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As a firm, we’ll move forward together with a fresh, honest dialogue combined with concrete and comprehensive action.
I can be me at Crowe
The best way we can embrace diversity, equity, and inclusion as a firm is to make a commitment at the very top levels of our organization – which is why we created the Bold Ambition Council. The BAC sets the strategy and direction for all our diversity efforts and includes members of our executive team and partners across all business units.
We also support CEO Action for Diversity & Inclusion, a fellowship of 1600+ national and global organizations that fights racial inequities through changing existing public and corporate policies or creating new policies. Crowe managing director Aaron Reyes represents our firm as part of the CEO Action for Racial Equity fellowship, which works to find solutions to systemic racism through economic empowerment, education, healthcare, and public safety.
Our team members’ diverse voices, backgrounds, perspectives, and experiences shape the way we do business. At Crowe, our BRGs offer employees both a sounding board and a microphone – but they also offer connection. Membership in any BRG is open to all, so our people can learn from one another’s lived experiences.
– Katie Hamada, Chief People Officer
Our business resource groups, or BRGs, are an extension of the makeup of our firm. Our BRGs are designed to create a sense of community and provide a way for employees to network and support each other, seek advice, and promote inclusion. Our BRGs are open to all team members, regardless of race or gender.
The African American BRG creates a community within a community, contributing to professional development and retention while encouraging diverse thinking, creating diverse opportunities, and increasing visibility both inside and outside the firm.
The Asian BRG works to network, develop, grow, and retain Asian leaders, helping Crowe to be an employer of choice among the Asian community. It strives to celebrate its people and culture, educate members and others, and connect with others.
The Latino BRG helps grow and retain Latinos, offering a space for those with similar backgrounds to discuss challenges and opportunities, helping them find the comfort, comradery, and belonging they need to succeed in their Crowe career.
The Pride BRG works to reflect the diverse environments of our firm, our clients, and our community. Through support, education, and networking, it helps to create a culture of care, respect, belonging, and trust for LGBTQ+ individuals and allies.
The Young Professionals BRG engages, educates, and empowers young professionals using connections and networking, both inside and outside of our organization, through mentorship groups, volunteering, and professional development.
Women Leading @ Crowe enables women across the firm to reach their full potential, offering programming to inspire, grow, 并连接我们的当前和未来的领导人. It advances women's development through workshops, discussions, and mentoring.
As a firm, we’ve begun a series of open and frank conversations to help us move forward together as a team. These calls are internally focused, allowing for honest dialogue led by our executive team and diversity leaders. But we know we can’t make a true impact unless we reach beyond our walls and engage in diversity efforts that affect our profession, our future leaders, and our communities.
Our diversity efforts don’t stop at our front doors, because thriving communities are what build and fuel thriving businesses.
We take our commitment to community seriously, and support the communities where we work and live, as well as national organizations that improve communities across the country.
For example, one of our BRG Days of Service raised almost $15,000 for the Boys & Girls Clubs of America. Plus, more than 120 employees recorded themselves reading children’s books for Club members ages 6-9.
A key to retaining top talent is to make sure they both see themselves reflected in our organization and have opportunities to make truly meaningful connections.
Our mentorship and sponsorship program operates through the BRGs to pair professionals at various stages in their Crowe careers with senior leaders across the firm.
Specifically, the Crowe Journey Program engages directly with summer interns who represent the most underrepresented groups in our firm and in our profession and has generated a nearly 96% offer acceptance rate.
Our one-of-a-kind recruiting program with historically black colleges and universities (HBCUs) brings Crowe right to the college campus, engaging students throughout their college career.
By offering an internship-to-employment pipeline with mentorship along the way, we both spotlight our field and highlight all the ways students can find a career at Crowe.
First held at Florida Agricultural and Mechanical University (FAMU), this program is being expanded to other campuses nationwide.
Our supplier diversity program is an essential part of our overall strategy, mission, and core values. Our procurement efforts reflect this, and we expect the same with our suppliers.
That’s why we support and commit to diverse suppliers – companies that are at least 51% owned, operated, and controlled by minorities, women, veterans, LGBTQ people, and persons with disabilities.
Grounded in diversity, our culture is supported by the relationships we cultivate with suppliers. Join us by becoming a Crowe supplier.
“As the chair of the National Association of Black Accountants (NABA), I see the successes and challenges in our industry, and actively use that knowledge to bring new ideas to the table. We’re definitely seeing a lot of firms look for new ways to move the needle, and I’m appreciative of how everyone is working together to figure out a new path forward.”
– Herschel Frierson, NABA Chair and Crowe Executive BRG Leader
We encourage our team to participate in an array of multicultural conferences. We also support the following organizations, as well as STEM-related programs (science, technology, engineering, and math), on a firmwide level.
This article from Crowe Global's The Art of Smart series reflects on how the DE&I journey at Crowe has affected the business.
While we’ve made a commitment to the diversity, equity, and inclusion journey, we recognize it’s just that – a journey. And we know we’re not where we want to be. But we are committed to doing better in the future, because we know DE&I is important to our people, our profession, and our society – it matters. It’s our duty to make sure that Crowe does everything we can to uphold and live out principles of anti-racism in everything we do; to be a place where all people can thrive, and to support the ongoing fight for social justice in any way we can. We will continue to communicate transparently about our learning and actions moving forward, and we invite your comments, questions, and suggestions along the way.
Equal employment opportunity and prohibited discrimination at Crowe
In order to provide equal employment opportunities to all individuals, employment decisions at Crowe LLP and its subsidiaries are based on an assessment of the individual’s merits, qualifications, and abilities. Employment decisions are not based on or affected by an applicant’s or employee’s race, color, religion, sex, sexual orientation, gender identity, gender expression, national origin, natural hair style (including afros, braids, locks, twists, or hair texture), or any hairstyle that is inextricably intertwined with or closely associated with race or sincerely held established religious beliefs, ancestry, citizenship, age, marital status, military status, veteran status, physical or mental disability or handicap, genetic information, or any other characteristic protected by law. Crowe also will make reasonable accommodations, as required by law, for qualified individuals with disabilities unless doing so would result in an undue hardship. Crowe is committed to providing a work environment that is free of all forms of unlawful discrimination, intimidation, and harassment. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, discharge, leaves of absence, and access to benefits, training, and continuing education.
