Review the press release and consultation on the CDSB's website.

Across all aspects of American life, it is most often men who set policy, allocate resources, lead companies, shape markets, and determine whose stories get told. Meanwhile, what gains have been made typically haven’t extended to all women. The women historically the most marginalized in this country — including women of color, poor women, and lesbian and trans women — are still the most likely to be trapped in minimum-wage jobs, the least likely to hold managerial roles, and the most likely to face sexual harassment and gender-based violence.

Review the full article on the Harvard Business Review's website.

The proposed revisions respond to stakeholder calls for the IESBA to explore whether and how the Code could contribute to strengthening the application of concepts underlying professional skepticism by all professional accountants.

Among other matters, the proposals:

• Highlight professional accountants’ wide-ranging role in society and the relationship between compliance with the Code and a professional accountant’s responsibility to act in the public interest;
• Include enhancements to the robustness of the fundamental principles of integrity, objectivity and professional behavior;
• Further strengthen the Code through requiring professional accountants to have an inquiring mind when applying the conceptual framework; and
• Highlight the importance of being aware of bias and having the right organizational culture.

Review the press release and Exposure Draft in the IESBA's website.

Most of the controversy boils down to a single key issue: the wrong definition of culture fit. The confusion over what culture fit is has given rise to a number of common misconceptions. Clearing these up can help managers improve their talent strategies.

The misconceptions include:

1. Culture fit is a “nice to have” but not a necessity
2. Hiring for culture fit hurts diversity
3. Hiring for culture fit hurts innovation
4. Hiring for culture fit is an art, not science

Review the full article on the HBR's website.

A company’s intangible assets, which include human capital and culture, are now estimated to comprise on average 52% of a company’s market value. At the same time, the nature of work is rapidly evolving, new generations are reshaping the workforce and businesses are redefining long-term value and corporate purpose through a stakeholder lens. In this era of disruption, talent and culture have leapt to the forefront of thinking around enabling strategy and innovation and creating long-term value. Accordingly, human capital has rapidly emerged as a critical focus area for stakeholders.

Review the full article on the Harvard Law School Forum's website.

Knowing that engagement is tied to teams is critical for leaders looking to increase their output, since engagement is a known driver of productivity.

Leaders should look for these three signs:

• Lack of teamwork
• Playing the system
• Only managing up

Review the full article on the Harvard Business Review's website.

It assures them that you aren’t making decisions in a vacuum but are considering how other departments might be affected or how the outside world will respond.

Review the full article on the Harvard Business Review's website.

Which of the following areas does the audit committee typically oversee? 

• Fraud
• Financial statements
• Data privacy
• Whistleblower policies
• Third-party risk
• All of the above
• None of the above

The correct answer, all of the above, won’t surprise anyone who’s served on an audit committee. They know they meet more often than other committees (an average of nine times a year) and their meetings are typically longer than those of other committees.

In the past 10 years, the number of first-time directors appointed to S&P 500 boards has risen from 24 percent of the incoming class to 33 percent, according to Spencer Stuart. Fewer of today’s newly appointed directors are current or former CEOs, and more are women and minorities with other executive experience, such as line or functional leadership.

Along with this shift to selecting directors with more varied backgrounds, we’ve noticed another growing trend: More companies are putting new board members without financial expertise on their audit committees.

Review the full blog on the NACD's website.

The project aims to align the IAASB’s International Standards with the revisions to the IESBA Code by way of conforming amendments, thus ensuring that the IAASB's International Standards can continue to be applied together with the IESBA Code.

This project falls under the umbrella of IAASB-IESBA coordination, a strategic commitment of the two Boards, and builds on their overarching commitment for enhanced connectivity and coordination to better serve the public interest.

Review the press release and Exposure Draft on the IESBA's website.

The alert also advises that the IESBA will hold a 30-minute webinar on Wednesday, June 12, 2019 at which IESBA Member Brian Friedrich will explain IESBA’s vision for the eCode and provide a quick walkthrough to demonstrate the eCode’s structure, key features and functionalities.

Re­view the press re­lease on the IESBA's web­site.