RSM’s commitment to sustainability
> Inclusion impact
RSM US LLP FY24
Impact Report
Through a culture of inclusion, our vision is to develop and leverage a workplace that values and celebrates the unique backgrounds and diverse perspectives of our team members. Doing so will allow us to sustain our unrivaled, inclusive culture; drive innovation and collaboration; and achieve business results.
1.
Continue to build and expand mentorship and sponsorship programs, including growing participation in the culture of inclusion mentor program.
2.
Maintain high satisfaction of enterprise employee network group (ENG) members.
3.
Enhance our professionals’ inclusive leadership skills through learning opportunities for all, with a focus on manager, director, managing director and partner levels for their critical role in sustaining an inclusive culture.
4.
Continue to invest in the development, skill-building and enrichment of our professionals across all backgrounds to ensure inclusive leadership teams.
1.
Continue to expand RSM’s candidate pipeline, working with a wide range of educational institutions, including historically Black colleges and universities and other minority-serving institutions and organizations.
2.
Continue to expand the pipeline of future accounting professionals through programs for students early in their college careers.
3.
Increase relationships with minority business enterprises, women business enterprises, disabled business enterprises, disabled veteran business enterprises, veteran-owned small businesses, LGBTQ+ owned business enterprises and diverse professional organizations.
At RSM, we are committed to creating an inclusive workplace in which professionals with different backgrounds, ideas and perspectives can come together to drive innovation and creative problem solving for our clients. As part of this commitment, we realize the importance of understanding and using data to prioritize our efforts and initiatives so that we can continue to create a workplace culture where everyone is confident about their future.
Over the past five years, the number of RSM team members has grown by more than 25%. During this period, the firm has grown the number of professionals across all demographic categories. As RSM continues to grow, we expand our leadership and the number of people on our team—creating more opportunities for all.
RSM continues to focus on stewardship and teamwork for the advancement and retention of women. As RSM continues to grow, so does the representation of women at all levels of our business.
*The managing director level was added in calendar year 2023.
*FCS stands for firm client servers. These are individuals who serve our firm in an internal capacity (e.g., finance, marketing, sales, human resources, information technology, risk management, etc.). FCS professionals include those in the associate, senior associate and manager levels.
*Includes FCS specialist, senior specialist, associates and client service representatives.
Note: Less than 1% of RSM team members elected not to provide their gender or ethnicity. Those individuals are excluded from the statistical summaries provided in this report. Therefore, some numbers will not add to 100%.
Our continued growth in ethnic and racial diversity reflects our commitment to an inclusive environment for all. We continue to advance our highly qualified professionals of all backgrounds into partner and principal roles, and we continue to see positive trends in the diversity of our talent pipeline at many other levels.
Note: Less than 1% of RSM team members elected not to provide their gender or ethnicity. Those individuals are excluded from the statistical summaries provided in this report. Therefore, some numbers will not add to 100%.
*The managing director level was added in calendar year 2023.
*FCS stands for firm client servers. These are individuals who serve our firm in an internal capacity (e.g., finance, marketing, sales, human resources, information technology, risk management, etc.). FCS professionals include those in the associate, senior associate and manager levels.
*Includes FCS specialist, senior specialist, associates and client service representatives.
Note: Less than 1% of RSM team members elected not to provide their gender or ethnicity. Those individuals are excluded from the statistical summaries provided in this report. Therefore, some numbers will not add to 100%.
Our pipeline of interns also reflects our commitment to creating an inclusive workplace now and into the future. Interns of all backgrounds continue to bring new perspectives and talent to our organization.
Note: Less than 1% of RSM team members elected not to provide their gender or ethnicity. Those individuals are excluded from the statistical summaries provided in this report. Therefore, some numbers will not add to 100%.
Note: Less than 1% of RSM team members elected not to provide their gender or ethnicity. Those individuals are excluded from the statistical summaries provided in this report. Therefore, some numbers will not add to 100%.
Retention and advancement is a key component of creating an inclusive workplace. Over the past five years, we have continued 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.
Note: Less than 1% of RSM team members elected not to provide their gender or ethnicity. Those individuals are excluded from the statistical summaries provided in this report. Therefore, some numbers will not add to 100%.
*FCS stands for firm client servers. These are individuals who serve our firm in an internal capacity (e.g., finance, marketing, sales, human resources, information technology, risk management, etc.). FCS professionals include those in the associate, senior associate and manager levels.
*Includes FCS specialist, senior specialist, associates and client service representatives.
Note: Less than 1% of RSM team members elected not to provide their gender or ethnicity. Those individuals are excluded from the statistical summaries provided in this report. Therefore, some numbers will not add to 100%.
*FCS stands for firm client servers. These are individuals who serve our firm in an internal capacity (e.g., finance, marketing, sales, human resources, information technology, risk management, etc.). FCS professionals include those in the associate, senior associate and manager levels.
*Includes FCS specialist, senior specialist, associates and client service representatives.
Note: Less than 1% of RSM team members elected not to provide their gender or ethnicity. Those individuals are excluded from the statistical summaries provided in this report. Therefore, some numbers will not add to 100%.
Our employee network groups (ENGs) are a foundational component for advancing and retaining professionals of all backgrounds. We continue to see strong participation in our ENGs with 91% of our partners and principals and 55% of our people involved in one or more ENGs.
At RSM, inclusivity starts at the top.
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 12 partners and principals who are elected by their fellow owners to serve four-year terms. A chairperson is elected annually by the board.
The firm’s leadership team is responsible for setting the firm’s strategy and annual operating plan.
We are proud to share that, once again, our wage gap analysis showed equity or near equity for our professionals across gender and ethnicity.
As our five-year snapshot demonstrates, we have a longstanding commitment to inclusion, and we remain focused on creating a well-rounded and supportive workplace for our professionals. Embracing the value of including professionals from a wide range of backgrounds ensures that we can provide the highest level of service to our clients.
