Inclusion & Diversity

Shaping a Diverse Culture of Inclusion

We strive to explicitly live our core values, doing the work necessary to be an anti-racist firm and create an inclusive culture where everyone feels like they belong.

A letter from chairman and chief executive officer Eric Miles:

As of April 1, 2022, I stepped into my new role as CEO of Moss Adams. This change in leadership won’t mean a change in focus when it comes to inclusion and diversity. Being an anti-racist firm and explicitly living our core values will continue to be cornerstones of our firm strategy moving forward.

Accomplishing this means we’re deliberate and explicit both internally and externally as to our values and our anti-racist stance. We also need to take substantive action to address systemic racism within the firm and work to influence the broader communities in which we live. We’ve been a leader in working toward gender equality, with many firms seeking our advice on making similar progress, and now we’ll strive to recreate this success on behalf of all historically underrepresented communities.

Our 2021 report presents stories and data on the progress we made against our 5 Bold Actions: Be a more inclusive firm, enhance programming and training, host listening sessions, hold our partners accountable, and hold our people accountable. Highlights include:

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).
  • 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 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.

I don’t see us as ever truly arriving at an end to our efforts, but rather continuing to evolve alongside our communities and our people. We’ll listen, assess, and pivot as needed to foster an inclusive and diverse culture where everyone feels like they belong. We have a great foundation to work from, and I look forward to what we’ll accomplish in the years ahead.


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
Lillian Chen, Partner
Steve Fineberg, Partner
Lewis R. Fisher, Partner
Dave Follet, President and Chief Operating Officer
Dena Herbolich, Partner
Eric Miles, Chairman and Chief Executive Officer
Tasha Repp, Partner
Kinman Tong, Partner
Jordan Whitten, Partner