Diversity: attracting retaining tax professionals

Attracting minorities to an organization must start with a commitment from the top of the organization to modify the hiring process. Diversity requires vision, effort, and perseverance. The following guidelines must be addressed by organizations trying to diversify their tax department: 1. evaluate...

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Bibliographic Details
Published in:Tax Executive 2003-09, Vol.55 (5), p.376
Main Authors: Nash, Shannon King, Hamilton, Wayne A.S
Format: Article
Language:English
Subjects:
Best practice
Corporate objectives
Demographics
Diversity training
Employee recruitment
Guidelines
Hiring
Historically Black Colleges & Universities
Management
Mentors
Personality
Professionals
Retention
Sexual orientation
Tax consultants
Tax services
Workforce
Workplace multiculturalism
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Summary:Attracting minorities to an organization must start with a commitment from the top of the organization to modify the hiring process. Diversity requires vision, effort, and perseverance. The following guidelines must be addressed by organizations trying to diversify their tax department: 1. evaluate demographics, 2. evaluate hiring practices, 3. identify where minorities are in the organization, 4. assess attractiveness to minorities, 5. define the target "pool," 6. identify the "personality," 7. locate sources for the target "pool," 8. advertise to the target pool, and 9. establish mentors early on. To successfully develop talent, organizations must take steps to ensure that their employees have access to resources that will develop both their technical and "soft" skills. The following areas require attention to increase the probability that minority tax professionals will want to stay in the department or organization: 1. compensation, 2. performance management, 3. mentoring, 4. growth opportunity, 5. professional networking, and 6. department integration.
ISSN:0040-0025