Part of Kreischer Miller’s stated mission is to create a culture and an environment where all team members are able to work at peak performance, grow intellectually, and have the ability to realize their professional and personal goals. Key to fostering that culture is treating everyone with respect and acknowledging that diversity of backgrounds, ideas, and opinions makes us stronger as a firm and as individuals. It also enables us to provide more well-rounded advice and guidance to our clients.
For the past several years we have taken an increasingly active role in fostering diversity and inclusion at Kreischer Miller through a number of internal efforts as well as participation in various initiatives in the accounting industry. As part of our commitment, in 2020 we formally created a Diversity, Equity, and Inclusion (DEI) Council comprised of team members at all levels, including executive sponsorship.
Learn more about our commitment to diversity, equity, and inclusion – both within Kreischer Miller as well as in the accounting profession.
The mission of our DEI Council is to continue to foster a workplace culture of belonging by creating awareness for better understanding so the firm is welcoming and inclusive of all cultures and backgrounds.
We achieve this through:
Kreischer Miller’s formal women’s initiative – RISE (Retain, Invest, Support, Empower) – focuses on connecting, elevating, and developing women in the firm. To achieve these objectives, we offer professional and personal networking opportunities and events on a monthly basis. The majority of the firm’s female team members participate in RISE initiatives. Through RISE, we have also introduced such family-friendly programs as Core Hours, Alternative Work Arrangements, and a generous parental leave policy.
Kreischer Miller joined the CEO Action for Diversity & Inclusion in 2020. The CEO Action for Diversity & Inclusion is the largest CEO-driven business commitment to advance diversity and inclusion in the workplace. Recognizing that change starts at the executive level, more than 1,600 CEOs of the world’s leading companies and business organizations are leveraging their individual and collective voices by taking the CEO pledge.
The CEO pledge outlines a specific set of actions that CEOs will take to cultivate a trusting environment where all ideas are welcomed, and employees feel comfortable and empowered to have discussions about diversity and inclusion. These actions include:
The American Institute for Certified Public Accountants (AICPA) is a leading advocate for diversity and inclusion, offering tools and resources for public accounting firms to enhance their efforts in this area. Among these tools is the Accounting Inclusion Maturity Model (AIMM), which helps firms track and rate their diversity and inclusion efforts. The AIMM assessment tool measures four key areas: Workplace Culture, Workforce (People), Marketplace (Clients), and Suppliers & Community.
Kreischer Miller has utilized the AIMM assessment tool to identify areas that are working well, as well as areas for improvement. As a result of this process, the firm implemented a number of new initiatives, including an evaluation of our suppliers and our new hire recruiting sources to ensure that we are working with organizations that also prioritize diversity and inclusion and that we are seeking new employees with diverse backgrounds. We have also implemented new processes, procedures, and formal training to promote diversity and inclusion within the firm.
Kreischer Miller was an inaugural co-sponsor of the AICPA’s George Willie Ethnically Diverse Student Scholarship & Internship Program. Only five firms in the United States were selected to participate, and the co-sponsoring firms were selected based on several eligibility requirements including an ability to demonstrate the infrastructure, commitment, and innovation in embracing diversity and inclusion in the firm. It is intended to connect participating firms with promising accounting majors of ethnically diverse backgrounds.
Firms participating in the program serve as the entry point for students to practical experience and exposure to public accounting firms – both critical success factors in increasing ethnic diversity in the CPA profession.
Kreischer Miller has partnered with the Pennsylvania Institute of Certified Public Accountants (PICPA) as one of only two firms in the state of Pennsylvania to participate in the PICPA’s Diversity & Inclusion program. Kreischer Miller’s Director of Talent Acquisition, Kristin Seeger, is a current member of PICPA’s Diversity & Inclusion Advisory Board.
The mission of the PICPA’s Diversity & Inclusion Program is to move past “diversity talk” and to take thoughtful and purposeful steps toward creating and implementing a diversity and inclusion strategy that is impactful. As a firm, we are invested in this initiative and have formed a cross-functional team to offer varying perspectives.
Through the support of the PICPA, Kreischer Miller received and conducted training on diversity and inclusion, participates in recruiting activities and events geared toward minority students, and developed policies and procedures that clearly communicate our strategic focus on diversity and inclusion.
In 2020, we created the Kreischer Miller Scholarship for Diversity in Accounting at West Chester University. This scholarship serves as a reflection of Kreischer Miller’s commitment to fostering diversity and inclusion in the accounting profession.
Equal Employment Opportunity Policy
It is Kreischer Miller’s policy to provide equal employment opportunity to all qualified employees and qualified applicants for employment without regard to race, color, religion, sex, sexual orientation, national origin, age, marital status, or physical or mental handicap. This policy applies to all the terms and conditions of employment including, but not limited to, hiring, placement, training, compensation, transfer, promotion, leave of absence, termination, layoff and recall.
The firm considers the implementation and monitoring of this Equal Employment Opportunity Policy to be an important part of each supervisor’s responsibility. The Administrative Director will inform all employees of the policy and shall take positive steps in an effort to seek adherence to the policy by all employees within the spheres of their responsibilities. The failure of any employee to comply fully with the policy will be grounds for discipline up to and including discharge.