The death of George Floyd this past June spurred a renewed civil rights equality movement, with individuals and organizations across the country committing to programs intended to create more diversity and inclusion (D&I) environments. While these commitments are important steps, they are just the beginning.

True change takes years.

The CFP Board Center for Financial Planning was founded five years ago with an ambitious goal—to create a more diverse and sustainable financial planning profession so that every American has access to competent and ethical financial planning advice. To better reflect the American public CFP professionals seek to serve, we must create more access for diverse financial planning candidates to enter the talent pipeline.

We are making progress toward this goal—the number of diverse CFP professionals has increased, reaching 3,500 Black and Hispanic CFP professionals following the September 2020 CFP certification exam. Reaching this number is a significant milestone, but also an important reminder of the crucial work that still needs to be done.

To continue increasing the number of Black and Hispanic CFP professionals, the recent spike of new D&I initiatives across financial services must not be limited to single departments but embraced by entire organizations. D&I programs will affect meaningful change only if they are propelled by top-down and bottom-up accountability and drive toward measurable outcomes.

From the college intern to the CEO, every member of the financial planning community plays a role in ensuring these important D&I initiatives are built to last. Evaluating behaviors and biases, learning about and continuously practicing allyship, as well as advocating for people of color are just a few actions we can take.

For example, acting as a mentor and/or reverse mentor will help employees at every level navigate conversations around diversity, while also serving to attract new talent to the financial planning profession. Mentors can provide the support, guidance and advice diverse candidates need to achieve CFP certification, establish career paths and succeed in the future. Diverse mentors are especially important, as their experiences and stories can help attract the next generation of Black and Hispanic CFP professionals, as well as those considering a career switch.

Pursuing a career in financial planning is exceptionally rewarding. In fact, 68% of Black and 59% of Hispanic CFP professionals are likely to recommend financial planning to others as a profession, according to 2018 research from the Center. Additionally, despite the many challenges they might face, from ingrained social inequality to client biases, Black and Hispanic CFP professionals are deeply satisfied with their careers and value the opportunity to help those within their communities.

As time moves on and a different news cycle captures our attention, we must not lose sight of D&I work. The Center has committed to increasing the diversity of CFP professionals, and I challenge every individual in the financial planning profession to welcome, inspire, mentor and elevate Black and Hispanic individuals to turn today’s incremental progress into lasting change for a more sustainable profession that benefits the American public.

D.A. Abrams is managing director of the CFP Board Center for Financial Planning.