Diversity and inclusion

Our people are our greatest strength. We’re proud to have created a strong sense of belonging so that people of all identities, backgrounds, and cultures are comfortable bringing their true selves to work. 

Diverse, empowered teams bring a broader range of ideas and insights. We work together with all our stakeholders to make sure our culture always embraces difference and strengthens inclusion. We consider this a business imperative. 

Our clients come from all walks of life. We aim to achieve that same diversity of background, experience and perspective in our own teams, so that we can genuinely understand our client’s needs. 

Fostering inclusion is central to our values with all of us holding a shared responsibility to embed this within our culture.  Everyday allyship is one of the ways in which we do this, enabling everyone to belong, thrive and display authentic behaviours with the support of our colleagues. 

Listen. Educate. Act.

To drive forward our ambition to make sure everyone feels valued, we’ve set out a clear and widely communicated three-step strategy. 

  • Listen
  • Educate
  • Act


We listen to and amplify diverse voices and perspectives. We create spaces that promote inclusive workplace practices, allowing our people to share lived experiences.

We also make sure everyone gets heard through our employee networks, people surveys and employee voice champions. By listening, we build connections and learn how to make meaningful changes in the way we behave.


We educate and empower our people to better understand diversity and inclusion.

We have an annual calendar of learning opportunities and resources, where our people can learn about relevant issues and continually challenge the way they think.


Finally, we act on what we’re continually learning. We want our ways of working, benefits and opportunities to acknowledge and celebrate the diversity of our people.

We’ve partnered with a number of organisations to help us promote diversity in the workplace and achieve our inclusivity goals.

Rob Donaldson
Rob  Donaldson
Chief Executive Officer
At RSM, we are committed to achieving greater diversity and to being more inclusive. Not because we have to, or want to be seen to, but because we believe we should. We know our business is better and stronger when we have diversity of perspective, and an environment that empowers people of all identities, backgrounds, and cultures to deliver their best.

Our respect networks

Our employee networks play a crucial role in the delivery of our Listen. Educate. Act. strategy. They build communities across geographical regions, supporting our employees in their professional and personal development. Our networks also give our employees a place to share experiences and actively support diversity and inclusion initiatives.

  • EmbRACE and BEN
  • EnABLE and Neurodiversity
  • Empower
  • Faith
  • Family Forward


EmbRACE encourages our people to share stories, celebrate success and discuss how we can better support our ethnically and culturally diverse communities at RSM.

Mitul Raja - Partner and National Lead of the EmbRACE network

The BEN (Black Employee Network) group were created as part of EmbRACE. BEN focuses on supporting black employees and partners throughout their careers at RSM.

Eugenia Campbell - Director and National Lead of the BEN group

EnABLE and Neurodiversity

EnABLE supports and advocates for our people with disabilities and those who identify as neurodivergent. Raising awareness and helping us to understand how to make our environments and procedures inclusive and supportive for all.

Lisa Randall - Partner and National Lead of the EnABLE network

Henry Winterton-Harrison - Associate Director and National Lead of the Neurodiversity Group


Empower advocates for and supports women across RSM, including those in or looking to progress to leadership roles, through networking opportunities and firm-wide activities.

Anna Spencer-Gray - Partner and National Co-Lead of Empower Network

Chloe Austin - Senior Manager and National Co-Lead of Empower Network


PRISM is a space for LGBT+ employees and allies to discuss their experiences, supporting and advocating for the community so everyone can bring their authentic self to work.

Philip Jackson - Manager and National Co-Lead of the PRISM network

Tom Henderson - Legal Counsel and National Co-Lead of the PRISM network


The Faith network encourages our employees to openly discuss, celebrate and practice their faith at work, and learn more about each other.

Philip Briggs - Partner and National Lead of the Faith network

Family Forward

Family Forward focuses on how we continue to support our working parents throughout their careers.

Linda Gray - Partner and National Co-Lead of Family Forward network

Victoria Davies - Senior Manager and National Co-Lead of Family Forward network

Our awards, accreditations and partnerships

To support our inclusion journey, we partner with, and have received accreditations from, a range of organisations including:

Social mobility

We are committed to creating an environment where everyone can thrive, irrespective of their socio-economic background. We aim to have a diverse and inclusive workforce, supporting all our employees to make a positive contribution to our local communities. Supporting social mobility is a core focus within this commitment. Through our partnerships and programmes, we aim to create opportunities for young people, irrespective of where they are from or who they know.

Pay gap reporting

We voluntarily report on our ethnicity pay gaps alongside our statutory requirement to report on gender pay gaps.