Evidence on the homogeneity of personality traits within the auditing profession

Abstract

Audit firms’ diversity initiatives have focused on enhancing surface-level diversity (e.g., gender and race). While these initiatives serve an important social and business function, we argue that they may not enhance deep-level diversity (e.g., personality traits and thinking styles), creating a gap between rhetoric and reality in terms of deep-level characteristics. We combine critical and positivistic research perspectives to make sense of this rhetoric-reality gap and specifically examine personality trait diversity in audit firms. Focusing on deep-level traits is important because people may appear diverse while thinking and acting similarly. We use data from 981 auditors to examine personality trait diversity using the Five Factor Model: neuroticism, extroversion, openness, agreeableness, and conscientiousness. Our results show a remarkable homogeneity of personality traits for auditors within the same firm type or experience level. We also find important differences within each personality trait. For example, all firm types and experience levels tend to be more homogenous on extroversion and conscientiousness, but more diverse on openness. Taken together, the results suggest that audit firms remain largely homogenous at the personality level, notwithstanding their recent diversity rhetoric and initiatives. These results provide timely evidence to support audit firms’ efforts to re-evaluate and re-consider their diversity, equity, and inclusion efforts.