Our unique culture
Every individual at RSM is an important member of our firm, and just as we strive to instill confidence in the clients we serve, we do the same with our people as they grow their careers at our firm. At RSM, we focus on making people count rather than on counting people. At the same time, we realize the importance of understanding the numbers so we can set goals and prioritize our efforts to create an inclusive workplace culture where everyone is confident about their future.
Our CDI numbers
At RSM, our culture is unrivaled. Our exceptional people are the key to that culture, the root of our exceptional client experience, 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 opportunities 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 and remain committed to continuing those efforts into the future.
Calendar years 2019-22 RSM team members
Total RSM team members
Women
RSM continues to focus on stewardship and teamwork for the advancement and retention of women (STAR). We are pleased with the progress we have made in steadily increasing the number of women in partner and principal roles. At the same time, we remain focused on enhancing the pipeline of women at all levels to ensure we can continue to advance women into leadership roles.
Women at RSM
Calendar years 2019-22 representation of women as a percentage by level
Racial and ethnic diversity
As RSM grows, we continue to enhance our racial and ethnic diversity at a rate greater than our overall headcount growth. We have also made progress in advancing diverse professionals into partner and principal roles, and we continue to see some encouraging trends in the diversity of our talent pipeline at many other levels as well.
Percentage of racially and ethnically diverse professionals
Calendar years 2019-22 race and ethnicity representation as a percentage
Calendar years 2019-22 representation as a percentage by level
Interns
Our intern pipeline also reflects our commitment to increasing our diverse representation now and into the future. We have made progress increasing the diversity of our intern pipeline and have maintained the representation of women in our intern population.
Calendar years 2019-22 intern representation as a percentage
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 providing 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.
Calendar year 2022 percentage of promotions – female and diverse
Calendar year 2022 percentage of promotions – female and male by 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
Calendar year 2022 percentage of promotions – racially and ethnically diverse
*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
Diverse or women candidates earned 58.5% of promotions in 2022. Focused mentorship and professional development programs help us continue to identify qualified individuals and elevate them to their next opportunities.
Employee network groups
Our employee network groups (ENGs) play a crucial role in advancing and retaining diverse professionals, and we are proud that 89.3% of our partners and principals and 53.8% of our people participate in these ENGs.
Partner/principal members of employee network groups
Total employee network group membership
Board and leadership
RSM is committed to advancing diversity on our board of directors and leadership team. Included below are representation numbers for calendar years 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 and CEO and 11 partners and principals who are elected by their fellow owners to serve four-year terms. A chairperson is elected annually by the board.
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.
Pay equity
Our wage gap analysis showed equity or near equity for female and diverse professionals.
Comparison
Adjusted wage gap 2021
Adjusted wage gap 2022
Comparison
Adjusted wage gap 2021
Adjusted wage gap 2022
Big picture: What the numbers say
Over the last several years, we have made progress in a number of key areas, including female employees in leadership positions and hiring diverse professionals. As part of our commitment, we are also continually identifying opportunities for improvement including further increasing diverse and female representation at all levels of our firm. As our timeline demonstrates, we have a longstanding commitment to diversity and inclusion, and we remain focused on enhancing diverse representation within our firm.
