In this episode of MOVE Like This, Bonnie Buol Ruszczyk speaks with Claire Costin (University of Portland) and Steph Mason (DePaul University), two professors who are reshaping accounting education and research with a focus on diversity, equity, and inclusion (DEI). Both bring deep real-world experience, Claire from nonprofit auditing and Steph from the Big Four and financial services, and now center their academic work on inequity, bias, and intersectionality in the profession. They shared how today’s students define belonging differently and are seeking employers who genuinely align with their values.
One powerful example came from Claire, who recounted a top student turning down a Big Four offer after experiencing repeated microaggressions from a recruiter. “She would have been a fabulous employee for them,” Claire said, “but respect for humans mattered more.” Steph echoed that sentiment, noting that students across the spectrum are highly attuned to how organizations treat people, particularly amid recent DEI rollbacks. “Even conservative students expect respect for human dignity,” she added.
The conversation also challenged the myth of “meritocracy,” with both guests pointing out that inequities in opportunity start early and can compound over time. Students from historically marginalized communities often work harder to reach the same starting line, and firms risk losing talent if they fail to acknowledge this reality. Both urged employers to rethink hiring pipelines and examine assumptions about what “qualified” looks like.
Mentorship, they agreed, is a critical part of the solution. Steph described living “a life of mentorship,” lifting up underrepresented groups in ways that benefit everyone. Claire added that students often see implicit bias in the profession more clearly than leadership does. Despite current headwinds, both remain hopeful. Claire called on firms to “be brave” and act in alignment with their stated values, while Steph reminded leaders that “tax returns and audits aren’t delivered by AI; they’re delivered by people who need to feel seen.”
Key Takeaways:
- Start with Strengths to Build Trust:When employees feel seen and understood through their strengths, they become more engaged, confident, and committed to the firm’s success.
- Prioritize Belonging Over Optics:Today’s students are looking for employers who go beyond statements and demonstrate respect for all identities through real, consistent action.
- Redefine Meritocracy with Equity in Mind:DEI initiatives don’t undermine merit, they ensure everyone has a fair shot at success by addressing systemic barriers to opportunity.
- Listen Like It Matters, Because It Does:Genuine listening to employee concerns is a powerful leadership tool that fosters belonging and can surface issues before they lead to turnover.
- Mentor with Intention to Uplift Everyone:Support for underrepresented groups improves outcomes for all employees by building inclusive systems that meet diverse needs.
- Courage is a Competitive Advantage:In a climate of DEI retrenchment, firms that boldly align values with action will attract – and retain – the talent that drives long-term success.
- Inclusion Isn’t Optional, It’s Strategic:When people feel disrespected or unseen, they leave. That’s a costly mistake for firms dependent on human capital and reputation.
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