Within the UK group of companies and LLPs trading as RSM, RSM UK Tax and Accounting Limited and RSM UK Management Limited are in scope of The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. The gender pay gap data as at 5 April 2024 for each of those companies is as follows:
RSM UK Tax and Accounting Limited
| |
2024 |
2023 |
2022 |
2021 |
2020 |
2019 |
2018 |
| Mean pay gap: |
5.7% |
6.6% |
8.8% |
10.2% |
12.5% |
15.0% |
14.9% |
| Median pay gap: |
4.1% |
7.4%
|
11.2%
|
11.0%
|
15.1%
|
17.8%
|
15.2%
|
| Mean bonus gap: |
18.8% |
18.3%
|
27.1%
|
17.2%
|
32.5%
|
32.4%
|
27.5%
|
| Median bonus gap: |
0.0% |
2.4%
|
8.3%
|
-5.8%
|
1.0%
|
0.0%
|
0.0%
|
| Percentage of women receiving a bonus: |
71.2% |
73.7%
|
68.7%
|
99.2%
|
77.2%
|
77.8%
|
82.1%
|
| Percentage of men receiving a bonus: |
65.1% |
65.4%
|
73.2%
|
73.4%
|
81.7%
|
98.7%
|
61.5%
|
Pay quartiles by gender
| |
2024 |
2023 |
2022 |
2021 |
2020 |
2019 |
2018 |
| Quartile |
Women |
Men |
Women |
Men |
Women |
Men |
Women |
Men |
Women |
Men |
Women |
Men |
Women |
Men |
| Lower |
48% |
52% |
51%
|
49%
|
52%
|
48%
|
54%
|
46%
|
58%
|
42%
|
66% |
34%
|
67%
|
33%
|
| Lower middle |
51% |
49% |
50%
|
50%
|
53%
|
47%
|
54% |
46%
|
56%
|
44%
|
56%
|
44%
|
54%
|
46%
|
| Upper middle |
50% |
50% |
49%
|
51%
|
47%
|
53%
|
48%
|
52%
|
50% |
50%
|
49%
|
51%
|
49% |
51%
|
| Upper |
43% |
57 |
44%
|
56%
|
43%
|
57%
|
43%
|
57%
|
43% |
57%
|
39%
|
61%
|
38%
|
62%
|
RSM UK Management Limited
|
2024 |
2023 |
2022 |
2021 |
2020 |
2019 |
2018 |
| Mean pay gap |
15.2% |
14.9% |
17.9% |
17.1% |
11.3% |
14.6% |
15.5% |
| Median pay gap: |
15.7% |
19.9%
|
19.1%
|
23.1%
|
13.6%
|
22.2%
|
21.3%
|
| Mean bonus gap: |
39.5% |
34.3%
|
28.8%
|
7.8%
|
-17.0%
|
-22.8%
|
-37.9%
|
| Median bonus gap: |
48.3% |
32.0%
|
35.4%
|
0.00%
|
0.00%
|
0.00%
|
0.0%
|
| Percentage of women receiving a bonus: |
70.6% |
65.4%
|
69.4%
|
94.5%
|
82.2%
|
79.4%
|
73.7%
|
| Percentage of men receiving a bonus: |
66.8% |
61.6% |
61.9% |
94.1%
|
81.5%
|
78.0%
|
76.9%
|
Pay quartiles by gender
|
2024 |
2023 |
2022 |
2021 |
2020 |
2019 |
2018 |
| Quartile |
Women |
Men |
Women |
Men |
Women |
Men |
Women |
Men |
Women |
Men |
Women |
Men |
Women |
Men |
| Lower |
73% |
27% |
74%
|
26%
|
75%
|
25%
|
77%
|
23%
|
70%
|
30%
|
80% |
20%
|
81%
|
19%
|
| Lower middle |
61% |
39% |
66%
|
34%
|
63%
|
37%
|
63% |
37%
|
60%
|
40%
|
57%
|
43%
|
58%
|
42%
|
| Upper middle |
64% |
36% |
61%
|
39%
|
63%
|
37%
|
54%
|
46%
|
55% |
45%
|
58%
|
42%
|
53% |
47%
|
| Upper |
45% |
55% |
47%
|
53%
|
43%
|
57%
|
50%
|
50%
|
48% |
52%
|
40%
|
60%
|
41%
|
59% |
Find out more in RSM’s 2024 diversity pay gap statement
I confirm that RSM’s gender pay gap calculations are accurate and meet the requirements of The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017
Dan Thompson
People Partner, RSM UK
