Vision for the Future
Our Goals and Plan for Achieving Them
aspiration
Strengthen our culture of diversity and inclusion and foster strong relationships both within our walls and beyond.
RSM is using feedback from our people to shape, update and implement plans that improve organizational culture, diversity and inclusion (CDI). We are encouraging leadership approaches that support inclusiveness and belonging while increasing our diverse representation.
Our focus is represented through the following areas with specific details outlined in the tables below:
FOCUS: Culture
objectives
Metrics
Underlying Activities AND ACCOMPLISHMENTs
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Drive employee satisfaction, engagement, retention and advancement by further embedding inclusiveness in our organization.
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Build and expand mentorship and sponsorship programs enriching the careers and success of our diverse talent.
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Increase firm-wide employee network group (ENG) participation by 20% by 2025 (current participation is 50%).
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Increase annually our investment in deeper and broader CDI and ENG programming.
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Train 70% of RSM leaders in inclusive leadership and other behaviors to advance diversity experiences and outcomes by 2022.
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Integrate CDI measures and accountability into key operational functions in 2021.
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Reward and recognize inclusive leaders for positively affecting the talent experience.
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In 2021, the firm will establish definitions and parameters for CDI/ENG programming.
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In 2021, the firm will embed CDI ILEAD (inclusive leadership) behavior into firm training.
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In 2021, the firm will expand standards for leadership accountability in building an inclusive culture.
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In fiscal 2021, 83% of RSM partners and principals were members of employee network groups
FOCUS: Representation
objectives
Metrics
Underlying Activities
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Strengthen our recruitment of top diverse talent.
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Continuously increase diverse representation to reflect the communities in which we serve.
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Increase internship and full-time employment offers to diverse candidates in partnership with historically Black colleges and universities (HBCUs) and other schools with diverse populations.
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Continue to invest in development, skill building and enrichment of diverse students and professionals.
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In 2021, RSM will refine recruiting priorities and establish processes to attract and hire diverse talent, including ensuring representation in our applicant pool and selection committee and ENG involvement.
FOCUS: Reputation
objectives
Metrics
Underlying Activities
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Enhance our reputation and drive continuous improvement in CDI through transparency.
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Issue annual diversity and inclusion transparency report to analyze and share our progress internally and externally.
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Provide robust disclosures to support client and prospect inquiries about our CDI efforts.
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RSM's executive leadership is committed to continuing to use data to drive long-term, sustained outcomes that enhance our inclusive culture and increase diverse representation.
FOCUS: impact
objectives
Metrics
Underlying Activities
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Become a driver and influencer of diversity and inclusion in the marketplace.
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Expand relationships and increase annual spend with diverse suppliers.
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Engage the middle market in courageous conversations about diversity and inclusion, and provide relevant thought leadership to advance diversity efforts.
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Increase relationships with and create opportunities for teaming partners (MBE, WBE, VBE, SDVBE and PDBE).
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Establish a middle market collaborative for diversity and inclusion.
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Create and facilitate a Black executive roundtable.
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Engage the middle market and related suppliers and teaming partners with diversity and inclusion.
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