The Big Picture

Our 2020 culture, diversity and inclusion numbers

Over the span of decades, in large and small ways, our team members have been the drivers of our culture and the center of our mosaic of diversity and inclusion. What sets us apart is the quality of people we are able to recruit, the way they develop at RSM, their opportunity to connect in meaningful ways with our clients and how we build long-term relationships that benefit all groups. We take pride in our people and are committed to making RSM a firm they are proud to work for.

One of the ways we uphold our promises to our clients, colleagues and communities is by measuring and tracking our progress in building a culture of diversity and inclusion. To understand and explain the big picture, here is data we’ve gathered over the past two years.

This approach allows us to see our progress year-over-year, identify the opportunities to raise the bar and continue to create and evolve our mosaic. Our reporting strategy is guided by internal and external accountability, as well as by our firm’s inherent belief that diversity and inclusion improve our ability to serve clients and foster a desirable workplace. The data we include aligns with best practice reporting in our industry and internationally as compared to AICPA and Global Reporting Initiative standards.

Increased overall diversity

As our firm has grown, the diversity of our people has grown at an even greater rate.

This development is in line with our commitment to reflect the diversity of our communities and the clients we serve. Between fiscal 2019 and fiscal 2020, we increased our headcount by 12%. Over the same period, the percentage increase in overall RSM representation grew by 13% for women, 16% for Black employees and 21% for Hispanic/Latinx employees.

2020
+12%
2019

overall Percent increase* in headcount

2020
+13%
2019

Percent increase in women professionals

2020
+16%
2019

Percent increase in black professionals

2020
+21%
2019

Percent increase in hispanic/latinx professionals

*Percent increase is from fiscal 2019 (year ended April 30, 2019) to fiscal 2020 (year ended April 30, 2020)

Our intern pipeline also reflects our ability to increase diverse representation in the future, as we increased representation of women and nonwhite interns from fiscal 2019 to fiscal 2020.

Fiscal 2019-20 intern representation as a percentage

100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
41.66%
2019
42.08%
2020
58.34%
2019
57.92%
2020

FEMALE

MALE

Fiscal 2019-20 intern representation as a percentage

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Asian
2019
2020
11.39%
15.21%
Black
2019
2020
2.5%
3.37%
Hispanic/ Latinx
2019
2020
9.59%
9.91%
Native American
2019
2020
.10%
.10%
Native Hawaiian or Pacific Islander
2019
2020
.00%
.13%
Two or more races
2019
2020
1.40%
2.12%
White
2019
2020
70.63%
69.20%

Fiscal 2019 - FIscal 2020* Rsm Team members

Nonwhite representation increased from 18% in fiscal 2019 to 22% in fiscal 20, more than a 20% year-over-year improvement. We expect this growth will continue to accelerate as we advance our diversity and inclusion goals.

total rsm team members

women and men as A percentage

12,000
11,000
10,000
9,000
8,000
7,000
6,000
5,000
4,000
3,000
2,000
1,000
0
10,486
2019
11,701
2020
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
46.17%
2019
44.80%
2020
53.83%
2019
55.20%
2020

women

men

racial/ethnic demographic change

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Asian
2019
2020
7.90%
9.88%
Black
2019
2020
3.29%
3.56%
Hispanic/ Latinx
2019
2020
5.16%
6.24%
Native American
2019
2020
.20%
.22%
Native Hawaiian or Pacific Islander
2019
2020
.12%
.13%
Two or more races
2019
2020
1.41%
1.86%
Unknown
2019
2020
.02%
.39%
White
2019
2020
81.90%
77.73%

Board and leadership

RSM is committed to advancing diversity on our board of directors and leadership team. Included below are representation numbers for fiscal 2019 and fiscal 2020.

RSM US LLP Board of Directors

The RSM US LLP Board of Directors is the governing body of the firm. It is composed of the firm’s managing partner and CEO and 11 partners and principals who are elected by their fellow partners and principals to serve a four-year term. A chairman of the board is elected annually.

2019
Racially / ethnically diverse
White
2020
Racially / ethnically diverse
White
2019
Women
Men
2020
Women
Men

RSM US LLP Leadership Team

The firm’s leadership team is responsible for setting the firm’s strategy and annual operating plan. Representatives are selected through a panel interview process.

2019
Racially / ethnically diverse
White
2020
Racially / ethnically diverse
White
2019
Women
Men
2020
Women
Men

Partners and principals

Partners and principals are the owners of RSM US LLP. They are selected through a robust pipeline, application and panel interview process.

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Men
2019
2020
82.21%
81.13%
Women
2019
2020
17.79%
18.87%
White
2019
2020
94.75%
93.08%
Racially / ethnically diverse
2019
2020
5.25%
6.39%

Retention and advancement

We know that our work continues beyond solely recruitment. We want to ensure our professionals experience RSM as an open, inclusive workplace where they want to stay and continue to develop in their career. We are making strides toward ensuring fair and equal promotions and advancement for all. Forty-four percent of our promotions were women and 20% were racially/ethnically diverse professionals in fiscal 2020.

44% of all promotions in fiscal 2020 were women

20% of ALL promotions in fiscal 2020 were racial/ethnic minorities

The data also showed that 55% of promotions at the associate level were earned by diverse candidates, which bodes well for more diversity at upper levels in the future. Focused mentorship and professional development programs will continue to help us identify qualified individuals and elevate them into their next opportunity. 

55% of promotions in fiscal 2020 were diverse women and/or racial/ethnic minorities at the associate level

Our employee network groups (ENGs) and overall impressions of the importance of diversity and inclusion at our firm are also important factors in our ability to advance and retain diverse professionals. We are proud that 98% of our people said they believe we value diversity and inclusion on our most recent pulse survey and 48% of people belonged to one or more ENGs in fiscal 2020.

48% of people belong to an rsm employee network group (eng)

98% of people report rsm values diversity and inclusion

Women

In seven of nine levels, women's representation in the RSM workforce has increased year-over-year, an indicator that our firm’s dedicated recruitment and inclusion efforts have had a positive impact.

The largest increases in female representation were at the associate, supervisor, senior director and partner/principal levels.

We would like to focus on hiring and advancing more women into the most senior positions—partner/principal, senior director and director/senior manager.

Fiscal 2019-20 female representation as a percentage by level

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Partner / Principal
2019
2020
17.79%
18.87%
Senior director
2019
2020
41.64%
43.23%
Director & senior manager
2019
2020
36.77%
35.43%
Managers
2019
2020
48.61%
49.36%
Supervisors
2019
2020
38.22%
41.81%
Senior associate
2019
2020
41.64%
39.84%
Associate
2019
2020
40.11%
41.37%
Internal client service professional
2019
2020
69.38%
69.46%
Support
2019
2020
81.41%
81.70%

Big picture: What the numbers say

We have made year-over-year increases in a number of key areas, including female employees in leadership positions and hiring of diverse professionals. Through our robust analysis, we also have identified areas in need of improvement, most notably decreasing attrition across the board. As our timeline demonstrates, RSM has a long history of a commitment to diversity, and we remain as committed as ever to advancing diverse representation in our firm.