The power of diversity, equity, and inclusion
Creating a culture of belonging
What does diversity, equity, and inclusion mean at Plante Moran?
- Diversity: We value the unique identities and experiences of our staff.
- Equity: Everyone has an equitable and fair opportunity to succeed.
- Inclusion: Each staff member can proudly say, “I know I belong here.”
2023 DEI Annual Report
Our staff have shown us they have an appetite for more in the DEI space. More listening. More learning. More action. And it’s our staff’s commitment to increased growth that’s powered our efforts over the last year. In this report, you’ll discover:
- The high points of our DEI journey
- How our staff resource groups are increasing inclusion
- How we’re recruiting more diverse staff
- The ways we’re holding leaders accountable
- Our efforts to create lasting change
Diversity, equity, and inclusion insights:View More
DEI: Pushing past discomfort to achieve real change
Bringing intentionality to diversity, equity, and inclusion
Beyond fast food: Students with autism find careers through the Exceptional Academy
John Ferella, graduate of the Exceptional Academy, was recently hired for a full-time position in our cybersecurity practice. Where the Exceptional Academy provides skills training, it takes the buy-in of local businesses to offer these students meaningful careers.
Track internship helps student discover, learn, and lead
Women in Leadership: Intentionality spurs progress
Creating “aha” moments one staff member at a time
Where all staff members can grow and succeed
“We’ve made tremendous strides in this space, and I’m proud of that. I’m equally excited to build on that momentum to move forward,” said DEI Council Chair Lou Longo. “This is not a destination. It’s a journey we’re all on together with opportunities for continuous learning. I see this position as an honor and a responsibility, and I hope to do right by the firm.”
Women in Leadership
Our Women in Leadership (WIL) initiative is aimed at increasing the visibility of women leaders internally and externally, providing targeted developmental career opportunities to retain and advance women leaders, and supporting partners in giving high-potential female staff growth and development opportunities.
And is this initiative making a difference? Absolutely. Women now make up 27.9% of all partners, compared to 17% when WIL was first formed. And our female mentoring program has seen a 300% increase in participation.
Staff Resource Groups
Our staff resource groups (SRGs) are designed to help group members feel a sense of inclusion and belonging. We do this through a variety of efforts that help them expand their networks, nurture their professional development, and provide career support. This grassroots effort is staff-driven, so groups are requested and led by staff versus firm leaderships.
“Though autonomous, all of our SRGs have a similar vision: to help our diverse staff feel seen, heard, and supported,” said DEI Leader Hawzien Gebremedhin. “We currently have four SRGs: Pride, African American, Veterans, and Satellite, and have plans to add three more in 2022. We understand that our SRGs are crucial to help our diverse staff members feel a deeper sense of community while building a more inclusive workspace for all.”
An essential component of the WorkFlex Committee is the idea that we all need to be flexible. What works one week for work-life balance might look different the following week or the following year. The key is to be adaptable and open to changing circumstances.
That’s where WorkFlex comes in. Developed to support staff in their ongoing quest for work-life balance, the program has been the catalyst for a number of initiatives, from our business casual dress policy, to a host of alternative working arrangements, to a “buddy” program to support new parents — all in the name of helping staff find their balance.
Group Managing Partner