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Inclusion & Diversity2021 ANNUAL REPORT
FAREWELLFROM CHRIS SCHMIDTCONTENTSMoss Adams has a long history of striving for a trulyinclusive workplace. The tragic murder of George Floyd inthe summer of 2020 pushed me, alongside our leadershipteam, to reconsider many issues related to inclusionand diversity: racism, bias, privilege, and discrimination.From that moment on, Moss Adams committed tobeing an anti-racist firm and recognized that we needto take explicit action to effect positive change in ourcommunities.In 2021, we committed to 5 Bold Actions in pursuit ofthis goal. In this report, you’ll find stories and data on theprogress we made against these efforts, organized in ourframework of awareness, action, and accountability. You’llnote a few highlights in particular: Our 2021 Inclusion Series covered anti-racism,unconscious bias, belonging, and allyship. In the spirit of inclusion, our 2021 Word of the Year, wefocused our fourth annual Giving Tuesday campaign onbusiness resource group (BRG)-selected organizations.It was our biggest giving event to date, setting newrecords for participation and donations. We redefined partner expectations to include activeengagement in our inclusion & diversity (I&D) initiatives,charging our leaders with the responsibility toreinforce our inclusive culture.Chris SchmidtCHAIRMAN AND CEOOUR 2025 STRATEGY 035 BOLD ACTIONS 04Awareness 05OUR PEOPLE 06DEVELOPING TALENT 07SHARING WHAT WE LEARNED 08Action 09ATTRACTING DIVERSE TALENT 10RETAINING TALENT 12BUSINESS RESOURCE GROUPS 13GIVING TUESDAY 14ADVANCING TALENT 15Accountability 16ACCOUNTABLE TO OUR PEOPLE 17AWARDS 18LEADING BY EXAMPLE 19FROM CEO-ELECT ERIC MILES 20Appendix 21It’s been my honor to lead a firm that embraces our I&Dgoals and understands the importance of living our values.I’m proud of all that we accomplished at Moss Adams, bothin 2021 and during my nine-year term, and I’m optimisticabout our opportunities to improve as we look to thefuture.MOSS ADAMS Inclusion & Diversity—2021 Annual Report02
OUR 2025STRATEGYWe recognize racial injustice is all aroundus, and the roots go deep. Moss Adams iscommitted to being part of the solution as ananti-racist firm.“The firm’s I&D board keeps Moss Adamsaccountable to everything we developon racial equity—within our firm andour communities. We continue to belaser-focused on enhancing our efforts tocreate a culture of belonging in our workand across the firm.”Kinman Tong, partner and I&D board member, San FranciscoTo achieve our goal, our I&D board introducedour 2025 Inclusion & Diversity Strategy to drivedecision making, goal setting, and accountabilityfor our I&D efforts. This includes our 5 BoldActions for 2021.2021 INCLUSION & DIVERSITY BOARDThe I&D board formulates and executes our I&Dstrategy while overseeing efforts to promotebelonging at the firm through programs thatinclude our BRGs, recruiting, and training. Theboard promotes accountability for I&D effortsat all levels of the firm, and ensures stakeholdersstay connected for effective collaboration.In 2020, CEO Chris Schmidt joined as theboard chair to accelerate change by connectingintentional action with the firm’s strategy.MOSS ADAMS Inclusion & Diversity—2021 Annual Report“The steps we take now will help createa place where everyone feels welcomeand valued. Moss Adams will be a placewhere all team members feel supportedwith opportunities to advance theircareers. There’s no question in my mindthat we’ll achieve our mission to create aculture of belonging.”Jen Wyne, HR executive director, Seattle03
5 BOLD ACTIONS“Moss Adams really takes steps todrive conversations about diversityand its impact on our firm’s future.Things won’t change overnight, butthe firm is true to their word to makesure inclusion and diversity is oneveryone’s mind.”In 2020, we applied our learnings aroundinclusion and diversity to create a strategicplan to accelerate our activities. This led toour five-year I&D roadmap and the creationof our 5 Bold Actions for 2021.Maria Reyes, senior, FresnoAs the year progressed, we made updates tobetter define our efforts and strengthen ourdelivery. Below, you’ll see how we performed at aglance. More detailed information is available onpages 7 and 19.12345BE A MOREINCLUSIVE FIRMENHANCE PROGRAMMING& TRAININGSHOST LISTENINGSESSIONSHOLD OUR PARTNERSACCOUNTABLEHOLD OUR PEOPLEACCOUNTABLECEO Chris Schmidt’s 2021Word of the Year wasinclusion. This set a tonefrom the top, guiding how weinteract with each other andapproach our work.We updated requiredlearning like our Moss AdamsUniversity programs to helpeliminate bias and promoteequity for underrepresentedcommunities. We also hostedfirmwide inclusion trainingsthroughout the year.We hosted severallistening sessions withour underrepresentedteam members to betterunderstand their experiences.The feedback and insightsshared will inform our I&Dstrategy.Firm leaders must live withinour values. We updatedour evaluation process andintroduced the PartnerInclusion & DiversityFramework to hold partnersaccountable.All employees share theresponsibility of creatingan inclusive culture. Workis underway to revisethe Career DevelopmentFramework (CDF) andcompetencies to identifyinclusive behaviorexpectations at each level.MOSS ADAMS Inclusion & Diversity—2021 Annual Report04
/ AwarenessAwarenessWhat we know.Being open to learning and growth is thefoundation for an inclusive culture. Doing the workto build awareness individually and as a firm was amajor focus in 2021, and it’s an important step incultural change.05
/ AwarenessOUR PEOPLEWe believe representation matters. Bringingtogether people with different backgroundsand perspectives fosters a culture ofinclusion. We must continue to increaserepresentation at all levels.RACE AND ETHNICITYAmerican Indian/Alaskan NativeBlack or AfricanAmericanNative Hawaiianor Other PacificIslander-0.1% from 20200.5% from 2020-0.1% from 20200.3%In 2021, we continued to add team members fromunderrepresented groups. Here’s an overview ofour demographics at the firm.2.5%25%Asian15%50%Hispanicor Latino8.8%0.2% from 20200.5%2.1% from 2020White62.3%-2.7% from 202075%Two or moreraces100%Not specified4.5%6.1%-0.1% from 20200.2% from 2020Our inclusive recruiting and retention efforts drove a 4% increase in racially and ethnically diverseteam members since our first I&D Annual Report in 2017.52.3 47.7GENDERPlease refer to the appendix for our full demographic data.MOSS ADAMS Inclusion & Diversity—2021 Annual ReportVETERANSWOMEN2%of our people self-identified asUS military veterans52.3%0.5% from 2020MEN47.7%INDIVIDUALS WITH DISABILITIES2%of our people self-identified asliving with a disability06
/ AwarenessDEVELOPINGTALENTWe must provide learning and growthopportunities to develop inclusive anddiverse leaders at all levels.In 2021, we expanded our internal programming tospread awareness for the unique experiences ofunderrepresented talent and how we can activelycreate a culture of belonging in our workplace.We’ll apply our learnings to inclusion and diversityinitiatives in 2022 and beyond. Listening sessionsare now a permanent part of our I&D strategy.“The firm’s commitment toinclusion and diversity isprobably the most importantthing to me. When I talk aboutMoss Adams with my family, Imention the business resourcegroups. We really seem to careabout people.”INCLUSION SERIESThere’s always more to learn.We hosted four firmwidetrainings, facilitated byexternal experts at DiversityUniversity, to increase ourawareness for actionable waysto foster an inclusive culture.Available trainings: Anti-Racism: Taking anActive Stance Unconscious Bias: Movingto Conscious Awareness Creating Inclusion: BuildingBelonging Allyship and Upstanders:Showing Up for OthersMOSS ADAMS UNIVERSITY:LEADERSHIPDEVELOPMENT PROGRAMSIt’s important that our peoplebecome inclusion leaders whileprogressing their careers.We prioritized nine leadershipprograms that train teammembers on topics that drivebelonging in the workplace,including unconscious bias. Alllive learning sessions are alsoavailable on-demand.Available trainings: Diversity, Inclusion, andBelonging Confronting Bias: ThrivingAcross Our Differences Inclusive Leadership Overcoming ImposterSyndromeLISTENING SESSIONSWe hosted 15 listeningsessions to learn about theexperiences of our historicallyunderrepresented teammembers. Three rounds ofsessions were held throughoutthe year to better understandhow our diverse group ofemployees and partnersnavigate their time atMoss Adams. Sessions wereincredibly informative. Duringthe sessions, we heard: Our partners and firmleaders should be heldaccountable for progressagainst our I&D goals Our BRGs and regions needsupport to make firmwideI&D strategy actionable atall levels The role of our I&D boardshould be better socializedand understood Our focus on inclusiverecruiting must continue I&D training and awarenessmust be our priority We must improve retentionof our underrepresentedteam membersDaniel Solomon, staff, San DiegoMOSS ADAMS Inclusion & Diversity—2021 Annual Report07
/ AwarenessSHARING WHATWE LEARNEDOur I&D efforts began in 2008 with theformation of Forum W, our first BRG. Sincethen, we committed to sharing what welearned with our community along the way.ACCOUNTING MOVE PROJECTAs a founding sponsor of the Accounting MOVEProject since 2010, we’re uncovering strategies todevelop and advance women in public accounting.This national study provides insight by measuringfour factors essential to women’s advancement:money, opportunity, vital work-life resources, andentrepreneurship.View the project’s 2021 report.BUSINESS IMPERATIVE OFINCLUSION & DIVERSITYWe invited our clients to a webcast to learn howleading an organization with an inclusive mindsetcan boost innovation, attract and retain top talent,and enable an organization to better serve thegrowing diversity of clients and communities.External panelists led the webcast with insight onI&D as a key business strategy and competitiveadvantage. They also provided actions fororganizations to foster inclusion and belonging tosustain long-term business success.MOSS ADAMS Inclusion & Diversity—2021 Annual Report“The firm has created a platform for allof us to gather and think deeper. We’reraising awareness and distributingresources to our employees. To me,that’s the first step towards setting atone at the top that this is our firm’sculture.”Annie Yuan Norviel, partner, San Diego08
/ ActionActionWhat we do.Actions speak louder than words, so we’re proudto share our strategic efforts to attract andretain talent from various backgrounds. In 2021,we continued to grow our partnerships andscholarship opportunities available to studentsfrom diverse backgrounds to encourage them topursue a career in public accounting.09
/ ActionATTRACTINGDIVERSE TALENTWe recognize reaching the right talent means cultivatingthe next generation now. We’re committed to finding talentwith diverse backgrounds and experiences that reflect ourcommunities and the clients we serve.Here’s how we invest in our future by strengthening our pipelineof diverse talent.BEFORE COLLEGEPartnership with JuniorAchievementIn 2021, our 25,000 donationhelped secure a User TestingAnnual license, providing apanel of teens from diversebackgrounds the opportunity toprovide feedback on their onlinelearning experiences.COLLEGEPOST-GRAD & EXPERIENCEDFRESHMENSOPHOMORESJUNIORSIgnite ScholarshipsEach year, this 2,500scholarship is awarded to20 college freshmen andsophomores from diversebackgrounds pursuing abachelor’s degree in accountingor a related field. Fivescholarships are earmarked forstudents at historically Blackcolleges and universities (HBCU).Every scholarship recipientwill receive an invitation toattend TakeOff!, our leadershipprogram established in 2021to encourage students fromunderrepresented backgroundsto pursue a career in publicaccounting.Private Companies PracticeSection (PCPS) EthnicallyDiverse Scholarship andInternshipIn 2021, we were selectedas a cosponsor of the PCPSGeorge Willie Ethnically DiverseStudent Scholarship & InternshipProgram. A student thenreceived the American Instituteof Certified Public Accountants(AICPA) 10,000 scholarshipand a summer internship atMoss Adams.Guide Pilot Steer (GPS)InternshipThis precursor to our traditionalaccounting and consultinginternship is designed to providean inside look at the firm’soperational functions with thehopes of converting participantsto full-time hires. It’s availableto freshmen, sophomores, orjuniors pursuing a bachelor’sdegree.MOSS ADAMS Inclusion & Diversity—2021 Annual ReportThe PhD ProjectThe PhD Project helps reachtalent that graduated and nowhas experience in the industry.The PhD Project’s mission is “toincrease workforce diversityby increasing the diversity ofbusiness school faculty whoencourage, mentor, support,and enhance the preparation oftomorrow’s leaders.” The missionaligns with our commitment toattracting underrepresentedprofessionals to our industry.The Moss Adams Foundationpledged to donate 75,000 overthree years, and one foundationboard member sits on the PhDProject’s board.10
/ ActionPARTNERSHIPS WE VALUEOutreach at HBCUsIn 2021, we began hosting Tuesdays withMoss Adams, a series of virtual sessions forfaculty and students at HBCUs to connect withour recruiters and team members.Professional OrganizationsMoss Adams continues to support both theNational Association of Black Accountants (NABA)and the Association of Latin Professionals forAmerica (ALPFA), annually.In 2021, we virtually networked with a diversepool of candidates at three national recruitingconventions: NABA Student Conference ALPFA Student Symposium Service Academy Career Conference (SACC)OUR RESULTSIn 2021, our recruiting efforts helped provideopportunities to underrepresented communities.Here are some* of our successes:2%5.1%6.8%10.4%increase in ourincrease in ourincrease in ourincrease in ourWomenHispanic or RST-YEAR STAFFHIRESINTERN HIRES*Full figures are available in the appendix at the end of the reportMOSS ADAMS Inclusion & Diversity—2021 Annual Report“While serving NABA at the local,regional, and national level, I met threeMoss Adams team members whosesupport of our mission influenced mydecision to apply here. Partnerships withexternal affinity groups like NABA andALPFA offer professional developmentopportunities and resources that create adiverse pipeline for firms like ours.”Revé Doss, firm accounting senior, Seattle11
/ ActionRETAININGTALENTWe must cultivate community for the diversetalent we attract, and that means supportinga culture where everyone feels connected,respected, and valued.RETENTION METRICSThe firm saw a small increase in attrition by the end of 2021,but there was improvement in representation for somecommunities. Here are some of the key retention metrics forthe year at a glance*:6.7%3.1%improvement forimprovement forturnover increase8%turnover increaseBlack orAfrican AmericanVeteransAsianNative Hawaiian orOther Pacific LS*Full figures are available in the appendix at the end of the reportBENEFITS SUPPORTING ADIVERSE WORKFORCEWe can support our diverse workforceby recognizing each individual’s uniqueneeds, especially during a pandemic, andaccommodating our people so they can bringtheir whole selves to work.MOSS ADAMS Inclusion & Diversity—2021 Annual ReportINCLUSIVEHEALTH CAREWe offertransgendersurgery benefitsthrough ourmedical insuranceprovider, Aetna.PARENTAL LEAVEOur gender-neutralpaid parentalleave offers newparents paid timeoff in the first 12months followingbirth, adoption, ornew placement of afoster child.BACKUPCHILDCAREMAVEN NEW PARENTSUPPORT PROGRAMParents can receive20 subsidizedbackup childcaredays for use in thechild’s first year.The Mavenprogram provides24/7 on-demandsupport for new orexpecting parents,including milkshipping.12
/ ActionBUSINESSRESOURCE GROUPSOur business resource groups (BRGs)are crucial to achieving our I&D missionand the firm’s business objectives. Theystrengthen our culture of inclusion andincrease belonging by creating community,camaraderie, and connection. They’re also avenue for members of their community andallies to support each other.“Our BRGs reinforce why I&D isimportant. We want to help theexisting leadership structurebe more supportive, and makesure the next generation ofMoss Adams leaders are diverse.”Koen Alberts, assurance senior, AlbuquerqueIn 2021, the BRGs created shared resources andhosted events to deepen awareness around theissues facing underrepresented communities,drive connection, and educate our people.They include: Asian BRGBlack BRGDisability BRGForum W LatinX BRGPride BRGRacial Equity BRGVeterans BRGWe currently have over40 BRG CHAPTERSWe currently have over70 BRG LEADERSKoen (R) with husband, DavidMOSS ADAMS Inclusion & Diversity—2021 Annual Report13
/ ActionGIVINGTUESDAYDuring our fourth annual Giving Tuesdaycampaign, we supported organizationschosen by our BRGs for their work toimprove the lives of underrepresentedcommunities. The Moss Adams Foundationoffered unlimited matching on donationsfrom our people and partners toorganizations sponsored by our BRGs.OUR RESULTSThe campaign was our biggest to date, and we setnew participation and donation records at ourfirm. We tracked:150% increase in total donors over 202081% increase in total donations over 2020Approximately 200 more charities supportedover 2020MOSS ADAMS Inclusion & Diversity—2021 Annual Report751 69,942 61,859DONORSEMPLOYEE& PARTNERDONATIONSFOUNDATIONMATCH 131,992Total Impact14
/ ActionADVANCINGTALENTTo invest in our people and their growth,we offer advancement opportunities atall levels. We’re deliberate in advancingpeople from all backgrounds to leadershipbecause it’s important our firm representsthe communities we’re a part of—it drivesinnovation and growth opportunities.FIRM LEADERSHIP52 48 43 5737 63 23 77Firm leadership includes C Suite, executive committee, and National Office department leaders.52%43%of firm leadershipidentifies asof firm leadershiparea member of anunderrepresentedgroupWOMEN1% from 20205% from 2020PARTNERS-IN-CHARGE (PIC)37%23%of PICs identify asof PICs area member of anunderrepresentedgroup5% from 2020GroWth SeriesIn 2021, we completed our fifth offering of theGroWth Series, a year-long leadership programtargeting high-potential, women managers.Participants develop skills that enable them to bemore effective managers and help equip them tostep into larger leadership roles at the firm.To date, 15 graduates are now partners.WOMENNo change from2020PROMOTION RATEHispanic or LatinoAsianBlack orAfrican %from 20208.4%from 20208.8%from 2020WOMEN5.2%from 2020*Full figures are available in the appendix at the end of the reportMOSS ADAMS Inclusion & Diversity—2021 Annual Report15
/ AccountabilityAccountabilityWhat we deliver.Moss Adams started publicly sharing our diversitydata with the first Forum W report in 2008, andwe expanded our scope in 2017 with our firstInclusion & Diversity Annual Report. In 2021,we improved our data management processes,executed on our 5 Bold Actions, and initiatedformal structures to keep us accountable andtransparent in our inclusion and diversity goals.We’re proud of how far we’ve come, and gratefulour work has been recognized by our people andwithin the industry.16
/ AccountabilityACCOUNTABLETO OUR PEOPLEPULSE SURVEYSEXTERNAL BENCHMARKSOur firm is at its best when our people are happy,and inclusion plays a large role in our team members’well-being. We regularly check in with our peoplewith pulse surveys to better understand how we canimprove their experience at the firm. We align ourquestions to our firm’s priorities to hold ourselvesaccountable—this includes learning about our people’sperspectives on our I&D efforts.We want Moss Adams to be the best place to builda career. That’s why we compare our pulse surveyresults against Glint’s national external benchmark.The benchmark includes the results of a broader setof companies, which contextualizes our results andidentifies opportunities for improvement.Here’s how the results of one survey question compareagainst the benchmark:Here’s a look at what we learned in 2021.Anti-Racist Firm“Moss Adams is taking action tobecome an anti-racist firm”70%of our peopleagree or strongly agreeCareer Goals“My career goals can be met atMoss Adams”5 POINTSabove the benchmark forracially and ethnicallydiverse employeesANDBelonging“I feel a sense of belonging atMoss Adams”Psychological Safety“Moss Adams fosters anenvironment where everyonecan be themselves”2 POINTSboth men and womensince 20203 POINTSsince 2020“I’m so proud of Moss Adams. There are so manywonderful women leaders that influence the firmand keep us focused on our people. I truly believeMoss Adams provides what they can to make surewomen succeed.”Carol Suruki-Carmany, partner, Los AngelesMOSS ADAMS Inclusion & Diversity—2021 Annual Report17
/ AccountabilityAWARDSThe best outcome of our I&D efforts is a trueevolution of Moss Adams culture towardsbelonging, but the wins our firm and peopleearn along the way are worth celebration.We’re honored to have our people, culture,and workplace practices recognized with thefollowing awards.EMPLOYEE AWARDSMOSS ADAMS I&D LEADER AWARDSThe I&D Leadership Awards recognizeemployees and partners who show outstandingdedication and commitment to fostering aculture of belonging within the firm. Partner: Darci Boyle, partner, Portland Employee: Janay Davis, manager, Tacoma BRG Leader: Kate Coogle, HR seniormanager, ConsultingPROFILES IN DIVERSITY JOURNALBlack Leaders Worth WatchingFIRMWIDE AWARDSTop Companies for Working Mothers2021 Seramount 100 Best CompaniesTop Companies for Working Dads2021 Seramount 100 Best CompaniesBest Adoption-Friendly Workplaces, AdoptionAdvocates of 2021Dave Thomas Foundation for AdoptionBest CPA Firms for WomenAccounting MOVE ProjectVault Accounting 50 SurveyRanked #8Tiffany Coln Smith, HR senior manager,San Francisco“When I heard about theDisability BRG, I reached out.I’ve previously felt shame aroundmy anxiety and depression, andI haven’t always felt comfortablespeaking about it. We need thingslike this, and I’m excited we canhave these conversations in theworkplace.”Kate Coogle,HR senior manager,ConsultingAsian Leaders Worth WatchingAnnie Norviel, partner, San DiegoNative American and Indigenous Leaders WorthWatchingTasha Repp, partner, BellinghamLatino Leaders Worth WatchingYenifer Origel Hernandez, senior,San FranciscoWomen Worth WatchingDena Herbolich, partner, SeattleTOP COMPANY FOR WORKING MOTHERSAND WORKING DADS: SERAMOUNTWorking Dad of the YearJustin Ksen, manager, TacomaWorking Mother of the YearErika Williams, senior manager, PortlandMOSS ADAMS Inclusion & Diversity—2021 Annual Report18
/ AccountabilityLEADING BYEXAMPLEWe know an inclusive culture starts at thetop—that’s why it’s important our leadersactively contribute to making Moss Adamsan anti-racist firm.In 2021, all partners attended a training focusedon teaching the importance of a growth mindsetthat includes inclusivity. During the training, theylearned what it means to be anti-racist, how tobe accountable to our I&D efforts, and how eachleader has a role in actively building a culture ofbelonging.We also introduced updates to our partnerevaluation process. The updated process includesassessing partners’ personal contributions to ourfirm’s I&D efforts. During their year-end coachingconversations, partners engaged in meaningfuldiscussions with their coach on how they activelycontribute to fostering an inclusive culture usingthe Partner Inclusion & Diversity Framework thatoutlines partner expectations with examples foractive I&D engagement.I&D GOVERNANCE PROJECTIn December 2021, the executive committeeapproved a proposal supported by the I&Dboard to update our firmwide I&D structure,ensuring our efforts are consistently deliveredacross locations, business units, and BRGs. Theproposal includes new roles and responsibilitiesfor key I&D positions and stakeholder groupsand instills higher levels of accountability for allstakeholders.I&D DASHBOARDThe I&D board and the executive committeeprioritized creating an interactive dashboardfor transparent reporting of metrics, goals,and progress to promote awareness andaccountability. The I&D dashboard willplay a role in understanding how we canbetter attract, develop, retain, and advanceunderrepresented team members, andintroduce new, dynamic variables missing fromhistorical I&D analysis.Leaders at the firm will be able to view I&Dmetrics by region, service line, industry groups,and other meaningful sectors. That dashboardwill play a key role in collecting, organizing, andsynthesizing our I&D data, driving our strategicplanning. We expect to launch the tool in 2022.“The governance project refreshes ourprevious model to ensure our people cancontribute and advance the firm’s missionto foster an inclusive and diverse culturewhere everyone feels like they belong.”Tasha Repp; partner, national practice leader, and I&D boardmember; BellinghamMOSS ADAMS Inclusion & Diversity—2021 Annual Report19
/ AccountabilityFROM CEOERIC MILES2021 I&D BOARD MEMBERSBOARD MEMBERSMarcy Boyd, partner, PortlandLetizia Brentano, partner, PhoenixCheri Burnham, partner, SpokaneAs of April 1, 2022, I step into my new role as CEOof Moss Adams. This change in leadership won’tmean a change in focus when it comes to inclusionand diversity. Being an anti-racist firm andexplicitly living our core values will continue to becornerstones of our firm strategy moving forward.Lillian Chen, partner, San FranciscoAlison Dunnebecke, partner, DenverSteve Fineberg, partner, PortlandStar Fischer, partner, EverettAccomplishing this means we’re deliberate andexplicit both internally and externally as to ourvalues and our anti-racist stance. We also needto take substantive action to address systemicracism within the firm and work to influencethe broader communities in which we live.We’ve been a leader in working towards genderequality, with many firms seeking our advice onmaking similar progress, and now we’ll strive torecreate this success on behalf of all historicallyunderrepresented communities.I don’t see us as ever truly arriving at an endto our efforts, but rather continuing to evolvealongside our communities and our people. We’lllisten, assess, and pivot as needed to foster aninclusive and diverse culture where everyonefeels like they belong. We have a great foundationto work from, and I look forward to what we’llaccomplish in the years ahead.MOSS ADAMS Inclusion & Diversity—2021 Annual ReportLewis R. Fisher, partner, Orange CountyJens Furbach, partner, PortlandDena Herbolich, partner, SeattleKinman Tong, partner, San FranciscoJordan Whitten, partner, DallasSTANDING MEMBERSTricia Bencich; associate director, inclusion andsocial responsibility; SeattleDave Follett, president and COO, SeattleJana Peterock; program manager, inclusionand social responsibility; SeattleTasha Repp, partner, BellinghamEric MilesJen Wyne; executive director, HR; SeattleCEO-ELECT20
/ AppendixAppendix*All numbers represented in this report reflect our US-based employee population21
OUR PEOPLERACE OR ETHNICITY BY POSITIONCLIENT SERVICESUPPORT0.1%GENDER BY POSITION0.4%4.1% 7.8%8.9%ASSOCIATE ORTECHNICIAN4.1%7.4% 3.7%11.1%0.3%2.6%15.4%0.3%1.4% from 2.5%56.4%3.3%0.8%5.0% 4.4%15.6%MANAGER75.5%0.7%2.5% NIOR MANAGER15.2%DIRECTOR7.8%1.2%5.8% 4.1%1.0%5.9% .5%74.4%62.9%6.1%52.3%-0.5%47.7%82.8%0.8% 2.2%0.5%8.8%4.5%25%50%American Indian/Alaskan NativeAsianBlack or African AmericanHispanic or LatinoNative Hawaiian or Other Pacific IslanderTwo or more racesWhiteNot specifiedMOSS ADAMS Inclusion & Diversity—2021 Annual Report / Appendix75%100%2021FIRMWIDE RATECHANGEFROM 1FIRMWIDE RATECHANGEFROM 202052.3%47.7%-0.5%0.5%22
ATTRACTING TALENTRACE OR ETHNICITY BY POSITIONGENDER BY IRST-YEAR .5%25%2.5%50%75%INTERNRACE & ETHNICITY100%0%25%FIRST-YEAR STAFF50%75%100%EXPERIENCED2021 RATECHANGE FROM 20202021 RATECHANGE FROM 20202021 RATECHANGE FROM %-0.9%10.5%5.1%Native Hawaiian or Other Pacific Islander0.0%-0.3%0.0%-0.4%0.8%-0.4%Two or more %49.4%3.5%3.7%1.4%3.5%0.4%12.8%-1.2%2021 RATECHANGE FROM 20202021 RATECHANGE FROM 20202021 RATECHANGE FROM 49.2%0.6%46.6%-2.0%American Indian/Alaskan NativeAsianBlack or African AmericanHispanic or LatinoWhiteNot specifiedGENDERMOSS ADAMS Inclusion & Diversity—2021 Annual Report / Appendix23
PUBLIC ACCOUNTING: EXTERNAL DATA FROM THE AICPARACE OR ETHNICITY BY POSITIONGENDER BY POSITIONin accounting or finance functions at US CPA firmsin accounting or finance functions at US CPA firms10.0%CPAPARTNER2.0% 1.0%4.0%1.0% 1.0%4.0% Asian/Pacific IslanderBlack or African AmericanHispanic or omenMenSource: AICPA’s 2019 Trends in the Supply of Accounting Graduates and the Demand for Public Accounting RecruitsMOSS ADAMS Inclusion & Diversity—2021 Annual Report / Appendix24
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program established in 2021 to encourage students from underrepresented backgrounds to pursue a career in public accounting. Private Companies Practice Section (PCPS) Ethnically Diverse Scholarship and Internship In 2021, we were selected as a cosponsor of the PCPS Moss Adams.
