Plante Moran has taken steps over the past two years to pivot from understanding diversity issues to taking action to create an intentionally inclusive culture. This included establishing a Year of Understanding in 2020 followed by a Year of Action in 2021. As part of these efforts, Plante Moran has held events on topics like mental health and global conflicts, created employee resource groups, integrated DEI into performance reviews, and established DEI leadership accountability. Feedback from employees indicates these actions have helped people feel more comfortable and supported in sharing their experiences.

1. Pivoting from understanding to
action: How Plante Moran is creating
an intentional culture of inclusion
Hawzien Gebremedhin
Diversity, Equity & Inclusion Leader
Lou Longo
Diversity, Equity & Inclusion Council Chair

2. Hawzien Gebremedhin
Plante Moran
Diversity, Equity & Inclusion Leader
Speakers
“If not me, then who?”

3. If not me, then who? #TigrayGenocide
TigrayActionCommittee.com

4. Lou Longo
Plante Moran
Diversity, Equity & Inclusion Council Chair
Speakers
“The fish stinks from
the head.”

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6. About Plante Moran
Plante Moran is among the nation’s largest certified public accounting and
business advisory firms. We provide clients with audit, tax, business consulting,
and wealth management services.

7. PlanteMoranlocations & coverage
3,300+
total staff
350+
partners & affiliated entity members
1,200+
number of CPAs
24
offices worldwide
29
languages spoken
1924
year founded

8. Today’s conversation: What toexpect
 Learn how to be more intentional and hold leadership accountable for
creating a “For All” culture where all employees belong, contribute, and
grow.
 Learn how to leverage your employee resource groups (ERGs) to inform
and influence DEI business strategies.
 Learn how to integrate your DEI efforts into employee professional
development and compensation.

9. We knew we needed to
“understand”
before we could move into action.
2020:
A tipping point

10. We want to hear from you:
Where are you in your journey?

11. Year of
Understanding
If you don’t deeply understand the core issues, any
solution will be short-lived.

12. Year of Action
“doing”
Where the Year of Understanding was about “knowing”
more, the Year of Action is about
more.

13. The problemwith “cultural fit”
 Cultural fit perpetuates the status quo

14. We must hold leaders accountable
 Creating an inclusive culture starts at the top

15. We must hold leaders accountablethrough:
 Dedicated leaders in DEI — and C-suite alignment
 Performance metrics
 Financial impact
 Promotion consideration

16. Createsafe spaces for conversations
 Psychologically safe spaces encourage risk and
vulnerability

17. Staff feedback
on Year of Action events
WORLD REFLECTION SESSION
“I’m Ukrainian American, and when the war started, I was already talking
to my team partner about how I was feeling. Clearly, I wasn’t the only
one — and this war wasn’t the only conflict. So, I was glad we had this
forum.
Because no one was required to be on camera, and there wasn’t an
organized panel, I think people — including myself — felt more
comfortable sharing how they were impacted and talking about who they
knew in different parts of the globe.”

18. Staff feedback
on Year of Action events
MENTAL HEALTH SESSION
“I appreciated the tip to ask people how they’re feeling instead of how they’re doing. I’ve done
that with members of my team, and I notice it elicits a different response beyond the typical ‘fine.’
I actually joined the call because I wanted to get other perspectives on where my team members
might be coming from. It’s not always about project work and deadlines. It’s about finding the
comfort zone with your staff and building good connections with them. We’re not robots. We
want to show emotions and treat people the right way, and I think the session showed we can do
that — and in fact, it’s the right thing to do.”

19. Staff empowerment:
ERGs
 Our message to staff: If you don’t see yourself represented,
build an ERG.
 If you have ERGs, what do you think is most interesting or
impactful about them? What feedback have you received?

20. The power of staff resource groups at Plante Moran
Jimmy is the co-founder of Minds of All Kinds:
“In the process of forming this group, I met Tyler who was open about
his autism, and that helped me realize I’m not the only one. Just by
talking to others, I’ve gained more confidence, and I’m not afraid to
share that I’m autistic with the firm now.”

21. Measuring impact
 When more staff begin sharing and thinking in new
ways, it benefits everyone.

22. The power of being yourself at Plante Moran
James, an eight-year staff member, came out as transgender ahead of
our Trans Experience Panel
“It was about visibility versus invisibility. While I didn’t want me being trans to become
the sole defining aspect of who I am at the firm, I took the chance because that was
less important than the longing to be visible. People need to know we exist.
I was proud to be on this panel because if there’s one person at the firm who’s early in
their transition, I want them to know they’re not alone and career paths are open to us.
Building personal connections is the most important way to get other people to see our
humanity.”

23. The power of supportiveleaders at Plante Moran
Kyle, a first-year team partner, on providing safe spaces for Rachel
“As a white, bald, heterosexual man, I don’t sit at
any oppressed corners, but I want everyone on my
team to have the same opportunities and resources
that I’ve had — and that can only happen if people
feel comfortable here.”

24. DEI focus
 Principle of Diversity, Equity, & Inclusion:
It is our intent to uphold the dignity of each staff member.
When each person feels there is a place for them at the firm,
we become a stronger organization. It is, therefore, the shared
responsibility of all staff to acknowledge and embrace
differences, and contribute to creating a shared sense of
belonging among all staff members.

25. Join the conversation

27. hawzien.gebremedhin@plantemoran.com
linkedin.com/in/hawzien
We’d loveto hear fromyou!
lou.longo@plantemoran.com
linkedin.com/in/loulongo2
Hawzien Gebremedhin Lou Longo