KPMG has an ingrained culture of inclusion and diversity, focusing on shared values, experiences and aspirations.
KPMG has a culture of inclusion & diversity, shared values, experiences and aspirations.
Inclusion is at the heart of our values at KPMG. It’s about representing everyone, regardless of their gender, cultural background, sexual orientation, age or any other characteristic, and for everyone to have access to the same opportunities to thrive, be their best and to feel empowered to bring their whole selves to work.
Going forward, our work towards gender equality will continue to focus on the representation of women in leadership, recognise those of us who identify outside of the gender binary and drive support for our LGBTQ+ community. We are committed to a strong culturally diverse leadership representation and to ensure we are we are building our disability competence.
Inclusion is not just the right thing to do. It makes good business sense. The diversity of thought that inclusion brings, delivers the best solutions, inspires the best ideas and creates the best outcomes. And we all have a part to play to make KPMG a truly inclusive place to work, where we can all reach our potential and build personal and professional success, together.
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We recognise that everyone’s work preferences, and work needs, can change over time and are influenced by life outside work. There is no 'one size fits all' approach to working, our lives are different, our roles are varied, and we've proven that we can adapt and flex to get the best outcomes for ourselves, each other, our clients and communities. We encourage people to work across the ‘3 hubs’ – Office, Client & Home.
We all believe in having a workplace where everyone feels like they belong, where there is a sense of inclusion across the entire organisation. This includes people from culturally diverse backgrounds and cultures.
With our 20 percent cultural diversity target, we are seeking to address the underrepresentation of cultural diversity within our Partners. Setting these targets is designed to mobilise action and create visibility of our commitment to greater diversity required in our future leaders.
We provide cultural leave, where an individual can swap an existing public holiday with a different day to allow our people to recognise and celebrate religious or significant cultural events relevant to their culturally diverse or Indigenous heritage and religious beliefs.
KPMG has active networks such as the Belong network that provides a safe space for culturally diverse employees and allies who want to engage in conversation, celebrate events and drive positive change across the firm. We also have an Asian Female Leaders (AFL) network who hold regular events, share experiences and act to empower each other.
Our Partner Sponsor champions these networks and support the work they do alongside engaged Partners across the firm.
KPMG has a long and proud history of working alongside Aboriginal and Torres Strait Islander peoples and communities. In 2009, we launched our first Reconciliation Action Plan – focusing on economic and social development, recognising and promoting the rights of Indigenous Australians, and inspiring leadership for reconciliation. We will launch our third ‘Elevate’ Reconciliation Action Plan later in 2021.
Our commitment to Indigenous Inclusion includes building a culturally safe and informed workplace where Aboriginal and Torres Strait Islander colleagues can build their careers and will be supported to build their leadership skills and capability via opportunities such as the Emerging Indigenous Executive Leader's Program.
KPMG is committed to inspiring and supporting future Indigenous talent, through our Indigenous Tertiary Scholarships at selected Universities, and by providing Aboriginal and Torres Strait Islander University students with paid Internship opportunities within the firm through the CareerTrackers Indigenous Internship Program.
Indigenous colleagues are invited to participate in The KPMG Indigenous Network (KIN), a safe space where Aboriginal and Torres Strait Islander colleagues meet regularly to connect, share and celebrate. Our KPMG Indigenous Network is a diverse and welcoming group with representation across geographies, staff levels and divisions. The KIN also provides input into policies and strategic documents that will impact Indigenous peoples and communities.
KPMG continues to make progress towards gender equality and the commitment to driving change. This is demonstrated by CEO, Andrew Yates sponsoring this key pillar of work and his ongoing participation in the Champions of Change Coalition group. We ensure we have a gender inclusive environment that achieves greater equality for all is not only fair but has a significant impact on our organisation’s success and the engagement of our people.
KPMG is guided by the Workplace Gender Equality Agency (WGEA). WGEA continuously review the standards required to ensure we don’t become complacent in our efforts to reach gender equality. We report annually to WGEA which helps to keep us and society accountable. In 2020, we received the Employer of Choice for Gender Equality (EOGCE) for the 13th consecutive year – it’s a great reminder that we are on the right track but there’s always more to do.
Setting targets to improve gender balance in senior roles is a measurable demonstration of our commitment to fostering diversity and gender equality across our firm. In July 2020, we announced a new target of 40 percent women in partnership by 2025. Underpinning our 40 percent target is a principle of a minimum of 40 percent women, a minimum of 40 percent men, and 20 percent flexibility to be truly inclusive of gender diversity.
KPMG recognises the importance of family and the various caring responsibilities our people have as both a parent and/or a carer.
KPMG’s parental leave offers 26 weeks paid parental leave for our people, regardless of gender and with no tenure-based requirements. Parental leave can be taken in within the first 24 months of the child’s arrival and our offering includes both adoption and foster care. We offer flexi paid parental leave enabling our people to have the option to balance work and parental care during the working week in a flexible family friendly way during the length of parental leave taken.
Our partnership with Parents at Work provides support for all our people who to succeed in and out of work with resources and tools to guide them through work-life integration as a parent or carer.
In June 2021, we were accredited as a Family Friendly Workplace that saw our family policies benchmarked against the new national work and family standards.
KPMG is committed to achieving a barrier-free workplace for people with a disability and to ensuring that we extend to everyone opportunities to thrive and be embraced in the workplace. We recognise that this is integral to our commitment towards building a culture of inclusion that enables people to bring their whole and authentic selves every day to our home, office and client sites.
Our Disability Inclusion Action Plan (DIAP) is the foundation of this commitment. Our employees’ lived experiences and reflections helped to shape the direction and goals reflected in our 3-year plan. We outline how we will achieve disability inclusion and awareness across our team members, partners, clients and stakeholders.
KPMG have an active Disability network who are a team of engaged and passionate advocates and champions working to increase visibility of disability and inclusive leadership across the firm. Our Partner Sponsor and leaders are committed to advocating and creating positive change.
At KPMG we are proud of our people and work towards ensuring our culture is one where everyone can reach their full potential regardless of gender or sexuality.
Pride@KPMG is our employee network for LGBTQ+ employees and allies and it has been going strong for over 10 years.
The network provides opportunities for LGBTQ+ people and allies to connect through regular events that celebrate things like IDAHOBIT, Wear it Purple and Mardi Gras whilst fundraising for community organisation such as Black Rainbow, Wear it Purple and Pinnacle Foundation. It also hosts educational panel events and training sessions to build awareness and capability of all people across the firm to create inclusive workplaces for LGBTQ+ people.
Pride@KPMG is committed to raising the visibility of LGBTQ+ women through Pride for Women initiatives and creating better workplace support for trans and gender diverse people through the Trans and Gender Diverse Network.
Leading with Pride is KPMG’s LGBTQ+ Talent development program available to Managers and above who identify as LGBTQ+. The 6-month program focuses on unleashing authentic leadership skills that will be invaluable in creating the LGBTQ+ KPMG leaders of tomorrow.
Safe, inclusive and supportive workplaces are underpinned by policy. KPMG’s policies are inclusive of LGBTQ+ people including parental leave policy, anti-discrimination policies, dress codes and we proudly offer a Gender Affirmation Policy that includes support and access to special paid leave.
KPMG is a founding member of ACON’s Pride in Diversity program and has participated in the Australian Workplace Equality Index, a benchmarking tool for LGBTQ+ inclusion in the workplace for many years. In 2021, KPMG was awarded Gold Employer tier in the AWEI and Pride@KPMG was the co-winner of Network of the Year.