Inclusion in RSM’s Workplace: Insights from Ana Kottke

An interview with Ana Kottke, Assurance supervisor and Edmonton                                                            

Pride Employee Network Group leader at RSM Canada

I had the opportunity to talk with Ana Kottke, an inspiring leader at RSM Canada. We discussed the topic of inclusion in the workplace and how RSM fulfills this mission while diving into Ana’s passion for her work within the firm. There is much to unpack, as RSM has established an impressive company culture for all its Edmonton employees. 

1. Ana, what does inclusion in the workplace mean to you, especially within RSM?
To me, inclusion begins with the firm’s brand promise, “The Power of Being Understood.” This promise drives the firm’s culture and empowers employees to be authentic while appreciating others’ perspectives. RSM has cultivated an environment where all their employees feel comfortable reaching out to anyone on the team, everyone’s differences are embraced, and all employees know and feel that they belong. 

I believe that trying to really understand my colleagues is essential. I wear my Pride ENG lanyard and have added my pronouns in my email signature to show my approachability and allyship. I also consider our promise when hiring candidates for a job, asking myself, “Can this person deliver on the power of being understood?”

2. Why do you think inclusion is essential, and how does it benefit employees and the organization?

Inclusion is essential when focused on driving business results. It’s critical we represent the communities we serve. In our Edmonton office, our clients love to see and hear that there is a sense of belonging in the firm. Many of our clients and other community partners recognize our inclusion policies, which only helps to boost the firm’s brand image and interest. The benefits of having an inclusive culture include an increase in employee creativity and the opportunity to present EDI (Equity, Diversity, and Inclusion) initiatives to clients. 

RSM’s 12 Employee Network Groups (ENGs) are important and helpful resources. Member groups like Pride, Multicultural and Abilities are a way for RSM to support inclusion in the workplace by providing spaces for their diverse employees to connect. In addition, membership in these groups allows the firm to link the groups to non-profit organizations and large communities outside of RSM, allowing for beneficial and trust-based partnerships. From my experience, being part of these ENGs really encourages understanding and diversity of thought. 

3. Ana, working for the Pride Network Group, what kind of responsibilities do you have to the group, and what skills or experiences have you gotten from this role?

I lead RSM’s Pride ENG in Edmonton and I hold myself accountable to the rest of the group members. As a new employee at RSM, you are encouraged to join one of the ENGs. So, as a leader of the local Pride group, I make it a goal to introduce myself and my role to new employees. I encourage and welcome new employees to join Pride, reiterating my support for members and the friendly environment of the group while reinforcing the idea of the community. 

My responsibilities as a leader include taking the time to make myself available to everyone in the group for whatever they need. This gives me a chance to hone my supportive leadership. I also plan and host events for the Pride group and inform members about national events and fun experiences outside Edmonton, but within RSM. For instance, November 20 is Transgender Day of Remembrance. There is an external non-profit organization that the RSM Pride group partners with called Out & Equal, which is an organization that works on LGBTQ2+ equality in the workplace. I take the initiative to email our members, making sure they know about the event and encourage them to participate. 

4. Tell me about your passion for your work in RSM and its impact on your role at the firm.

While I certainly love my role as an assurance professional and having a positive impact on our clients is very rewarding, my true passion is being the Edmonton Pride ENG leader. Luckily at RSM, I don’t have to choose one thing over the other! I can focus on my work with the Pride group, as I’m given time in my workday to focus on my support for the LGBTQ2+ community. I’ve also been fortunate to work extensively with RSM’s enterprise team and collaborate on exciting projects.

This leadership role has also been significant for my personal and professional development. When I started at RSM I was timid and quiet, but taking on a leadership role has made me more confident in myself and my abilities. 

5. One of WIB’s values is confidence, and part of our mission is to foster confidence by helping members find it in themselves through community, empowerment, and purposeful workshops. So, Ana, would you recommend new graduates to pursue ENGs to help them develop their personal and professional skills?

YES! By joining a group as a young professional, you emphasize your commitment to the organization and can take on a leadership role right from the start. It’s also an amazing way to meet and connect with people, particularly others who may be new to the company. 

6. Can you touch on some of the inclusive programs or projects you are working on right now?

I’m excited to be working with my colleagues on cultivating an allyship program for employees and the ENGs. I’ve also been collaborating with our  STAR ENG and RSM’s not-for-profit leadership group to plan events that provide a platform to discuss women’s leadership and the challenges associated with holding influential positions. I’m fortunate to be able to take part in many of the events RSM hosts; they are a great way to marry our internal and external inclusion initiatives.

7. Lastly, where do you go to stay on top of the latest thinking on inclusive leadership? should our audience check out specific articles or resources regarding diversity, equity, and inclusion within an organization?

There is a ton of information on this topic. We have some great information on our RSM Canada website, and I also find LinkedIn Learning a great resource. If you look up EDI, there are many course options and training for anyone to explore. 

At the University of Alberta, many student clubs promote EDI, alongside WIB, which includes: LazyFaire Magazine, MBA Women's Network, Network of Empowered Women, Black Students' Association, Indigenous Business Students' Association, and The Landing, ASB Strategic Plan for EDI. Also, if anyone is interested in taking courses at the Alberta School of Business that cover EDI, check out: B LAW 428/628: Natural Resource and Environmental Law, SMO 438/637: Managing Public, Not-for-Profit Organizations, SMO 488: Introduction to Indigenous Business, SMO 601: Innovation and Sustainability: The Cleantech Revolution, and SMO 686: Women and Leadership.

Many thanks to Ana for sharing her thoughts with us. Clearly Ana Kottke is a resilient and inspiring leader who genuinely cares about her work at RSM and is passionate about inclusion and representing the Pride community. It would seem the journey to harness the Power of Being Understood starts with the leader that is you.