, Benner will be attending Grand Canyon University where she will major in business administration. The scholarship is named in honor of a former employee of Baum, Smith, & Clemens who died at a young age while working for the firm.

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CPAmerica Insights Diversity, equity and inclusion (DEI) as a firm-wide benefit This September marks eleven years I have been with CPAmerica, where the association has been committed to a level of neutrality that recognizes the individual nature of each firm. Unlike Grace Horvath, AICPA or many other President trade associations, our objective is not to be your voice; it is to help you improve by coordinating and offering resources to support you. Standing at 87 member firms today (all of whom I’ve spent time with in one form or another), each and every firm has its own set of values and culture driven by a wide variety of influences. Diversity, equity & inclusion (DEI) is a topic that many organizations embrace, while others remain ambivalent, if not offended. The aggregated stress of the last two and half years does not look like it is about to lighten up any time soon, so the idea of having to tackle complex social issues simply to run your practice is nothing, if not daunting. However, the epic challenge in finding and keeping people in the profession these days is one reason why making DEI a priority in your firm may help alleviate some of the problem. Our position of neutrality has been a safe

and comfortable place, and because our goal is to support ALL of you, offending any of you is of great concern. I have spent a lot of time researching this to find a way to bring the topic forward so that we can achieve what you expect of us, which is to play a role in the success of your firm. Looking broadly at today’s workforce, and closely at who is retiring and who is replacing them, the generation of up-and-coming professionals wants many of the same things we did starting out, such as challenging work, stability for their family, and good wages. They also have immensely lower thresholds of tolerance for any perceived lack of equity or inclusion. The prominence of this topic, especially in the outlets they frequent, positions it among the other “givens” in the modern workplace, such as flexibility and appreciation. When they intern for you, when they look at your website, when they speak with your recruiters, they are going to look to see where you are on this. This does not mean that if you do not have a standout dedicated program that you are not going to attract decent people; but it is likely you will not attract all that you could. Moreover, by attracting a more diverse slate of candidates, you expand what you can achieve as a firm when innovation is a top driver of success and often uncovered in nontraditional talent.

Looking at the U.S. Chamber of Commerce, they define a successful initiative as: “providing an inclusive, varied workplace that is welcoming to all backgrounds.” Sounds simple enough, but that does require some self-reflection to identify when you do not even realize that you might be making biased decisions. As we have turned over some staff in the last year, we have updated our policies and have concentrated on diversifying our team when we realized our tendency to hire people that work the same way we do. Our willingness to assess what people CAN do, even if they might do it differently, has led to some of the best hires and strongest team we have had in years. Incorporating DEI into your everyday thinking guides your hiring, your benefit plans, your client service and, obviously, your culture. In doing my research, one of the most prominent resources I found was none other than Deloitte. That is telling for the profession when one of your own is a leader. You can expect to see more resources in this area. As always, our mission remains your continuous improvement.

Send feedback and member firm news to: advantage@cpamerica.org

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