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

Listen

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.

Educate

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.

Act

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
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 iNspireD
Empower
PRISM
Faith
Family Forward

EmbRACE and BEN

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,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.

Clive Makombera - Partner, National Lead of the BEN group

EnABLE and iNspireD

EnABLE aims to ensure that the firm is accessible for everyone whether they identify as being neurodivergent or as having a disability, long-term or short-term health condition, an impairment, or require an adjustment to allow them to thrive in their careers.

Lisa Randall - Partner, National Lead of the EnABLE network

iNspireD, our neurodiversity group work with EnABLE and other networks to boost neurodivergent awareness and support.

Henry Winterton-Harrison - Associate Director, National Lead of the iNspireD Group

Empower

Empower advocates for and supports gender balance by; striving to understand the workplace barriers colleagues face, sharing ideas, and collectively supporting career development.

Anna Spencer-Gray - Partner, National Lead of Empower Network

PRISM

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.

Andrew Todd - Manager, National Lead of the PRISM network

Faith

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, 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, National Co-Lead of Family Forward network

Victoria Davies - Senior Manager, 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:

Top 100 Employer and Gold Employer Award in Stonewall’s 2022 Workplace Equality Index;
Disability Confident Employer;
Signatory to the Valuable 500;
Neurodiversity in Business membership;
Signatory to the Women Empowerment Principles;
Leadership Through Sport and Business;
Access Accountancy;
Partner of the ICAEW’s Rise programme;
Royal National Children’s Springboard Foundation; and
10,000 Black interns programme.

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.