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At RSM we are proud champions of gender equality, fair and equal pay and an inclusive workplace for all.
Our latest submission to the Workplace Gender Equality Agency (WGEA) reflects the measurable progress we have made in closing the gender pay gap.
We are pleased to report a median total remuneration pay gap of 2.2%, far below the industry benchmark of 16.7%. Our average total remuneration gap has reduced from 9.5% in 2023/24 to 7.1% in 2024/25 (compared to the industry average of 15.1%). These figures reflect our unwavering dedication to fair and equitable pay.
RSM is also making significant strides in gender diversity within our Senior Leadership Group, with women now representing 26% of Partners, Directors and Corporate Service Leaders as of February 2026, a steady increase over the past four years. Building a strong and diverse leadership pipeline remains a priority to ensure advancement opportunities are accessible, transparent, and equitable for all.
Beyond pay equity, we continue to focus on the conditions that enable long-term career success. This includes maintaining flexible work practices and supporting parental and carer responsibilities, We are certified as a family-inclusive workplace, earning an impressive 81% score across the National Work and Family Standards. We are also proud to be recognised as a top scoring workplace for Carers in 2025. Click here for the full list.
Our commitment to gender equality is further demonstrated through various ongoing initiatives:
- Regular pay reviews and audits, identifying and addressing pay disparities
- Working through our priorities across the Lead-DEI strategy with a focus on broader
demographic diversity areas including Culture, First Nations, LGBTQ+, Disability and Accessibility - Reviewing engagement data from our quarterly surveys to continue to close the gap between male and female engagement
- Ongoing training and mentoring opportunities across the firm to develop people’s skills and careers
- Strengthening an inclusive leadership culture and providing a meaningful career at RSM
- Actively tracking and supporting women in our talent pipeline, increasing women’s representation in Director and Partner positions
- Maintaining an active review cycle to evolve our flexible work and family care supports in line with best practice and workforce needs
- Memberships and Commitments: Diversity Council of Australia, Parents at Work, Asian Leadership Project, Signatory on the UN Women’s Empowerment Principles.
We know that closing the gender pay gap requires sustained effort. We remain focused on embedding equitable systems, strengthening representation at senior levels, and ensuring our workplace culture enables everyone to contribute, develop and succeed.
