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News Briefs
FIRM NEWS Merger: Rosenfield and Company, PLLC & Morrison Valuation and Forensic Services, LLC
Morrison Valuation and Forensic Services, LLC, has integrated into accounting firm, Rosenfield and Company, PLLC. This merger continues Rosenfield’s expansion of their consulting practice, specifically within their Business Advisory Services Team. This team will primarily focus on forensic accounting, business valuations and litigation support. Robert B. Morrison, ASA BV/IA and his team of Paul M. Dumm, CPA/ABV/CFF, CFE, Shivam N. Jadeja, CPA/ CGMA, ASA, CFE, and Alexander Dokuchaev, MSA, CFE joined the Rosenfield team in their Orlando office.
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FIRM NEWS Accounting Today Names 2020 Gulf Coast Regional Leaders
Fourteen FICPA Member firms were among those recognized in Accounting Today’s (AT) 2020 Gulf Coast Regional Leaders rankings. The annual “Top 100 Firms + Accounting’s Regional Leaders” report presents the 100 largest CPA practices nationally and features 10 geographic break-out regions. AT ranked the regional leaders by revenue. The Gulf Coast region includes the 22 largest practices throughout Florida, Louisiana and Mississippi. Below is an alphabetical listing of the FICPA member firms in the Gulf Coast region. Access the rankings and complete report here: pages.marketing. accountingtoday.com/act_44905_sr_lp.html. • Berkowitz Pollack Brant • Carr, Riggs & Ingram • Daszkal Bolton • Gerson Preston Klein
Lips Eisenberg & Gelber • Jackson Thornton & Co. • James Moore & Co • Kabat, Schertzer, De La
Torre, Taraboulos & Co. • Kaufman Rossin Group • Kerkering Barberio & Co • MBAF CPAs • Saltmarsh, Cleaveland & Gund • Schellman & Co • Vestal & Wiler • Warren Averett
IRS UPDATE IRS announces rollover relief for required minimum distributions from retirement accounts that were waived under the CARES Act
WASHINGTON – The Internal Revenue Service announced that anyone who already took a required minimum distribution (RMD) in 2020 from certain retirement accounts now has the opportunity to roll those funds back into a retirement account following the CARES Act RMD waiver for 2020.
The 60-day rollover period for any RMDs already taken this year has been extended to Aug. 31, 2020, to give taxpayers time to take advantage of this opportunity. The IRS described this change in Notice 2020-51, June 23. The Notice also answers questions regarding the waiver of RMDs for 2020 under the Coronavirus Aid, Relief, and Economic Security Act, known as the CARES Act. The CARES Act enabled any taxpayer with an RMD due in 2020 from a defined-contribution retirement plan, including a 401(k) or 403(b) plan, or an IRA, to skip those RMDs this year. This includes anyone who turned age 70 1/2 in 2019 and would have had to take the first RMD by April 1, 2020. This waiver does not apply to defined-benefit plans. In addition to the rollover opportunity, an IRA owner or beneficiary who has already received a distribution from an IRA of an amount that would have been an RMD in 2020 can repay the distribution to the IRA by Aug. 31, 2020. The notice provides that this repayment is not subject to the one rollover per 12-month period limitation and the restriction on rollovers for inherited IRAs.
The notice provides two sample amendments that employers may adopt to give plan participants and beneficiaries whose RMDs are waived a choice as to whether or not to receive the waived RMD.
FIRM NEWS Tampa Area FICPA Member CPA Firms Receive Honors
St. Petersburg CPA Firm Named Best Place to Work
The Tampa Bay Business Journal recently named 60 local businesses and companies as 2020 Best Tampa Bay Places to Work. FICPA member firm Spoor Bunch Franz (SBF) was awarded best large workplace. FICPA member companies A-LIGN, CBIZ MHM and Marcum LLP also were recognized in the large or extra-large categories. View full honoree list here: www.bizjournals.com/ tampabay/news/2020/01/22/sixty-tampa-bay-areabusinesses-chosen-as-2020.
Newspaper Names Three FICPA Member Companies Top Tampa Bay Workplaces
FICPA member employers CBIZ MHM LLC of Tampa Bay, Spoor Bunch Franz, and Warren Averett CPAs and Advisors recently were recognized as three of the 2020 Top 100 Tampa Bay Workplaces by The Tampa Bay Times. View full Top Workplaces list here: www.tampabay.com/ news/business/2020/03/27/here-are-the-top-100- tampa-bay-workplaces-of-2020.
FIRM NEWS CA P.A. Joins Hancock Askew & Co.
Hancock Askew & Co., LLP, a full-service tax, audit, accounting and advisory firm in Georgia and Florida announces that Craig Armstrong and his team at CA Craig Patricia Siles P.A. (CAPA), a Miami tax Armstrong and accounting practice, have joined the firm. Armstrong joins the leadership team of the Miami office alongside Tax Partner, Patricia Siles and Audit Principal, Alfredo Reynoso. With this merger, Hancock Askew will expand its Miami office which opened in 2016. Armstrong and his team members will be moving into Hancock Askew’s Coral Gables office. Hancock Askew and CAPA serve similar client bases and are strategically aligning to further expand tax, audit, accounting, and advisory services to the Greater South Florida area and the international markets.
FICPA NEWS FICPA CEO Curry Resigns, Executive Search Begins
Chief Executive Officer Deborah Curry announced that she was leaving the FICPA after leading it for nearly nine years. Curry was appointed CEO in 2011. Curry’s last day with the FICPA was June 9. Curry led the FICPA through major initiatives, including governance restructuring, position-of-location strategies and sale of the Tallahassee headquarters building. Curry also championed building relationships with international accounting firms and bringing diversity and inclusion programs to members. “I am fortunate to have spent the last nine years supporting our impressive membership and phenomenal staff, who are dedicated to the members they serve,” Curry stated. “With the pending headquarters relocation to Orlando, I feel that now is the right opportunity for me to transition.” A graduate of Texas A&M University-Corpus Christi, Curry’s career service includes many years in corporate accounting as well as public accounting experience at KPMG. Prior to joining the FICPA, she was the Georgia Society of CPAs chief financial officer and chief operating officer. “We are grateful to Deborah for her leadership and tireless energy,” said Abby Dupree, CPA, CGMA and FICPA immediate past chair of the board. The FICPA has begun a national search for its next CEO. “Deborah has left the FICPA in the good hands of our experienced and dedicated professional staff,” said W.G. Spoor, CPA, CGMA and FICPA Chair. “Finding the right candidate to strategically lead the FICPA and champion public accounting in Florida is of paramount importance. We are investing the time needed for a thorough and thoughtful search process.”
Meet the 2020-2021
FICPA Board of Directors
The FICPA proudly welcomes our 2020-2021 Board of Directors. Get to know the team leading our association forward.
KRISTIN BIVONA, CPA (Chair-Elect)
Kristin is managing partner with GellerRagans, a full-service CPA firm. She lives in Oviedo with husband Joe and Weimaraner Lola. When not busy cheering on their UCF Knights football team, the couple are normally out boating or traveling to add new stamps to their passports (pre-COVID-19).
How the FICPA is Changing
“We are continuously evolving to meet the changing needs of a multi-generational membership. The FICPA leaders and staff are working hard to ensure all members are engaged and feel that their membership offers value.”
Wisdom to Live By
“The philosophy that is a foundation in my professional development and everyday practice is Joey Haven’s “Be Better”. It’s a commitment to never allow success to breed complacency and always seek to improve myself and my firm.”
If I weren’t a CPA…
“I would be an attorney. The legal profession has a lot of the same qualities that attracted me to accounting.”
VALRIE CHAMBERS, PH.D., CPA
Valrie is an associate professor at Stetson University in Deland. She is a graduate of the University of Illinois and the University of Houston (Ph.D.)
Tech Talk: Favorite App
“Tax Foresight by BlueJ. The app was designed by tax lawyers who have taken the hottest tax topics (like Innocent Spouse Relief), identified key factors in the body of relevant case law, and designed a Q&A algorithm to determine the odds of a taxpayer prevailing in a case with their set of facts. I can see this revolutionizing the way that we plan, advise clients, prepare a penalty defense before a taxing authority, and defend ourselves from lawsuits on the advice that we give. We no longer must be the only bad guy arguing that we just don’t think the taxpayer will prevail in a deduction; we can now say, I like you, but independent analysis says you only have a 23% chance of winning on this tax issue, and associated penalties for a loss at this level are an additional… It may be the biggest tax research innovation I’ve seen since we went digital.”
LYDIA DESNOYERS, CPA, CFE
Lydia is based in Miami and owns and operates her own firm, Desnoyers CPA, LLC. She provides educational workshops and courses to small business owners. When not in the office or volunteering with the FICPA, Lydia enjoys time with family and traveling. She is a graduate of Florida State University and Nova SE University.
How the FICPA is Changing
“We are expanding to include more community service events, like the CPA Day of Service, in direct response to young professionals’ desire to be more involved in local nonprofits and charitable organizations. The make-up of our leadership is younger than in the past…and more accurately reflects the make-up of our profession.”
New Priorities
“I am so appreciative that FICPA has been working tirelessly on providing resources to members and their clients during the pandemic. The FICPA already coordinated three virtual town-hall meetings with congress and the governor to get direct clarity on challenges we are all facing. That was no small feat.”
JULIAN DOZIER, CPA, ABV, CFF, CFE
Julian is shareholder, Assurance Services for Thomas Howell Ferguson P.A. in Tallahassee. He enjoys biking, travel, relaxing at the beach and volunteering.
COVID-19: Personal Impact
“I am a single parent with a schoolaged child. COVID-19 completely upended my normal routines. Worklife balance used to mean working mostly “banker’s hours” and doing my best to completely unplug every other weekend. Now it means shifting my entire workweek into those days or hours when my daughter isn’t with me, or when she’s asleep. In mid-March, I shifted from work-life “balance” to work-life “integration” because everything blends, 24/7. There is a major upside: the extra time with my daughter, watching her learn and grow every day, has been incredible.”
Why Technology Matters
“…To me, the ever-increasing role technology plays in our daily life is the most obvious. A CPA who is fluent in technology, big data, distributed ledgers/blockchain, cybersecurity, process automation, and the like is exceptionally well positioned to succeed in his or her career.”
JENNIFER GUNTER, CPA, CISA, CISSP
Jennifer is the contracts, grants and funds manager for the Florida Department of Transportation in Tallahassee. Her favorite family activities include attending college football games, New Orleans’ Jazz Fest, hiking Glacier National Park and the beach.
COVID-19: How the FICPA is Changing
“A challenge for our profession and association is the need to significantly modify our in-person meeting practices and educational participation formats. There is something special about being able to learn and network face-to-face, sharing ideas. I am grateful that FICPA staff quickly pivoted to accommodate immediate changes, and am encouraged that we’ll continue finding creative ways for our members to safely network and learn...”
Advice that Serves you Well
“Life can change in an instant. While it is important to develop and maintain healthy habits, it is equally important to be flexible and ready to change when challenges arise. If I make the effort to continually look for the blessing or positive in any situation, I can usually find it.”
KATHRYN K. HORTON, CPA, CMA, CIDA, CFE As President of Kathryn K. Horton CPA PA, Kathryn provides audit, accounting and data analytic services for nonpublic and nonprofit entities in Fort Lauderdale. She received degrees from Florida International and Florida Atlantic Universities and is active with her local Chamber of Commerce and nonprofit organizations.
COVID-19: Impacting the Profession
“It has advanced our profession significantly in the technology sphere, as all professionals were required to adapt to remote working to effectively continue business operations. COVID19 has also enhanced our fiduciary role, as both accountants and advisors, in navigating fiscal uncertainties of the current economic environment.”
The Rise in Workplace Technology
“Technology is a woven necessity within the profession given the significance of big data and need for relevant insights. Data analytic technology and artificial intelligence are key tools in performing risk-based analysis and understanding the underlying nature of big data, allowing professionals and clients to make better decisions.”
K. ALAN JOWERS, CPA
A partner with Carr, Riggs & Ingram, LLC, based in Miramar Beach, Alan graduated from Florida State University and the University of Alabama. He enjoys entertaining his wife and five children by playing Beatles and Metallica tunes on piano and guitar… sometimes his wife says he’s too loud.
How the FICPA is Changing
“The FICPA and its Board of Directors recognize that continuing education is a key cornerstone of our commitment to competence as a profession. We are committed to providing effective CPE through a variety of services and mediums...[especially considering COVID-19]… We make it a priority to continue evaluating our content and delivery methods to ensure that our members have high quality education at a reasonable cost.”
Words to Live By
“Never wait for an opportunity to be handed to you, but rather, always look to seize opportunities to improve yourself, take on more responsibility, and grow those around you.”
KEY G. O’KEEFE, CPA
Key provides tax and accounting services to small businesses, individuals, and estates and trusts. A managing member of O’Keefe, Somerville & Associates PLLC in Melbourne, she is passionate about financial literacy education and has volunteered with Junior Achievement for nearly 20 years.
FICPA Leadership Challenge
“To serve well I believe we need to consider the needs of all members. While I can certainly relate better to some members’ situations, it’s important to remember that the organization represents all Florida CPAs – from those in the big 4 firms to sole proprietors to industry to academia. Each may have different priorities, but all are equally important.”
Personal Best
“I first volunteered to present the Junior Achievement financial literacy program to my daughters’ class in 4th grade and have continued for the last 18 years. I’m honored to have been named Volunteer of the Year by local programs in California, Virginia and Florida.”
CARIDAD ”CAREY” VASALLO, CPA, CFE, CVA, CAMS Carey is a partner at VMBG Accounting in Miami. She also serves on the Florida Bar Grievance Committee for the 11th Judicial Circuit Court.
Why Accounting
“While employed by a Weyerhaeuser subsidiary in Houston, Texas that created luxury residential real estate communities, I was matched with the company’s controller during the corporate mentorship process. His passion for the profession, guidance and friendship were keys to my decision to pursue an accounting career.”
New Priorities
“The U.S. Bureau of Labor Statistics predicted that by 2030 the millennial generation will comprise 75% of the U.S. workforce. As a Board, we need to aid in developing strategies to engage young professionals, emphasize educational resources within specialized accounting areas and promote research on technological changes that could impact our workforce or professional standards.”
If I Weren’t a CPA…
“I would be a real estate law attorney, focused on transactional work.”
DISCOVER MORE
Watch FICPA’s new film Leading Florida Together: FICPA Year-in-Review 2020
WATCH ON YOUTUBE
YOUTUBE.COM/FICPAFL
JASON WATKINS, CPA, ACCREDITED AIRPORT EXECUTIVE Jason is enterprise director of finance at Broward County Aviation Authority (Fort Lauderdale-Hollywood International Airport). He and his wife love to travel. They already booked a June 2021 European cruise and are planning their 15th wedding anniversary trip to Kruger National Park, South Africa in 2023.
FICPA Priorities
“I see really talented twenty-somethings working in industry accounting and finance roles and who don’t have the sense of urgency to pursue the CPA designation or engage with the FICPA [as I did at their age]…We’ve got to improve how we reach these professionals so they remain engaged over the long term.”
COVID-19 Business Impacts
“[The Pandemic] has been devastating to the airport industry…passenger declines are exceeding 90%...we’re watching several commercial industry partners struggling to survive. COVID-19 has forced us to dig deeply into contractual agreements and bond resolution to ensure we’re operating in full compliance. It’s also forcing us into tough decisions about the definition of discretionary spend.” Notice of Regular Council Meeting
FICPA OFFICIAL NOTICE
In compliance with Article XI, Section 6 of the FICPA Bylaws, be it known that the regular meeting of the FICPA Council will be held at 9:00 a.m. on Thurs., Sept. 24, 2020, via conference call. In compliance with Article III of the FICPA Bylaws, be it known that the Annual Meeting of the Members will be held at 1:00 p.m. on Thurs., Sept. 24, 2020; held virtually in conjunction with a Town Hall.
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FICPA Chair Spoor’s Guiding Principle: #PEOPLEMATTERMOST
By Jan Dobson, CAE, APR, FICPA sr. communications director
As we were ringing in the 2020 “The opportunity to help others never New Year, few if any of us imaggets better than this,” said Spoor. “Cliined the challenges ahead. “This ents don’t care that their [federal tax] is as stressful a time as any of our return is two months late. They want clients have been through,” reflects to talk about the Paycheck Protection W. Gordon “W.G.” Spoor II, 2020-21 Program and how to pivot in these FICPA Chair of the Board during a times. Many of my clients are successrecent interview. Spoor, one of three ful businesspeople. We have candid partners at St. Petersburg-based CPA conversations about what is working firm Spoor, Bunch, Franz (SBF), says in their businesses, and mine. We that in many ways today is business eventually get around to the numbers as usual at the burgeoning firm. “Our and accounting but being a trusted role is not much different than what advisor is the role I cherish the most it was [before COVID-19]. I want to — and where I bring clients the be my clients’ first phone call. I expect most value.” nothing less than for them to lean on us – before bankers, before attorneys. Knowing that, we had to be prepared; we couldn’t say, we’ll figure this out later. We knew the only acceptable answer for clients is that we will be up to date on the answers — not just me, our team. As the FICPA’s 93rd leader, Spoor is eager to continue the Institute’s success as the voice of Florida CPAs through continuity and legacy. “The past Chairs have done a great job of working together on agendas over multi-year periods. I’m building on what others before me have created,” he explained. “Our leaders and professional staff are what moves the FICPA forward, on behalf of our members.” “W.G. is just the right leader for the FICPA, very humble and effective,” said outgoing FICPA Chair Abby Dupree. “He is masterful at blending diverse opinions into unified action. He understands the needs of the profession and will use that knowledge to guide the FICPA in service to its members.” A self-described servant leader, Spoor says he wants to lead by example, doing the work while building rapport with and empowering others. He admits, “I have to work really, really hard at delegating; often reminding myself that I can’t do all of this alone — and even if I could, I’m not giving others opportunities to advance if I’m not delegating.”
Named after his grandfather Warren Gordon Spoor, W.G. credits many influencers with helping him throughout life, including his deep Christian faith, supportive family and current business partners. The father of two children and son of a CPA, W.G. has gained a great appreciation for the sacrifices required for successfully balancing home and career. “For my entire life, my dad Gordon Spoor owned his CPA firm. He worked very hard professionally while actively helping my mom Chris raise me and my three siblings,” recalls W.G. “He wasn’t just a dad attending our sporting events, my dad often was the team coach. Only later did I come to realize that If Dad was at my soccer game, he was going back to work later that night. He sacrificed a lot for his family and it took a toll on him.” By the time W.G. was in middle school his little boy dreams of being a firefighter or pilot gave way to more realistic career possibilities. “I was big into math, it came naturally. I began to think I wanted to try this accounting thing,” said Spoor. “Fortunately, accounting I and II were offered at my high school. I learned, excelled and got early confirmation of my skills. As I look back, the foundation I got in high school was huge.” Another high school milestone for Spoor was meeting Tiffiny Thompson. The two began dating when Spoor was a senior and Thompson was a junior at another local high school. This year the couple celebrated 20 years of marriage. “We’ve enjoyed a total of 27 years together, more than half of our lives,” marvels Spoor. Central to their successful marriage is focused family time. Says W.G., “Technology is a great tool but it can creep too far into our personal lives. I have the ability to work all the time. That’s not good for me, my health or my family. I take the opportunity to unplug, to be present, with help from the “Eat the frog” time management strategy. I do the hardest things first. I can then unwind and unplug at home instead of thinking about the frog I didn’t complete during work. “During the pandemic crisis, I have worked weekends, adjusting my unwind/unplug practices to keep up with relief measures. I give the same advice to our employees: Don’t have notifications on your phone when a client email comes in at 11 pm — you need downtime. When it comes to serving clients, I think setting expectations is essential. I’ll be there for them always, but I’m not on call for them 24/7.”
W.G. and Tiffiny Spoor’s eldest child is 15-year old Frederick “Tripp” Gordon III (named after his grandfather and great-great-grandfather). Tripp excels at academics and has interests in engineering and cybersecurity. His dream is to one day attend the Massachusetts Institute of Technology. Daughter Delaney is “nine and a half going on 16,” says her dad. “She enjoys cheerleading, dance, singing, gymnastics. Like her mom, Delaney is very social and enjoys interior decorating.” Spoor and wife Tiffiny received undergraduate degrees at Florida State University (FSU). To this day the couple are proud FSU alumni and passionate Seminole sports fans. After graduation and anxious to buy a house, Spoor returned to Tampa. He saved money by living with his parents while working full time and pursuing a master’s degree at night. “If I wasn’t studying for school, I was studying for the CPA exam and working. It was hard and challenging but I wouldn’t change it,” says Spoor. Spoor flirted with different opportunities out of college. “I considered going to work for a Big Four firm or working for my dad. Ultimately, I chose to start with him. I quickly learned that wanting to work for my dad was not a guarantee.” In fact, it was mom Chris who advised W.G. that if he wanted to work for his dad, he’d have to apply
A family-first moment for Tripp, Delaney and dad W.G. Spoor
and interview. “I never interviewed with my dad for my first position with the firm, I interviewed with his partner,” says W.G. “I asked him for his resume,” recalls Gordon Spoor, W.G.’s father. “He said, ‘my what?’ I said, ‘yes, your resume. Go see my partner, go interview.’ And he did.” W.G. was hired as the sixth employee in the St. Petersburg firm. “I ignored W.G. for the first year [at the firm]. He had to earn his street cred. I didn’t want him being ‘the boss’s kid.’ After that year everyone knew that W.G. knew what he was doing. He had earned their respect.” “Joining Dad’s firm was a good decision. I wouldn’t have been doing bank reconciliations for small businesses and providing the variety of other accounting services had I been at a larger firm. My fifth year in, I started working with my dad on the business management side of the firm. By eight years in, I was managing much of our business.” Eventually, through mergers, several small firms became Spoor, Bunch and Franz.
Firm partners enjoy R&R at partner weekend: W.G. & Tiffiny Spoor, Steve & Melissa Bunch, Rich and Erika Franz
“The SBF hashtag #PeopleMatterMost is lived every day...Our sense of family here is way more important than the numbers” — Julie Moore, SBF Tax Manager
Today W.G. Spoor, CPA, PFS, CGMA, along with partners Steve Bunch and Rich Franz manage SBF’s staff of 76 with the philosophy and hashtag that People Matter Most. In May, the Tampa Bay Business Journal recognized SBF as one of Tampa Bay’s best places to work and ranked it the #1 best place to work among large businesses. “I have two awesome partners. Steve Bunch and I became colleagues about four years ago while Rich Franz and I have worked together for 15 of my 23 years in accounting. We all are best friends,” said Spoor. “Both Steve and Rich went the Big Four route before coming back to small firm careers. Our different leadership styles complement each other.”
“It is hard to find someone who loves the CPA profession more than W.G.,” explains Rich Franz. “He never gets rattled. At the end of the day, it’s work. No matter what happens with the firm there’s always tomorrow. The three partners have never had to vote 2-1 on anything, we always achieve consensus.” “Every year the three of us [partners] get out of town together for a week. Around his family W.G. lets down his guard, shows his softer side,” says Steve Bunch. “W.G. is the perfect leader because he completely excels at getting into the process of things. If there’s going to be change in an organization, W.G is perfect to lead it.” “The SBF hashtag #PeopleMatterMost is lived every day,” says SBF Tax Manager Julie Moore, “If you have to leave early for an appointment you can do it. If it’s your grandmother’s birthday, just go.” Administrative Assistant Fontana Seales underscores the firm’s core values adding, “Our sense of family here is way more important than the numbers.” Senior Tax Associate Amy Maltinos is proof of SBF’s family culture. She had a medical episode requiring a fiveday hospital stay, followed by 30 days in a rehabilitation center. “Not a day went by that I did not have coworkers coming to visit, checking in on me, asking how I was doing,” Maltinos said. “It wasn’t because they wanted to know when I was coming back to do my job. They genuinely wanted me to know, ‘we care about you, we are concerned, is there a way that we can help.’ We all matter here.”
For Spoor, knowing the buck stops with him is the most difficult part of being a leader. “I’m a very methodical, logical thinker. I like to think things through. When I make a decision, I’ve made it with all the options considered. It’s hard, the responsibility is on you. If you get it wrong, you impact a lot of people.” Looking ahead for the FICPA, Spoor says, “We have an excellent professional staff and a long history of effective leaders. Financially we’re in a good place. We work really, really hard to provide value at all times. The biggest struggle for the FICPA is that our value proposition is different for different members. Educators, corporate controllers, age, demographics, big firm, small firm…it is difficult to be everything to everyone. “The FICPA Connect Groups are valuable member services, especially now. I read all the pandemic-related posts on these peer-to-peer discussion groups. I like to see what other people are thinking. Most people agree to follow nuanced approaches to COVID19 relief. The FICPA has done a good job being on the cutting edge of providing information as fast as we can. “I hope every member will let us know what we can do to improve. As a membership organization, we are stronger together. Ultimately that’s what helps us. Whatever the next issue is, we are stronger together.”
LEARN MORE ABOUT W.G. SPOOR Watch FICPA’s film Meet W.G. Spoor, FICPA Chair 2020-21, FICPA
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YOUTUBE.COM/FICPAFL
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Addressing the impact of COVID-19
By Christina Brodzik, Co-author
The transition to a new way of working — in the context of a global pandemic with far-reaching societal and economic implications—presents both challenges and opportunities for promoting diversity and fostering inclusion. Before COVID-19, the social and business imperatives for diversity and inclusion (D&I) became increasingly clear, with commitment to and investment in D&I on the rise across corporate America and around the world. Now, in light of COVID-19, it is more important than ever for organizations and individuals to practice inclusive leadership. In this period of heightened uncertainty, a perceived lack of control and the spread of misinformation increases risks of bias, xenophobia, and racism (especially against those of Asian descent) that impact people in the workplace and beyond. At work, ever-changing policies impact individuals in different ways — based on, for example, job classification, socioeconomic status, living situation, family structure, immigration status, or the ease of virtual alternatives to daily work — which can perpetuate inequities in the workplace. Therefore, organizations must take steps now to continue to strengthen diversity and build inclusive cultures in ways unlike ever before — through new communications strategies (internal and external), programs, data collection practices, and interventions that continue the momentum toward a more equitable and just world. And leaders — that is, all of us — must adapt the daily practice of inclusive leadership as well.
HOW ORGANIZATIONS CAN FOSTER INCLUSION AS COVID-19 CHANGES THE WORKPLACE 1 • Fairness and respect. Check with employees — through pulse surveys or mechanisms — to validate that any new policies or guidelines promote equitable treatment of all workers and consider whether workers have equal access to the resources needed to perform jobs. • Value and belonging. Especially given that many workers are remote or working new schedules, implement low-cost, high-impact practices to foster psychological safety, and show appreciation for and recognize workers of all types for their continuous contributions.
Confidence and inspiration.
Create conditions for workers to speak up and confidently make professional concerns and personal needs known. Leveraging the collective brain power of a diverse workforce can help expose policies or behaviors that are unintentionally exclusive. Research shows that inclusive leaders demonstrate six signature traits: commitment, courage, cognizance of bias, curiosity, cultural intelligence, and collaboration. 2 By cultivating and practicing these behaviors, leaders can foster a more inclusive workplace environment in the face of COVID 19 both today and in the long term.
HOW CAN INCLUSIVE LEADERSHIP ADDRESS IMMEDIATE EMPLOYEE NEEDS?
Remain committed to building an
inclusive culture. Due to the origin of the COVID 19 outbreak, Asian communities have been the target of increased racial aggression. Inclusive leaders: • Make support resources available for those impacted by discriminatory or aggressive behavior • Leverage virtual townhalls to reiterate anti discrimination policies and address bias with the facts • Use constructive language and avoid calling COVID 19 by a name that associates the virus with a specific geography or people
Have the courage to hold yourself
and others accountable. This is the time to challenge both status quo practices and new guidelines that might exacerbate D&I challenges within an organization. Inclusive leaders draw on humility to be allies for employees and: • Tell their personal stories to foster transparency, candor, and empathy • Speak up when intolerant language is used in the workplace • Acknowledge policies that aren’t inclusive and take action to improve them
Be cognizant of biases and blind
spots. Employees come from increasingly diverse socioeconomic and ethnic backgrounds. Inclusive leaders use feedback channels (such as internal social media and monitored mailboxes) to avoid personal blind spots and ensure policies are not unintentionally excluding any segment of the workforce.
HOW CAN INCLUSIVE LEADERSHIP SHAPE EVOLVING D&I PRACTICES? Build cultural intelligence. The backlash faced by Asian individuals, communities, and businesses in response to COVID 19 highlights the need for increased cultural intelligence. Inclusive leaders focus on short and long term solutions through trainings and workforce experiences that heighten cultural sensitivity and encourage allyship Be curious and learn throughout the crisis. The COVID 19 crisis is evolving and forcing organizations to constantly adapt. Inclusive leaders will learn from changes that have had a positive impact on the workforce and identify new ways to:
A SPOTLIGHT ON BIAS
As humans, we have bias. These biases — often described as mental shortcuts—allow us to efficiently make judgments and decisions without access to every piece of information. Research has proven that in moments of stress and anxiety, our biases are amplified. In the best of cases, these biases serve as instinctual mechanisms of self-preservation during crisis. But in the workplace, when our minds are distracted, we must be even more careful that our biases do not contribute to inequities or exclusion.
UNCONSCIOUS BIASES TO WATCH OUT FOR IN TIMES OF CRISIS
Affinity bias
We tend to associate with individuals we believe are like us, as opposed to those with whom we do not identify. When working virtually an inclusive leader intentionally seeks talent outside of “go-to” circles for assignments or opportunities.
Confirmation bias
We tend to only consider information that confirms our point of view. Lacking the data one collects from interacting with others physically or casually, inclusive leaders focus on intentionally creating spaces to connect more deeply with colleagues and teams.
Personality error bias
We assume an individual’s behavior is core to their personality, without considering external factors.
The world is facing the same pandemic, but not all situations are equal. Inclusive leaders are cognizant that others may exhibit behavior that is the product of circumstance — not who they are as a person.
