In this Move Like This episode
, Bonnie speaks with Donny Shimamoto of the Center for Accounting Transformation about the evolving role of diversity, equity, and inclusion (DEI) in the accounting profession. Drawing from his own experiences as an Asian leader, Donny highlights the barriers that still limit women and professionals of color from advancing, despite their growing presence in the talent pipeline. He emphasizes that true DEI is about fostering belonging – not tokenism – and ensuring all professionals feel seen, supported, and able to contribute meaningfully.
Their conversation also tackles the growing political pushback against DEI efforts and the importance of reframing these conversations to focus on creating opportunity, not fulfilling quotas. A major highlight is the announcement of a new collaboration between the Accounting MOVE Project and the Center for Accounting Transformation. This initiative will gather data from firms of all sizes to better understand how people practices, like retention and talent development, can drive both inclusivity and performance.
Donny stresses that DEI shouldn’t be treated as a separate program but woven into a firm’s broader business strategy. Belonging, he notes, is a key differentiator for firms looking to innovate, retain talent, and stay competitive. The episode closes with a call for firms to embrace continuous learning, adapt to evolving workplace expectations, and build cultures where everyone – not just a few – can thrive.
Key Takeaways:
- Diversity Efforts Are About Opportunity, Not Quotas: The core of DEI work is removing barriers and creating genuine opportunities for qualified professionals, not about filling quotas or promoting unqualified individuals.
- Belonging Matters More Than Inclusion: Creating a workplace where employees feel they truly belong is more important than surface-level inclusion, which can leave professionals feeling like outsiders even when technically included.
- Retention is a Critical Challenge in Accounting: The profession struggles to retain diverse talent, particularly at leadership levels, with many professionals of color and women leaving before reaching partner positions.
- Neutral Language Can Broaden Participation: By removing charged DEI terminology and focusing on human-centric practices, firms can engage more participants and reduce perceived risks associated with diversity initiatives.
- Firm Strategy Must Integrate People Practices: Successful organizations don’t treat diversity as a separate initiative but integrate inclusive practices directly into their overall business strategy and cultural values.
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