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DEI goes into stealth mode

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Diversity, equity and inclusion is on the chopping block at accounting firms.

In a February media flurry, big firms like Deloitte and KPMG said they were scrapping their DEI goals and initiatives amid the current political landscape. Deloitte US dropped its DEI programs and asked its employees working on government contracts to remove gender pronouns from their email signatures. KPMG deleted the annual “transparency reports” that it has published since 2020 that detail its efforts to increase representation of women and minorities within the organization. 

As big firms pull back, and presumably more firms quietly do the same, it can be easy to assume that this is the end of DEI as we know it. But things may not be as bleak as they seem, some leaders say. 

“You have to look at the profession through a number of different lenses to really understand the impact,” said Jina Etienne, CEO of Etienne Consulting.

Hiding spying concept

Staying the course, quietly

The wave of pullbacks — in the accounting profession and across broader corporate America — followed numerous executive orders issued by the Trump administration, including one order stating that the U.S. government would only recognize two sexes in all official documents and messaging, and mandating that “federal funds shall not be used to promote gender ideology” and government agencies should “ensure grant funds do not promote gender ideology.” 

In particular, firms that are government contractors, or firms with clients who are federal contractors, risk losing their funding by keeping their “noncompliant” DEI programs up and running. 

“Organizations probably can’t really boast about what they are doing anymore,” said Crystal Cooke, director of diversity and inclusion at the American Institute of CPAs. “It’s not in their benefit if they’re trying to protect the people in their workplace, because if they make too much noise that makes them a target.”

“I hear a lot about people saying, ‘Why isn’t everyone being loud and proud?'” Cooke continued. “I feel you don’t have to be loud and proud to show your actions and how you support this. If you still see that organization doing things that support programming, if the people who work there feel like they are still being supported, then they are achieving their goals. We can’t always shout things from the rooftops, especially in this environment, because we just don’t know how it’ll affect people who could be impacted. But that doesn’t mean the work’s not being done.”

Accounting is a risk-averse profession by nature. Firms may not want to expose themselves to the reputational risk, or the possibility of losing clients, by publicizing their DEI efforts.

“As accountants, predominantly in public accounting, you have to stay under the radar. We do not want to attract attention to ourselves and give rise to questioning the quality, the independence,” Etienne said. “The assurance work that we do will no longer feel like assurance if we were under attack.”

Many firms, Etienne speculates, will minimize the publicity surrounding their DEI programs while still maintaining them internally. Some firms may drop the name “DEI” and swap it for less politicized language such as “culture,” “inclusion,” “wellbeing” and “belonging.” 

“The letters in a sequence D-E-I have become a word. That word has a meaning. It is so much more complex and nuanced than that,” Etienne said. “I’ve always struggled with and invited clients to decouple the terms and really think about the body of work that is behind diversity, equity and inclusion because they’re distinctly different things.” 

“But everyone is responding to ‘DEI,’ which the term now has been co-opted,” she continued. “It has been co-opted to mean reverse discrimination — that people who are not qualified for jobs are getting jobs, and people who should have jobs don’t have those jobs — and it’s all coded for race.”

The silver lining

Accounting firms have a strong impetus to keep their DEI programs active. Amid the profession’s ongoing talent crisis — with fewer students studying accounting, fewer earning their CPA license and even fewer staying in the profession until they make partner — DEI taps into under-recruited demographics and, thus, expands the talent pool. DEI is also crucial when it comes to retaining talent, especially young people.

(Read more: What can small firms do about DEI?)

“I think firms are kind of caught between a rock and a hard place because clients are looking at this and they don’t want to alienate clients,” said Jennifer Harrity-Cantero, ESG and sustainability director at Top 100 Firm Sensiba. “But the accounting world over the last few years has really seen what DEI can do for employee satisfaction, for lowering turnover rates, for employee engagement — and that is something that is hugely valuable to accounting firms.”

DEI improves the bottom line, research shows. Companies in the the top quartile for gender diversity on executive teams are 25% more likely to have above-average profitability than companies in the bottom quartile, and companies in the top quartile for ethnic and cultural diversity outperformed by 36% in profitability, according to McKinsey.

Etienne sees an unexpected silver lining in the crackdown on DEI. In the past, she sensed an aspect of performative activism fueling firms’ DEI efforts. Following the murder of George Floyd by Minneapolis police in 2020, corporate America renewed its commitments to DEI initiatives, such as implementing diverse recruitment practices, increasing pay equity, establishing employee resource groups, and hosting trainings on topics such as unconscious bias and microaggressions. 

But in her work as a consultant, she has found, “Many leaders felt that the demonstration and the evidence of their commitment is the fact that they’re talking to me right now. ‘Yeah, I’ve hired you. How much more committed can I be?'” she said. “So I don’t think there was a deep understanding, or an interest in having a deep understanding, of how DEI is already woven into the ecosystem of an organization. It touches everything. But they didn’t want to do that.”

By removing the social reward of championing DEI, Etienne explained, “We can all stop patting ourselves on the back and putting pretty words on the website and saying, ‘Yay, yay, yay,’ and we can do the work.”

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Accounting

FASB Standardizes Carbon Offsets Accounting Rules

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FASB Standardizes Carbon Offsets Accounting Rules

In a decisive move toward standardized environmental financial reporting, accounting standards boards issued updated implementation guidance during the week ending July 25, 2026, regarding the formal recognition and valuation of corporate carbon offsets and environmental credits. The revised frameworks establish precise rules for how enterprises must measure, record, and disclose carbon credits on balance sheets, eliminating years of inconsistent reporting practices across public capital markets.

Under the finalized accounting standard, purchased carbon offsets can no longer be categorized under vague administrative expenses or unstandardized intangible asset accounts. Instead, organizations must classify environmental credits based on underlying operational intent—distinguishing between credits held for immediate compliance compliance obligations, long-term offset obligations, or active market trading. Furthermore, companies are required to evaluate carbon holdings for fair value impairment at the end of each reporting period, ensuring that depreciated or low-quality environmental credits do not distort corporate asset values.

The standardized rules carry significant implications for corporate audit committees and chief accounting officers. External audit firms are implementing rigorous verification protocols to validate the physical legitimacy, legal ownership, and scientific permanence of carbon credits claimed on balance sheets. Inaccurate or overstated carbon accounting claims now carry substantial financial litigation risk, alongside potential regulatory enforcement for misleading ESG disclosures.

To remain fully compliant, corporate accounting departments must establish centralized carbon tracking systems integrated into primary standard ERP ledgers. Accounting teams that proactively adopt standardized environmental reporting protocols will build investor credibility, streamline annual audit processes, and insulate their organizations against evolving regulatory scrutiny.

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Accounting

Automated Tax Compliance Tools Reduce Risk

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Automated Tax Compliance Tools Reduce Risk

Corporate tax departments reached a critical juncture in automated operational management. With nations worldwide rapidly enacting digital service taxes, localized value-added tax (VAT) mandates, and real-time electronic invoicing requirements, manual tax calculations have become obsolete. Modern corporate tax divisions are aggressively deploying AI-driven tax engine software to automate complex cross-border indirect tax calculations in real time.

The imperative for automated tax compliance stems from the sheer complexity of current trade policies and multi-jurisdictional commerce. E-commerce platforms, software vendors, and global manufacturers face constantly changing regional tax rates, statutory exemption rules, and cross-border tariff structures. Automated tax engines embed directly into enterprise enterprise resource planning (ERP) architectures, automatically applying correct tax codes at the point of sale, calculating real-time withholding amounts, and generating compliant e-invoices.

Automated audit trail generation represents another key advantage of modern tax tech integration. Advanced compliance platforms log every transactional tax determination on immutable digital ledgers, providing tax authorities with transparent, self-verifying audit trails. This capability drastically reduces the operational duration and administrative cost of corporate tax audits, protecting enterprises against severe penalties resulting from calculation errors or missed reporting deadlines.

For chief financial officers and tax directors, investing in automated tax compliance is a vital operational risk mitigation strategy. Automating routine tax calculations frees high-level accounting professionals to focus on strategic tax planning, transfer pricing optimization, and risk management in an increasingly complex global economic environment.

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Accounting

Continuous Auditing Transforms Corporate ERPs

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continuous auditing transforms corporate erps

As corporate accounting departments cross the threshold into late July 2026, the adoption of continuous, automated auditing systems has reached a definitive turning point. Driven by advances in artificial intelligence and deep integration with modern Enterprise Resource Planning (ERP) platforms, leading finance organizations are moving away from traditional, periodic post-hoc audits in favor of real-time, 100% transactional verification. This technological transition is redefining internal control environments, reducing compliance costs, and eliminating the structural delays inherent in legacy quarterly closing processes.

Unlike traditional auditing frameworks that rely on statistical sampling—a process that inevitably leaves operational blind spots—continuous auditing software monitors operational data feeds continuously. Every purchase order, electronic invoice, payroll disbursement, and cross-border wire transfer is automatically cross-referenced against established corporate governance parameters, regulatory tax schedules, and anti-fraud algorithms in real time. Anomalies or unauthorized ledger entries are flagged instantly, allowing internal audit teams to investigate and remediate compliance gaps immediately rather than months after the close of a financial period.

The implications for executive financial management are far-reaching. By embedding continuous verification directly into daily transaction workflows, chief financial officers gain uninterrupted visibility into the organization’s true financial standing. Real-time balance sheet auditing eliminates the severe operational bottlenecks associated with month-end and quarter-end financial reconciliations, freeing accounting professionals to focus on strategic financial modeling, tax planning, and capital allocation rather than manual data entry and spreadsheet consolidation.

However, implementing continuous auditing requires accounting leadership to invest heavily in data governance and technical upskilling. Internal audit teams must evolve from manual ledger reviewers into system architects capable of auditing complex algorithms and validating automated data pipelines. Accounting firms and corporate controllers that master continuous auditing will establish a resilient compliance framework capable of meeting stringent international regulatory standards with total transparency.

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