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.
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.
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.
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.
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.
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.
*Percentage indicates percentage promoted to the next level
*Percentage indicates percentage promoted to the next level
*Percentage indicates percentage promoted to the next level
*Percentage indicates percentage promoted to the next level
*Percentage indicates percentage promoted to the next level
*Percentage indicates percentage promoted to the next level
*Percentage indicates percentage promoted to the next level
*Percentage indicates percentage promoted to the next level
*Percentage indicates percentage promoted to the next level
*Percentage indicates percentage promoted to the next level
*Percentage indicates percentage promoted to the next level
*Percentage indicates percentage promoted to the next level
*Percentage indicates percentage promoted to the next level
*Percentage indicates percentage promoted to the next level
*Percentage indicates percentage promoted to the next level
*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.
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.
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.
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.
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.
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.
