timing, venue, and state law shape what you say—and what it costs.
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accounting arc
with liz mason, byron patrick, and donny shimamoto
center for accounting transformation
this conversation focuses on practice, not politics.
accounting leaders are urging firms to pair open expression with professional responsibility as political tensions spill into workplaces and social media feeds. in a new episode of accounting arc, hosts liz mason, cpa, ceo of high rock accounting; byron patrick, cpa.citp, cgma, ceo of verifyiq and co-founder of tb academy; and donny shimamoto, cpa.citp, cgma, founder and managing director of intraprisetechknowlogies and the center for accounting transformation, outline practical guardrails for speech that keep trust at the center.
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the conversation opens with a condemnation of political violence and a call for grace as individuals and firms process fast-moving events. from there, the hosts shift to the workplace: what employees say online and in public often follows them to the office, and leaders must navigate the implications for culture, clients, and brand.
shimamoto says accountants face a heightened duty. the profession’s credibility, he notes, rests on perceptions of objectivity and independence. “we need to be viewed as the bringer of trusted information,” he says, adding that public expression should reflect neutrality where clients expect unbiased guidance.
mason underscores that free speech principles are not the same as private-sector employment rights. she notes that state laws vary on political activity and off-duty conduct, which can affect how firms respond to public posts or activism. she advises professionals to understand their state’s rules and to evaluate cultural fit with employers, particularly when personal advocacy is central to their identity.
patrick points to the permanence and visibility of digital channels. a decade ago, disagreements might have been limited to break-room debates. today, comments on slack, linkedin, or other networks can be screenshot, shared, and tied to an employer in seconds. “firms need to think carefully about policies that respect employees while protecting reputations,” he says.
timing and venue matter, the hosts add. mason suggests a self-check: is this the right conversation for this time and place? team meetings, for example, are rarely the moment for ideological debates unrelated to the business at hand. patrick adds a pragmatic filter: engage when a discussion can be productive, and step back when positions are fixed. “freedom doesn’t require chaos,” he says. “it benefits from discretion.”
the episode distinguishes between disagreement and dehumanization. the hosts argue that condemning violence and rejecting personal attacks are nonnegotiable baselines for civil discourse. patrick laments a wider cultural drift toward ad hominem exchanges and celebrates settings where people can debate ideas without attacking individuals.
for leaders, the discussion becomes operational. shimamoto favors “belonging” as a management aim—teams where individuals bring their whole selves, provided they do not disrupt collaboration. that approach, he says, is more actionable than broad “inclusion” mandates and helps firms articulate values, boundaries, and behaviors that keep work moving.
mason offers a client-lens reminder for public practitioners: visible advocacy can affect client relationships, for better or worse, and should be weighed accordingly. she also urges professionals to consider the platform. linkedin, she says, is tightly coupled to employment and may not be the right forum for polarizing commentary.
the hosts encourage proactive communication. employees with concerns about boundaries should ask managers to clarify expectations, they say, before posting. leaders, for their part, can reduce friction by defining norms, reinforcing media literacy, and providing private venues for “external processors” who think out loud.
the group also recommends an agreement-first approach to hard conversations: begin with shared principles, such as opposition to violence, and then engage in areas of difference. that step, they say, lowers temperatures and increases the odds of learning.
as the episode closes, the hosts return to trust. accountants can champion free expression and model respectful debate, they say, without sacrificing the credibility that is core to the profession. the path forward is less about winning arguments than sustaining relationships, teams, and client confidence.
10 key takeaways
- the profession’s objectivity raises the bar for public expression.
- employment law differs. state rules on political activity and off-duty conduct vary. understand yours.
- platforms matter. linkedin ties directly to employers; choose venues carefully.
- culture is a design choice. aim for belonging that welcomes individuality without disrupting teams.
- discretion is a skill. time, place, and audience determine whether speech helps or harms.
- clients are stakeholders. public advocacy can affect relationships and brand.
- disagree without disrespect. start with common ground and avoid personal attacks.
- leaders should clarify boundaries. proactive norms prevent confusion and conflict.
- private spaces help with processing. provide outlets for employees who think out loud.
- media literacy matters. seek diverse sources to reduce echo chambers and improve judgment.
additional resources: can workers be fired for their political affiliation and activity??