Our vision for the future is focused on four pillars: (1) culture, (2) representation, (3) reputation, and (4) impact. We’ve outlined objectives, metrics, and underlying activities and accomplishments for each to ensure that we’re tracking and monitoring progress over the coming months.
Our vision for the future is focused on four pillars: (1) culture, (2) representation, (3) reputation, and (4) impact. We’ve outlined objectives, metrics, and underlying activities and accomplishments for each to ensure that we’re tracking and monitoring progress over the coming months.
Drive employee satisfaction, engagement, retention and advancement by further embedding inclusiveness in our organization.
Build and expand mentorship and sponsorship programs enriching the careers and success of our diverse talent.
Increase firm-wide employee network group (ENG) participation by 20% by 2025 (current participation is 56%).
Increase our investment in deeper and broader CDI and ENG programming annually.
Train 70% of RSM leaders, including manager levels, in inclusive leadership and other behaviors, to advance diversity experiences and outcomes by 2023.
Align lines of business, audit, tax and consulting CDI committees to drive FY 2023 inclusion goals.
Reward and recognize CDI leaders for positively affecting the talent experience.
In 2021, the firm established definitions and parameters for CDI/ENG programming and developed an ENG council.
In 2021, the firm embedded CDI ILEAD (inclusive leadership) behavior into firm training.
In 2021, the firm expanded standards for leadership accountability in building an inclusive culture.
In fiscal 2021, 87.4% of RSM partners and principals were members of ENGs.
In fiscal 2022, CDI integrated measures and accountability into key operational functions, including establishing CDI committees within each line of business. LOBs have completed awareness and education phases.
Enhance our accountability and drive continuous improvement in CDI through transparency.
Continuously increase diverse representation to reflect the communities in which we serve. This representation includes partnerships in NABA, ALPFA, Ascend, Out&Equal and other key organizations.
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.
In 2022, the firm piloted the Excellence Academy with 102 participants. Now RSM is in year two of our Excellence Academy focused on internship action.
Continue to invest in the development, skill-building and enrichment of diverse students and professionals.
In 2021, RSM refined recruiting priorities and established processes to attract and hire diverse talent, including ensuring representation in our applicant pool, selection committee, and ENG involvement.
We partner with key HBCUs with specific new programming to engage students and faculty.
Enhance our reputation and drive continuous improvement in CDI through transparency.
Issue annual diversity and inclusion transparency report to analyze and share our progress internally and externally.
Provide robust disclosures to support client and prospect inquiries about our CDI efforts.
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.
In fiscal 2022, CDI dashboards were created to track representation and attrition at a glance. Dashboards are available to leaders for further implementation of inclusion strategy.
Become a driver and influencer of diversity and inclusion in the marketplace.
Expand relationships and increase annual spend with diverse suppliers.
Engage the middle market in courageous conversations about diversity and inclusion, and provide relevant thought leadership to advance diversity efforts.
Increase relationships with and create opportunities for teaming partners (MBE, WBE, VBE, SDVBE and PDBE).
Established a middle market collaborative of corporations focused on diversity and inclusion with RSM.
Hired a new business and supplier diversity leader to engage the middle market-related suppliers and teaming partners with diversity and inclusion.
In fiscal 2022, the firm redesigned the diverse supplier program.
In fiscal 2022, Middle Market Collaborative for Understanding launched and included several trainings and conversations across the firm.
