3 .Teoretisk referensram
6. Empirisk analys
7.2 Förslag till framtida forskning
Utifrån problemdiskussionen i avsnitt 1.2 kan vi konstatera att mångfald i revisionsteam hos Big Four i Sverige är ett understuderat ämne. Majoriteten av tidigare studier om mångfald har fokuserat på könsdiversitet i styrelser och branscher (Lückerath-Rovers, 2013; Rodriguez-Dominguez, García-Sánchez &
Gallego-Álvarez, 2012; Rose, 2007; Kilic & Kuzey, 2016; Bøhren & Strøm, 2005; Adams & Ferreira, 2009; Sanan, 2016). Ett fåtal tidigare studier har även haft ett stort fokus på kön i revisionsbranschen (Edgley, Sharma &
Anderson-Gough, 2016; Jacobs, 2003; Kim, 2008). Med andra ord har lite fokus funnits på andra faktorer av mångfald. Utifrån bristen på tidigare studier av mångfald som koncept och på mångfaldsstudier i revisionsbranschen fann vi grunden och inspirationen till att vidare studera ämnet. Genom att inte enbart fokusera på hur Big Four företagen arbetar med mångfaldsfaktorn kön i sina revisionsteam, valde vi även att lägga fokus på fler faktorer.
Efter att vi gått igenom det sammanställda materialet, fann vi ett mönster som visade på att respondenterna anpassade revisionsteamen efter vilka förväntningar det finns hos kund på mångfald. Ett förslag till framtida forskning kan därför vara att undersöka kundens förväntningar på mångfald i revisionsteam. För att göra den framtida studien unik är vårt förslag att fokus bör läggas på kundens tankar och åsikter om mångfald. Forskarna kan då genomföra en kvalitativ studie, där de intervjuar kunder om deras förväntningar på mångfald i revisionsteam hos Big Four i Sverige.
Vidare hade det varit intressant att i framtida studier ha med skillnader mellan respondenternas olika attribut och svar. Vi valde i vår studie att ignorera respondenternas könstillhörighet, åldrar och etniciteter eftersom vi erbjöd full anonymitet i undersökningen. För analysarbetet hade det varit intressant att se om svaren mellan respondenterna skiljer sig utifrån deras olika attributer.
I vår studie gjorde vi inte någon jämförelse mellan respektive Big Four företags åsikter och idéer kring hur de arbetar med mångfald i revisionsteamen. Ett förslag på framtida studier kan därmed vara att ställa KPMG, EY, PwC och Deloitte i Sverige mot varandra och för att se hur deras mångfaldsarbete i revisionsteam skiljer sig åt. Vidare skulle det även vara intressant att göra jämförelser mellan olika länder, för att på så vis se om mångfaldsarbetet i revisionsteam skiljer sig mellan olika Big Four företag i världen.
Ytterligare förslag för framtida forskning är att göra observationer på revisionsteam på olika Big Four kontor i Sverige. På så vis kan forskare göra jämförelser och dra liknelser för hur individer med olika attributer i revisionsteam agerar vid framtagna fiktiva revisionsfrågor. Observationerna kan i sin tur kombineras med en enkätundersökning som skickas ut till teammedlemmar för att se vilka som definierar sig till olika attributer. Det kan i sin tur bidra till en mer nyanserad analys på om eller varför individer med olika attributer uppträder olika i revisionsteam.
I det stora hela är mångfald som tidigare nämnt ett understuderat ämne och vi hade önskat kunna studera fler faktorer. Därför är ett förslag, med stöd av Østergaard, Timmermans och Kristinsson (2009), att framtida forskare kan fokusera mer på olika faktorer av mångfald i olika branscher. I vår studie har vi enbart kunnat avgränsa oss till sju faktorer. För mer givande och innehållsrikare framtida studier kan ytterligare faktorer i revisionsbranschen studeras.
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