Inclusion & Diversity

Shaping a Diverse Culture of Inclusion

We believe bringing together professionals with different perspectives and backgrounds fosters an inclusive culture that makes a positive impact on our clients and people.

A letter from chairman and chief executive officer Chris Schmidt:

We’re committed to increasing diversity within Moss Adams and creating a sense of belonging for everyone.

We also recognize racial injustice is all around us, and the roots go deep. Moss Adams is committed to rooting out this injustice where we can. The challenge and the opportunity is to identify and understand our own bias, seek diverse guidance and input, take concrete action, and hold ourselves accountable.

Respect and integrity are an integral part of our core values. We have a solid foundation of commitments to and action around building an inclusive workplace, where people of all races feel supported and seen. However, this isn’t enough.

Our 2019 I&D report shows both sides of this coin: we’re actively working to listen to our people, build relationships, and attract and advance diverse talent, but we want to do more, particularly when it comes to fighting systemic racism.

We don’t have all the answers, but we’re working to listen to our people and take action. Here’s where we’re at today:

Within Our Firm

  • I&D Leadership. Our 16-member Inclusion & Diversity Advisory Board’s mission is to foster an inclusive and diverse culture where everyone feels they belong. The board oversees specific efforts in support of this mission, including recruiting and training programs, and supporting our Business Resource Groups (BRGs). I recently became a standing member of the board and take on responsibility as board chair to accelerate change by connecting intentional action with the firm’s strategy.
  • Educate. Teaching individuals how to lead and manage with inclusion and foster a sense of belonging is a key part of our learning programs, for all levels.
  • Listen. Our BRGs are led at the local level to create community, camaraderie, and connection while contributing to the firm’s business objectives. BRGs are open to anyone who supports a group’s objectives—regardless of background—because getting everyone involved creates a culture of inclusion. Our growing list of BRGs includes Asian BRG, Black BRG, Forum W (Forum for Women), Latinx BRG, Pride BRG, Racial Equity BRG, and Veterans BRG.

Within Our Profession

  • Pipeline. In order to staff our own firm with diverse employees, we need a diverse candidate pool. To this end, we have several campus recruiting early ID programs, scholarships, and internship programs, such as our Ignite Scholarships, Liftoff webinar, and GPS internships.
  • Partnerships. We support the PhD Project, the mission of which is to increase diversity in business school faculty. We also actively work with diversity organizations such as the National Association of Black Accountants, Inc. (NABA), Association of Latino Professionals For America (ALPFA), and Ascend to connect with students and professionals interested in a professional services career.

We still have work to do, but we have a good foundation to build on. As a firm, we are, and I am personally, committed to addressing racism. Together, we’re better and stronger, and we’ll enact positive change.

Resources

Awards and Recognition

We’re honored to have received multiple awards and recognition for our efforts to make a positive impact on our clients, people, and communities.

Visit our Awards and Recognition page for a list of our recent firmwide awards.

Advisory Board

MARCY BOYD, Partner
LETIZIA BRENTANO, Partner
ALISON DUNNEBECKE, Partner
STAR FISCHER, Partner
DAVE FOLLET, President and Chief Operating Officer
JENS FURBACH, Partner
TREVOR GILLESPIE, Partner
GERARDO GODINEZ, Partner
DHAVAL PATEL, Partner
TERRY PIERCE, Regional Campus Recruiting Senior Manager
TASHA REPP, Partner
CHRIS SCHMIDT, Chairman and Chief Executive Officer
KARINA STADELMAN, Partner
KINMAN TONG, Partner
JEN WYNE, Executive Director of Human Resources