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What these charts show
Our 2019 mean gender pay gap is 14.62%. This is 0.1 percentage points lower than in 2018.
Our 2019 median pay gap is 16.78%. This is 1.5 percentage points higher than in 2018.
Our 2019 mean bonus gap is 27.04%. This is 5.52 percentage points higher than in 2018.
Our 2019 median bonus gap is 0%. This is the same as it was in 2018 and 2017.
What this chart shows
In 2019, 78.09% of females and 73.97% of males received a bonus. Compared with 2018, this is 0.29 percentage points higher for males and 2.63 percentage points lower for females.
What these charts show
More of our highest paid roles are held by men and more of our lowest paid roles are held by women. We have more of a gender balance at our two middle quartile pay bands.
It’ll take time to achieve our goals, but the hard work is ongoing. Regularly measuring our gender pay gap allows us to identify areas for focus, to better understand the impact of our initiatives and to continue to evolve our plans. Our ambition is to achieve a fully-inclusive workplace in which all our employees can prosper and we will continue to innovate and pilot new initiatives to achieve this in the year ahead.
Victoria Kirkhope, HR and Development Director
Our gender pay gap is the difference between the average rates of pay of all male employees and the average rates of pay of all female employees within our business. The figures shown above exclude partners. You can find the figures that include our partner group below.
Calculating the mean
We add up the rates of pay of all male employees, and the rates of pay of all female employees, and then divide these figures by the total number in each group. We then report the percentage difference between these two figures as our mean gender pay gap.
Calculating the median
We list rates of pay for every male employee and every female employee, and we report the middle point of each list as the median. We then report the percentage difference between these two figures as our median gender pay gap.
We use this same methodology to calculate our mean and median gender bonus gap, and this methodology is set out in the Equality Act 2010.
Our data shows that more women than men occupy our lowest-paid roles and more men than women occupy our highest-paid roles. Any organisation in which this is the case will have a gender pay gap and is also likely to have a gender bonus gap.
The main factor in our gender pay and bonus gaps is that we have significantly more male than female senior leaders. There has been a steady increase in female representation at our most senior levels since 2013.
| Females as a % | 2013 | 2015 | 2018 | 2019 |
|---|---|---|---|---|
| Managers | 47.7% | 49.5% | 50.5% | 54.1% |
| Directors | 30.9% | 31.0% | 34.6% | 35.0% |
| Partners | 16.4% | 18.3% | 21.9% | 24.0% |
While the challenges in our 2019 results can’t be attributed to just one factor, addressing the gender imbalance at the most senior levels of our business is clearly our biggest opportunity to reduce the gender pay gap.
To underline our commitment to reducing the gender pay and leadership gaps, we’ve also chosen to apply the methodology to our partner data and we’ll continue to share this annually. Here’s what our gender pay and bonus gaps look like with partner data included:
| Partner pay and bonus gaps |
Mean pay gap |
Median pay gap |
Mean bonus gap |
Median bonus gap |
|---|---|---|---|---|
| Partners only | 12% | 10% | 40% | 55% |
We’re committed to, and intent on, reducing this gender leadership gap and removing any barriers that prevent women from achieving senior positions.
Our diversity and inclusion leaders met recently to set the agenda for 2020/21. With inspiration from across our firm and supported with external input, we drew up a long-term plan to champion diversity and inclusion in our business. I’m excited to put these plans into action this year. We start this in March with the launch of our Empower network to coincide with International Women’s Day 2020.
Hannah Catchpool, Head of Culture, Diversity and Inclusion
There should be no barriers to progression for talented women at RSM. All of our people should be able to achieve success at every level of our business. This is the culture that we want at RSM.
We give every candidate an equal chance to show their potential. We train all hiring managers in inclusion and unconscious bias and we have female assessors on every senior promotion panel. We word all our job adverts in a gender-neutral way and, through our partnership with Bright Network, we recruit talented trainees based purely on their strengths.
We encourage a strong integration of family life and work by offering flexible working practices. In 2019, we introduced enhanced shared parental leave pay alongside our enhanced paternity and maternity pay, which was already among the best in our sector. We’re also proud to launch our national women’s network, Empower, on International Women’s Day 2020.
We offer a range of learning and development programmes to all employees and we monitor the gender participation ratio to ensure that opportunities to progress are open to all. We will continue to invest in our mentoring programme, which allows all employees to benefit from the experience of our senior people.
We’re committed at board and executive level to tackling the issues that affect gender diversity, because we understand that our culture is critical to our success. We’ll keep piloting new initiatives, drawing on the insights and experiences of our own people as well as learning from others.
We want RSM to be a sustainable business that grows its own leaders. So ensuring that all our people feel valued, supported, and able to realise their potential is vital. Our diversity and inclusion leaders will always have the board’s full support, and I’m excited to see further improvements in this area in 2020 and beyond.
In honour of International Women’s Day, we’d like to highlight the contributions made by some of our female leaders, both new and established. We thank them for their ongoing commitment to the success of our business and look forward to celebrating their achievements in more detail throughout 2020.
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As a board, we believe that having honest conversations about diversity is the only way to address the gender imbalance in our leadership team. We want our women to have an equal share of the firm’s success, and we remain absolutely committed to making this happen.
