cdi by the numbers

The Fabric of Our Firm

Every individual at RSM represents an important thread in the fabric of our firm. We focus on making people count instead of counting people. At the same time, we recognize the need to understand the numbers so we can set goals and prioritize our efforts to create a more diverse pattern as the tapestry of our firm continues to grow.

Every individual at RSM represents an important thread in the fabric of our firm. We focus on making people count instead of counting people. At the same time, we recognize the need to understand the numbers so we can set goals and prioritize our efforts to create a more diverse pattern as the tapestry of our firm continues to grow.

Our 2022 culture, diversity and inclusion numbers

RSM’s team members are the fabric of our culture and the champions of our diversity, equity and inclusion efforts. As RSM continues to grow, we expand our leadership and the number of people on our team—creating more opportunity for all. We are proud of the advancements we have made in the diversity of our leadership and our teams at many levels within the organization even as we recognize we have important work left to do.

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 the clients we serve and the communities in which we operate.

Fiscal 2019-2022 Rsm Team members

total rsm team members

14,000
13,000
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
12,183
2021
13.491
2022

Women

RSM continues to focus on stewardship and teamwork for the advancement and retention of women. We are pleased with the progress we have made in steadily increasing the number of women in partner and principal roles; however, we recognize that we have work to do on the pipeline of women at all levels to ensure we can continue to advance women into leadership roles at the firm.

7,000
6,000
5,000
4,000
3,000
2,000
1,000
0
4,649
2019
5,236
2020
5,436
2021
6,012
2022

Fiscal 2019-2022 WOMEN representation as a percentage by level

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Partner / Principal
2019
2020
2021
2022
17.79%
18.87%
19.88%
21.37%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Senior director
2019
2020
2021
2022
41.64%
43.23%
43.86%
43.96%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Director & senior manager
2019
2020
2021
2022
36.77%
35.43%
35.28%
35.39%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Managers
2019
2020
2021
2022
48.61%
49.36%
49.52%
49.00%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Supervisors
2019
2020
2021
2022
38.22%
41.81%
41.52%
43.21%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Senior associate
2019
2020
2021
2022
41.64%
39.84%
41.93%
42.97%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Associate
2019
2020
2021
2022
40.11%
41.37%
41.18%
39.81%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
ICS professionals (20, 25 & 30)
2019
2020
2021
2022
69.38%
69.46%
65.02%
59.02%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Support (ICS 05, 10 & CSR)
2019
2020
2021
2022
81.41%
81.70%
81.98%
79.10%

Racial and Ethnic Diversity

As RSM grows, we continue to grow our racial and ethnic diversity at a larger rate then our overall headcount growth. We have also made progress in advancing diverse professionals into partner and principal roles, and we see some promising trends in the diversity of our pipeline of talent at many other levels as well.

100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
20.36%
2019
21.9%
2020
22.39%
2021
24.1%
2022

Fiscal 2019-2022 representation as a percentage by Ethnicity

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Asian
2019
2020
2021
2022
7.90%
9.88%
10.28%
10.66%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Black
2019
2020
2021
2022
3.29%
3.56%
3.36%
3.98%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Hispanic / Latinx
2019
2020
2021
2022
5.16%
6.24%
6.56%
7.20%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Native American
2019
2020
2021
2022
0.20%
0.22%
0.24%
0.24%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Native Hawaiian or Pacific Islander
2019
2020
2021
2022
0.12%
0.13%
0.14%
0.11%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Two or more races
2019
2020
2021
2022
1.41%
1.86%
1.82%
1.90%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
White
2019
2020
2021
2022
81.90%
77.73%
77.60%
75.9%

Fiscal 2019-2022 representation as a percentage by level

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Asian
2019
2020
2021
2022
2.28%
2.73%
3.64%
4.58%
Black
2019
2020
2021
2022
0.68%
0.73%
0.69%
1.05%
Hispanic / Latinx
2019
2020
2021
2022
1.60%
1.78%
2.07%
2.29%
Native American
2019
2020
2021
2022
0.11%
0.10%
0.10%
0.29%
Native Hawaiian or Pacific Islander
2019
2020
2021
2022
0.00%
0.10%
0.00%
0.10%
Two or more races
2019
2020
2021
2022
0.57%
0.94%
0.79%
0.76%
White
2019
2020
2021
2022
94.75%
93.08%
92.72%
90.94%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Asian
2019
2020
2021
2022
4.82%
6.25%
6.52%
6.25%
Black
2019
2020
2021
2022
0.85%
1.04%
2.51%
2.50%
Hispanic / Latinx
2019
2020
2021
2022
2.55%
2.60%
2.51%
3.54%
Native American
2019
2020
2021
2022
0.00%
0.00%
0.00%
0.00%
Native Hawaiian or Pacific Islander
2019
2020
2021
2022
0.00%
0.00%
0.00%
0.21%
Two or more races
2019
2020
2021
2022
0.85%
0.52%
0.25%
0.83%
White
2019
2020
2021
2022
90.93%
89.32%
88.22%
86.67%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Asian
2019
2020
2021
2022
7.14%
6.98%
7.04%
8.39%
Black
2019
2020
2021
2022
2.08%
2.07%
1.90%
2.01%
Hispanic / Latinx
2019
2020
2021
2022
3.67%
3.71%
4.03%
3.90%
Native American
2019
2020
2021
2022
0.40%
0.34%
0.40%
0.27%
Native Hawaiian or Pacific Islander
2019
2020
2021
2022
0.30%
0.17%
0.16%
0.07%
Two or more races
2019
2020
2021
2022
0.99%
0.78%
0.71%
1.21%
White
2019
2020
2021
2022
85.43%
85.69%
85.76%
84.15%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Asian
2019
2020
2021
2022
9.25%
9.52%
10.01%
10.00%
Black
2019
2020
2021
2022
2.42%
3.00%
3.29%
4.04%
Hispanic / Latinx
2019
2020
2021
2022
4.20%
4.00%
4.65%
5.15%
Native American
2019
2020
2021
2022
0.21%
0.14%
0.13%
0.21%
Native Hawaiian or Pacific Islander
2019
2020
2021
2022
0.16%
0.24%
0.18%
0.09%
Two or more races
2019
2020
2021
2022
1.16%
1.57%
1.71%
1.53%
White
2019
2020
2021
2022
82.55%
81.20%
79.98%
78.97%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Asian
2019
2020
2021
2022
12.92%
13.54%
12.84%
12.82%
Black
2019
2020
2021
2022
4.13%
3.57%
3.75%
4.14%
Hispanic / Latinx
2019
2020
2021
2022
5.32%
6.68%
7.03%
7.83%
Native American
2019
2020
2021
2022
0.00%
0.18%
0.19%
0.38%
Native Hawaiian or Pacific Islander
2019
2020
2021
2022
0.00%
0.00%
0.09%
0.08%
Two or more races
2019
2020
2021
2022
1.95%
1.74%
2.06%
2.30%
White
2019
2020
2021
2022
75.57%
73.83%
74.04%
72.45%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Asian
2019
2020
2021
2022
12.93%
13.67%
14.38%
13.67%
Black
2019
2020
2021
2022
3.91%
4.02%
3.28%
4.32%
Hispanic / Latinx
2019
2020
2021
2022
7.59%
7.83%
8.68%
9.83%
Native American
2019
2020
2021
2022
0.17%
0.05%
0.10%
0.34%
Native Hawaiian or Pacific Islander
2019
2020
2021
2022
0.06%
0.16%
0.15%
0.10%
Two or more races
2019
2020
2021
2022
1.93%
2.36%
2.27%
2.40%
White
2019
2020
2021
2022
73.43%
71.80%
71.14%
69.35%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Asian
2019
2020
2021
2022
12.05%
13.05%
13.56%
14.41%
Black
2019
2020
2021
2022
3.74%
3.68%
3.20%
4.31%
Hispanic / Latinx
2019
2020
2021
2022
7.78%
8.96%
9.15%
9.43%
Native American
2019
2020
2021
2022
0.13%
0.38%
0.37%
0.13%
Native Hawaiian or Pacific Islander
2019
2020
2021
2022
0.22%
0.08%
0.15%
0.17%
Two or more races
2019
2020
2021
2022
2.11%
2.81%
2.61%
2.44%
White
2019
2020
2021
2022
73.97%
70.86%
70.98%
69.12%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Asian
2019
2020
2021
2022
5.51%
5.89%
6.60%
7.80%
Black
2019
2020
2021
2022
3.74%
5.71%
4.95%
4.28%
Hispanic / Latinx
2019
2020
2021
2022
5.29%
6.61%
6.77%
7.95%
Native American
2019
2020
2021
2022
0.22%
0.36%
0.50%
0.00%
Native Hawaiian or Pacific Islander
2019
2020
2021
2022
0.22%
0.18%
0.17%
0.15%
Two or more races
2019
2020
2021
2022
0.88%
1.43%
1.82%
1.83%
White
2019
2020
2021
2022
84.14%
79.82%
79.21%
77.98%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Asian
2019
2020
2021
2022
4.22%
4.36%
4.83%
6.05%
Black
2019
2020
2021
2022
8.10%
8.06%
8.36%
8.07%
Hispanic / Latinx
2019
2020
2021
2022
8.44%
8.93%
8.72%
10.08%
Native American
2019
2020
2021
2022
0.57%
0.33%
0.35%
0.46%
Native Hawaiian or Pacific Islander
2019
2020
2021
2022
0.11%
0.11%
0.24%
0.09%
Two or more races
2019
2020
2021
2022
2.28%
2.18%
1.88%
2.38%
White
2019
2020
2021
2022
76.28%
74.95%
75.62%
72.87%

Fiscal 2019-2022 intern representation as a percentage

Our intern pipeline also reflects our ability to increase diverse representation in the future. We have made progress increasing diversity in our intern pipeline from 2019 through 2022 while the number of women has remained relatively steady.

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Female
2019
2020
2021
2022
41.66%
42.08%
41.13%
41.17%
Male
2019
2020
2021
2022
58.34%
57.92%
58.87%
58.83%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Asian
2019
2020
2021
2022
11.39%
15.21%
16.25%
15.44%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Black
2019
2020
2021
2022
2.50%
3.37%
3.65%
4.04%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Hispanic / Latinx
2019
2020
2021
2022
9.59%
9.91%
9.80%
9.84%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Native American
2019
2020
2021
2022
.10%
.10%
.23%
.07%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Native Hawaiian or Pacific Islander
2019
2020
2021
2022
.00%
.13%
.08%
.26%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Two or more races
2019
2020
2021
2022
1.40%
2.12%
2.80%
1.76%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
White
2019
2020
2021
2022
70.63%
69.20%
67.19%
68.53%

Retention and advancement

We understand that our work around diversity and inclusion expands beyond recruitment. We want to ensure our people experience RSM as an open, inclusive workplace where they want to stay, learn and build their careers. We continue to make progress toward ensuring fair and equitable opportunities for all of our people, and remain committed to fostering an inclusive workplace that supports the communities where our people live and work.

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Female promotion percentage
2021
2022
41.19%
45.25%
Diverse promotion percentage
2021
2022
21.59%
23.59%

Percentage of women promoted by level in Fiscal 2022*

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Female
2022
37.66%
Male
2022
62.34%

*Percentage indicates percentage promoted to the next level

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Female
2022
37.50%
Male
2022
62.50%

*Percentage indicates percentage promoted to the next level

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Female
2022
45.54%
Male
2022
54.46%

*Percentage indicates percentage promoted to the next level

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Female
2022
46.21%
Male
2022
53.79%

*Percentage indicates percentage promoted to the next level

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Female
2022
38.04%
Male
2022
61.96%

*Percentage indicates percentage promoted to the next level

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Female
2022
39.44%
Male
2022
60.56%

*Percentage indicates percentage promoted to the next level

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Female
2022
68.00%
Male
2022
32.00%

*Percentage indicates percentage promoted to the next level

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Female
2022
95.83%
Male
2022
4.17%

*Percentage indicates percentage promoted to the next level

Percentage of racially and ethnically diverse professionals promoted by level in Fiscal 2022*

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Asian
2022
3.90%
Black
2022
5.19%
Hispanic / Latinx
2022
5.19%
Native American
2022
1.30%
Native Hawaiian or Pacific Islander
2022
1.30%
Two or more races
2022
0.00%
White
2022
83.12%

*Percentage indicates percentage promoted to the next level

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Asian
2022
12.50%
Black
2022
0.00%
Hispanic / Latinx
2022
0.00%
Native American
2022
0.00%
Native Hawaiian or Pacific Islander
2022
0.00%
Two or more races
2022
0.00%
White
2022
87.50%

*Percentage indicates percentage promoted to the next level

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Asian
2022
8.04%
Black
2022
0.00%
Hispanic / Latinx
2022
5.36%
Native American
2022
0.00%
Native Hawaiian or Pacific Islander
2022
0.89%
Two or more races
2022
2.68%
White
2022
83.04%

*Percentage indicates percentage promoted to the next level

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Asian
2022
8.33%
Black
2022
3.03%
Hispanic / Latinx
2022
7.58%
Native American
2022
0.00%
Native Hawaiian or Pacific Islander
2022
0.00%
Two or more races
2022
3.79%
White
2022
77.27%

*Percentage indicates percentage promoted to the next level

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Asian
2022
18.48%
Black
2022
3.26%
Hispanic / Latinx
2022
8.70%
Native American
2022
1.09%
Native Hawaiian or Pacific Islander
2022
0.00%
Two or more races
2022
4.35%
White
2022
64.13%

*Percentage indicates percentage promoted to the next level

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Asian
2022
15.49%
Black
2022
1.41%
Hispanic / Latinx
2022
7.04%
Native American
2022
0.00%
Native Hawaiian or Pacific Islander
2022
0.00%
Two or more races
2022
5.63%
White
2022
70.42%

*Percentage indicates percentage promoted to the next level

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Asian
2022
12.00%
Black
2022
4.00%
Hispanic / Latinx
2022
8.00%
Native American
2022
0.00%
Native Hawaiian or Pacific Islander
2022
0.00%
Two or more races
2022
4.00%
White
2022
72.00%

*Percentage indicates percentage promoted to the next level

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Asian
2022
8.33%
Black
2022
4.17%
Hispanic / Latinx
2022
4.17%
Native American
2022
0.00%
Native Hawaiian or Pacific Islander
2022
0.00%
Two or more races
2022
4.17%
White
2022
79.17%

*Percentage indicates percentage promoted to the next level

Our data shows that 70% of promotions were earned by diverse or women candidates in 2022. Focused mentorship and professional development programs help us continue to identify qualified individuals and elevate them into their next opportunities. 

Our employee network groups (ENGs) play a big role in advancing and retaining diverse professionals, and we are proud that 89% of our partners and principals and 51% of our people participate in employee network groups.

89% of partners /  principals in engs in fiscal 2022

51% of people belonged to one or more ENGs in fiscal 2022

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, 2020, 2021 and 2022.

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 & CEO and 11 partners and principals who are elected by their fellow owners to serve a four-year term. A chairman is elected annually by the board.

2019
Racially / ethnically diverse
White
2020
Racially / ethnically diverse
White
2021
Racially / ethnically diverse
White
2022
Racially / ethnically diverse
White
2019
Women
Men
2020
Women
Men
2021
Women
Men
2022
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
2021
Racially / ethnically diverse
White
2022
Racially / ethnically diverse
White
2019
Women
Men
2020
Women
Men
2021
Women
Men
2022
Women
Men

Pay Equity

This year, RSM is releasing our pay equity data for the first time in our diversity report in support of our longstanding commitment to equal pay. Pay equity for all groups is within 99 cents or more for every dollar for fiscal 2021 and fiscal 2022.

Comparison

$1.00
0
1.009**
0.992
1.007**
0.990

Adjusted Wage Gap 2021

Adjusted Wage Gap 2022

Minority: White
Female: Male

Comparison

$1.00
0
1.017**
1.008
1.002
1.015
1.027
0.986
1.013**
1.013**
0.998
1.005
0.945
0.999

Adjusted Wage Gap 2021

Adjusted Wage Gap 2022

Asian
Black
Hispanic / Latinx
Native American
Native Hawaiian or Pacific Islander
Two or More*

Big picture: What the numbers say

We have made increases in a number of key areas over the last three years, 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 enhancing diverse representation in our firm.

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