Inclusion & Diversity

Onward to an Inclusive Culture

Living our core values means doing the work necessary to be an anti-racist firm and create a culture where everyone feels like they belong.

A letter from chairman and chief executive officer Eric Miles:

I’m proud to observe the progress we made since I stepped into my role as CEO of Moss Adams in April 2022. Our commitment to fostering an inclusive and diverse culture where everyone feels like they belong isn’t new—it’s been a core value of our firm for decades. In 2020, however, we committed to being an anti-racist firm, and every year since we’ve held ourselves accountable to making this goal a reality.

2022 was no different. We established our inclusion & diversity (I&D) governance framework to embed our priorities into the foundation of our firm—from new hire I&D onboarding sessions to the partner scorecards that evaluate our leaders for their engagement in our I&D efforts.

Don’t just take my word. Our 2022 I&D report demonstrates our focus with stories and data on the progress made against our 5 Bold Commitments:

  • Foster a greater sense of belonging
  • Have representation of diverse talent at all levels
  • Instill accountability and transparency on I&D efforts
  • Build equitable structures, processes, and practices
  • Invest in our communities

Highlights of our progress follow.

Progress Within Our Firm

  • Awareness, or what we know. We continue to collaborate with our business resource groups (BRG) to centralize I&D programming and cultural celebrations into the foundation of our firm. This supports visibility and education firmwide.
  • Action, or what we do. We introduced I&D onboarding sessions for new hires, established Juneteenth as a firm holiday, and rolled out new options for our people to self-identify as part of the LGBTQ+ community. At Moss Adams, engaging with our culture of belonging begins early and continues throughout the trajectory of your career.
  • Accountability, or what we deliver. Our I&D governance framework simplifies and standardizes our processes across the firm, and it centralizes our I&D work at the core of everything we do.

Progress Within Our Profession

  • Pipeline. We’re doing our part to develop a diverse candidate pool in our industry with several campus recruiting programs, scholarships, and internships. These programs help us cultivate the next generation of professionals.
  • Partnerships. We continue to support the PhD Project, the mission of which is to increase diversity in business school faculty. We actively work with diversity organizations such as the National Association of Black Accountants, Inc. (NABA), Association of Latino Professionals for America (ALPFA), Ascend, and Out & Equal to connect with students and professionals interested in a professional services career.

Progress is worth celebrating, but we’re always looking ahead. We’re taking substantive action to address systemic racism within the firm and beyond, and we’ll continue to work toward equity on behalf of all historically underrepresented communities.

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.


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

Lillian Chen, Partner
Steve Fineberg, Partner
Lewis R. Fisher, Partner
Dave Follet, President and Chief Operating Officer
Dena Herbolich, Partner
Rob McGhee, Partner
Eric Miles, Chairman and Chief Executive Officer
Tasha Repp, Partner
Jordan Whitten, Partner
Lu Zhang, Managing Director