Thoughts of a black person in public accounting: my management is lacking in diversity which is contributing to me considering positioning myself elsewhere. However, if I position myself elsewhere than I am removing the chance of a minority being promoted into management (myself). I have to do what’s best for me, so I am going to take that new job. Cycle continues with next black/minority team member.

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I was at BT too and left because of that of the lack of diversity and disrespect I experienced. It seems like there can only be 1 of us at a time (at least that what it felt like to me). I had the same sentiments as you but I felt like I was being treated as a token. I hated that too. Anyways, after the person who was vouching for me left, some people in management said some hurtful things to me and I felt disrespected. I knew then, I didn’t want to fake it just to make it to the top. I peaced out.

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Yep. Asian female here who knows the time to make a decision on SM (and by extension partner track) or not is running out. I go back and forth on this: I believe in representation, but is representation worth sacrificing my personal well being for? Bc partner life is not one that I would find pleasant at all.

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Be the change you wish to see. -Gandhi (loosely paraphrased? If you’re the kind of person that need to see it to be it, then maybe not right for you and that’s ok. If you want to be that person for others, you will likely be able to leverage the principle of scarcity and be viewed as even more valuable, not just for your skills and experience, but also for things you uniquely can bring that have value too. You can’t really lose either way.

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Start with asking what job you want to do and whether you like the people (on balance, not everyone can be awesome) you work with. Then go do it.

If you are black, and any good at your job, then your firm will at the very least be tracking your progress and st the most working to get you the opportunities to make you successful. This is now likely true everywhere.

The wrong lens is to say “I don’t see any black people in leadership so I will leave”. By that yardstick firms will bifurcate into those with all the black professionals and those with none. And you’ll only face more competition.

The worst lens is to say “X or Y disrespected me and I felt bad so I left”. While no one likes to be disrespected, there are assholes everywhere.

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Much less of a serious situation, but I can very much relate as the only working mom with young kids on my team. I try to reach out to and support any new moms I know of, across any industry in my office and even if I meet people visiting from a different office. It's very tough, since how can we expect to affect real change to remove racial bias and the stigma of being a mom when all the people who can help work on those things leave the firm?!

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To be honest every major public accounting firm should strive to increase diversity in management. I hope to move up to change what I don’t see. My office is a predominantly white, male, and religious , none of which I am. I get frustrated, but hope to rise to be a leader that who I am today would look up to. Best of luck!

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I believe this is exactly the way discrimination is perpetuated. Unfortunately the individuals being discriminated against can’t realistically wait for their organizations to catch up, and they move on. I’ve been caught in this cycle for 20+ years with some moves bringing me closer to my goals, and others farther away. It’s incredibly hard to fully understand the culture of the company you’re moving to before you get there and looks can be deceiving from the outside. My best advice is, be careful and thoughtful about every move you make.

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