december2021 - 19

FEATURE
them: William Louis Campfield, who
became the first black CPA Ph.D. in 1951,
and Larzette Hale, who became the first
woman black CPA Ph.D. in 1955. Among
other achievements, Campfield would
ultimately be the first black accountant
to be inducted (posthumously) into the
American Accounting Association's Hall
of Fame, while Hale would head Utah
State University's school of accountancy
and was the first black person appointed
a regent of the Utah Board of Higher
Education.
* Fifty years after black people first entered the
profession, Elmer J. Whiting Jr. broke another barrier
in 1971 by becoming the first black partner of what
were known at the time as the Big 8 firms. Armed
with an MBA from Case Western University and a
law degree from Cleveland-Marshall College of Law,
he had struggled to get the experience he needed
after college. Finally, he successfully petitioned to
have bookkeeping work counted as valid experience
for CPA licensure and became the first black CPA in
Ohio in 1950. He opened his own successful firm
in Cleveland and became a Big 8 partner when his
practice was purchased by Ernst & Ernst.
Those are just a few of the leaders and role
models recognized during the black CPA Centennial.
In addition, many others - such as organizations
whose everyday missions support and promote
the advancement of black CPAs, as well as numerous
state CPA societies - have robust initiatives
to improve the profession's diversity, equity, and
inclusion (DEI).
CELEBRATING THE PROGRESS
The yearlong anniversary campaign culminated
with a special virtual celebration event in November
to honor the past, celebrate the achievements, and
build on the future of the black CPA community. It
also highlighted the outstanding black CPAs chosen
for the inaugural 40 Under 40 Black CPA Award.
The event featured inspiring stories of some
of the first black CPAs and highlighted unique
programs that support aspiring black CPAs.
Proceeds from the virtual celebration and
donations from individuals and organizations are
being directed to the black CPA Centennial Fund,
which was established earlier this year to support
national scholarships and other programs to assist
black individuals interested in pursuing the CPA
credential. The campaign's organizing partners
plan to disperse during 2022 the funds collected
with the goal to support programs that provide black
accounting students and young professionals with
access to training and job opportunities, mentors,
and financial assistance for expenses related to
becoming a CPA.
BUILDING THE FUTURE
The first 100 years of black CPAs tell a story of
determination and inspiration. However, despite the
tenacious work of these individuals and organizations,
the percentage of black CPAs in the profession
is still far too low. Significant progress is needed.
In addition to honoring
trailblazing black CPAs, the
articles in this series have also
focused on advice for firms and
other employers that want to
recruit, retain, and advance
more black CPAs. Some of the
recommendations are to:
* Introduce black students to
the opportunities available in
the profession. Given the small
percentage of black CPAs, it is
less likely that black students
will grow up knowing CPAs and
learning about what they do. CPAs can
begin by doing presentations that introduce
the profession to elementary and
high schools with minority populations.
* Improve the number of black CPAs
teaching accounting. Students are more
likely to be drawn to classrooms and
careers if related courses are taught by
people who look like them.
* Expand the recruiting horizon. Consider
stepping up recruiting efforts at Historically
Black Colleges and Universities.
* Focus on advancing more role models.
black students and young professionals may choose
other careers if they cannot envision themselves
being successful in the profession. They may also
feel more included at a firm that clearly welcomes
and supports black professionals.
* Understand the financial and other hurdles that
black students may experience. For example, some
may need to juggle one or more jobs to finance
school and the cost of preparing for the Uniform
CPA Examination. In hiring and attempting to retain
black professionals, employers should be aware of the
impact that their financial situation may have on their
academic background and ability to become certified.
* Make sure that black professionals have the same
opportunities to grow. Be intentional about assigning
them sponsors, mentors, and stretch assignments.
For any of these steps to succeed, employers
must make diversity, equity, and inclusion a strategic
priority. DEI must have strong support from firm
leadership and be recognized as a critical strategic
initiative that will broaden the firm's perspective,
offer recruiting and retention advantages, and
appeal to clients seeking to work with an organization
that mirrors society. Building on the excitement
of the Black CPA Centennial celebration and the
inspiration of the people and organizations featured
this past year, firm leaders can make real change.
The Black CPA Centennial was a yearlong effort
to honor, celebrate, and build upon the progress
black CPAs have made in shaping the accounting
profession. The celebration was a collaborative
effort of the AICPA, Diverse Organization of Firms,
Illinois CPA Society, National Association of Black
Accountants, and National Society of Black CPAs. ■
Anita Dennis is a freelance writer based in New Jersey.
DECEMBER 2021 ■ www.CPAPracticeAdvisor.com
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december2021

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