Monica Modi Dalwadi, CFE, CPA, is a managing partner in the D.C. area for Baker Tilly. She works primarily with owners and financial officers of companies, providing business consulting services. She also acts as a valued advisor to her clients as a partner and leader in risk, internal audit and cybersecurity.
Monica Modi Dalwadi, CFE, CPA, is a managing partner in the D.C. area for Baker Tilly. She works primarily with owners and financial officers of companies, providing business consulting services. She also acts as a valued advisor to her clients as a partner and leader in risk, internal audit and cybersecurity.
Recently, Dalwadi spoke on a panel for an ACFE webinar titled “A Conversation About Diversity, Equity and Inclusion in the Anti-Fraud Profession.” With Baker Tilly, she serves on the firm's National Diversity, Inclusion and Belonging Steering Committee, the Core Strategy Committee and the D.C. Growth and Retention of Women Committee. Needless to say, she’s devoted a lot of time, care and energy into fostering a culture of belonging.
And now, Dalwadi has generously shared even more tips, advice and insight into how anti-fraud professionals can work to create a similar environment in their workplace, their community and beyond.
I started my career traveling around rural North Carolina. At that time, there weren’t many women or individuals of color in C-level roles for my clients or in partner roles for my prior firm. I realized that I wanted role models who could help me navigate my career, family and life aspirations. Once I moved back to the D.C. metro region, I joined a firm (Baker Tilly) that had a powerful women’s initiative. As they evolved the program to add initiatives for people of color and younger professionals, I witnessed the impact that a concerted effort could have on the culture and outcomes of a firm.
My ability to put together an in-depth work program and then test it continuously for flaws or issues has helped in DEI efforts. I developed our first playbook for our SOAR (Supporting Opportunity and Advancement and Recognition) program. The SOAR team and I would measure our work and progress on an ongoing basis.
Many individuals might get their start in the industry in public accounting, audit or finance. These professions aren’t ones that are traditionally sought after by individuals of color at the college level. When you have a career that hasn’t been properly sold to the full population, it makes it tough to develop senior talent that has the diversity we all strive to achieve.
As the managing partner of the D.C. office, I oversee our diversity, inclusion and belonging efforts. I champion “success plans” for people of color and women who aspire to partner levels. I participate in strategy setting and execution of our efforts daily.
This is a marathon, not a sprint. Pick one to three actions annually, use your data to see if you’re making progress, and push those goals hard. If you do that consistently over many years, you will see progress.
