In a recent episode of MOVE Like This, Bonnie sat down with Stacie Kwaiser, CEO of Rehmann, to explore how the firm has built and sustained a culture of belonging over nearly three decades of her leadership journey. From her early days in public accounting at Coopers & Lybrand to becoming CEO of a 1,100-person firm with 22 offices, Stacie credits Rehmann’s success to its unwavering commitment to people and purpose. Central to that approach is the firm’s Career Advocacy Program, which began nearly 20 years ago as an initiative to support women’s advancement and has since evolved into a firmwide strategy focused on sponsorship, visibility, and leadership development. These efforts, Stacie emphasized, are not side projects, they are embedded into the firm’s DNA and drive its consistently higher retention rates compared to peers.
The conversation also highlighted how authenticity and accountability are essential to attracting and retaining talent, especially as Gen Z professionals evaluate firms on more than promises, but on leadership representation and lived culture. Rehmann tracks progress through retention metrics, engagement surveys, and third-party assessments, while leaders actively advocate for emerging talent by putting their names forward for high-visibility opportunities. The firm’s approach goes beyond internal culture, too. By tying diversity, equity, and inclusion directly to client service and growth, Rehmann positions itself to serve an increasingly diverse marketplace while strengthening trust and engagement with both clients and employees.
Looking ahead, Stacie believes the firms that will thrive are those that remain grounded in their values while adapting quickly to change, from technology shifts to demographic evolution. For Rehmann, that means continuing to “Put People First,” using clear and direct language and creating environments where every professional feels seen, supported, and equipped to succeed. Belonging, as Stacie notes, isn’t just good culture; it’s a strategic advantage that drives growth, resilience, and long-term success.
Key Takeaways:
- Embrace Change as the Constant: Technology, shifting demographics, and evolving client expectations are converging. Firms that can adapt quickly and stay aligned with their values will be best positioned for success.
- Sponsorship Unlocks Advancement: Mentorship is valuable, but sponsorship, where leaders actively advocating for emerging talent, is what truly accelerates careers and builds the next generation of firm leaders.
- Retention is a Competitive Edge: Rehmann’s higher-than-average retention rates are the result of intentional focus on career development, engagement surveys, and creating an inclusive environment where people want to stay and grow.
- DEI is a Business Driver, Not an Initiative: Embedding diversity, equity, and inclusion into the fabric of the firm strengthens client relationships, attracts top talent, and sustains growth. It’s not a program that can be cut without consequence.
- Younger Generations Expect Accountability: Gen Z and other early-career professionals look for representation and fairness in leadership. They will reject or leave firms that fail to deliver on promises of inclusion and opportunity.
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