Our commitments:

Have an inclusive culture, built on trust; have an educated, empathetic workforce; and be an advocate for equal opportunity.

Eliminate discrimination in respect of employment and occupation.

Empower women in the workplace, marketplace and community.


We believe an inclusive culture, which values diversity, leads to better decision-making, drives greater creativity and innovation, better meets the needs of our clients and is more motivating for our people. As a signatory to the UN Global Compact Principles and UN Women’s Empowerment Principles, we’re committed to eliminating discrimination in employment and occupation, and empowering women in the workplace, marketplace and community. These principles lay a foundation for our efforts to create a world where everyone is treated fairly and gender, race and identity are not barriers to fulfilment.

The events of the past year have put racism firmly in the spotlight, once again requiring a renewed focus on our approach to inclusion and diversity (I&D). The tragic killing of George Floyd in May 2020 led to a powerful movement for real change that swept across many parts of the world. People said "enough is enough". We, too, wanted to change.

KPMG in South Africa celebrates Pride

KPMG in South Africa celebrates Pride

In July, we held a 72-hour virtual discussion called Courageous Conversations, inviting all our people across the globe to share their views and build solutions to help KPMG become an even more inclusive organization. This unique, crowd-sourced event led to the development of our Collective Action Plan — co-created by our people, I&D experts, and leaders around the world. The plan, built around three principles, sets out the practical steps we will take to tackle injustice and inequality.


To hold ourselves accountable for change, we’re now defining measurable goals that will sit at the heart of this plan, including making our leaders accountable for both new I&D goals and rolling out new global policies. This will ensure that each of us becomes more aware of our expected behaviors, channels for speaking up, and the opportunities we have to take positive action.

We’ve also committed to creating a clear anti-racism ambition with associated goals and measurements for 2022, as well as to broaden the diversity data we collect and report on so that we can continuously track our progress. To ensure we empower change, we will drive additional education initiatives across KPMG and support our I&D teams to eliminate bias in the development and recognition of talent. In recognition that we all need to do better, we will be renewing our efforts to support and educate our clients and communities so others can learn from our experience, enabling us to accelerate and empower change more broadly.

While many of these actions are still to be rolled out, many KPMG firms are already taking action by setting bold goals and holding their leaders accountable for progress.

KPMG in Canada set a 2022 goal to achieve a partnership of 30 percent women and 20 percent visible minorities. The Management Committee is already 62.5 percent female.

The UK firm’s Board has already achieved gender parity and is now driving further change through programs such as its 10-week GROW program, which provides coaching for women, LGBT people, people with a disability, those from low socioeconomic backgrounds and other underrepresented groups. Their Black Lives Action Plan is accelerating efforts to double the proportion of Black colleagues in leadership positions, and everyone across the UK firm has been asked to take part in a new Allies program for our Black colleagues, with leaders accountable for progress.

Meanwhile Accelerate 2025 is a 5-year strategy from KPMG in the US, to have more individuals from underrepresented groups choose KPMG in the US as their employer, build careers with us, and advance to leadership positions within the US firm and within the accounting profession. The KPMG US Chairman and US Management Committee are accountable for measurable progress against that strategy and cascading accountability to their respective management teams.

Throughout 2020, we hosted online events for our people to promote the importance of inclusion. Experts provided guidance on how to empower change and gave advice on becoming effective allies. In June, more than 2,500 of our people joined our inaugural Global Pride Conference, an online event to learn from civil rights experts, KPMG leaders and Pride champions. In December, more than 3,000 KPMG people joined our International Day of People with Disabilities Summit, to hear from disability advocates and accessibility leaders, as well as learn from the experiences of our colleagues.

KPMG in France celebrated The European Disability Employment Week, raising awareness of how inclusive work environments for people with disabilities foster innovation and creativity. Through daily awareness actions, this helped our people understand how to be an effective ally to those with disabilities.

The Abilities in Motion (AIM) Business Resource Group (BRG), in the US firm, supports partners and employees who have a disability or who serve as a caregiver for someone with special needs. In addition to this support, the BRG Advisory Board champions the AIM 1i5 (one in Five) program — named after the fact that one in five Americans has a disability — which invests in developing the next generation of AIM leaders through mentorship, recognition and career advocacy.

The Leading with Pride program in KPMG Australia is about to hit its second year running. Designed for future leaders who identify as LGBTIQ+, it focuses on further developing their leadership skills so they become the inspiring and impactful leaders they want to be, and our clients need them to be. And to drive inclusive leadership, our Australian firm also rolled out a program to help partners understand how to see and address personal bias.

While we’re aware of the need to empower change across KPMG firms, we also recognize the role we can play to help accelerate greater inclusion and diversity across business and within our communities.

In the US, many Black businesses and families cannot access capital from banks in their communities. In response, our US firm is working to advise the Black Bank Fund and National Black Bank Foundation, to strengthen Black-owned banks through direct investment. This capital will allow these banks to extend new loans to Black entrepreneurs, families and businesses. This non-profit foundation will simultaneously provide financial literacy and wealth-building programs for the communities in which these banks operate.

KPMG in Brazil’s Impulse program offers 50 one-year scholarships to young Black talent, which includes third-party support for learning English as a foreign language and learning through KPMG’s Journey to Digital. The program also offers mentoring sessions, networking and international immersion opportunities, to improve career chances inside and outside KPMG.

In several countries, KPMG firms have made a major contribution to gender diversity through involvement in the 30% Club, which campaigns for countries’ top companies to achieve 30 percent women on their boards. KPMG in the US is also the global lead sponsor of the WomenCorporateDirectors Foundation. This is the preeminent organization for women directors globally, which aims to increase womens representation on boards and in board leadership positions, and offers educational governance programs, networking opportunities, applications for open board seats and a powerful global peer community.

IT’s Her Future is our UK firm's initiative to drive gender diversity within technology, both at KPMG and with our clients. In this ongoing program, we aim to attract, recruit, engage, promote and retain women at KPMG. Since it commenced in 2016, the proportion of female joiners into technology roles within KPMG in the UK has increased from 25 percent to 44 percent, with the program winning numerous awards. We’ve expanded the initiative to other KPMG firms including China, the Netherlands and Australia.

In India, KPMG’s Aspire program empowers disadvantaged girls who are also first-generation learners in their family. We support the girls with technology and English classes, ‘soft’ skills development, career counselling, mentoring, educational visits, extracurricular activities and funding for school and college fees.

Our performance

While we're making progress with inclusion and diversity, we want to do much more. We already report on a range of goals relating to diversity, inclusion and other elements of our I&D Collective Action Plan, but we believe more focus is needed and we are developing further goals and measurements. Through our 2020 Global People Survey, we do know that the vast majority of our people (87 percent) feel they're treated with dignity and respect at work. Of the partners promoted internally in 2020 (including the new FY21 partner class), 30 percent were female in our largest ten KPMG firms.1

1. Including KPMG Global Services.

Age percentage chart

Percentages based on KPMG people employed as at 30 September 2020. Excludes internships and contingent labor. Leadership includes partners and other senior directors.

Gender percentage chart

Percentages based on KPMG people employed as at 30 September 2020. Excludes internships and contingent labor. Leadership includes partners and other senior directors. KPMG does not yet gather data on other genders.

Our Impact Plan represents the collective environmental, social and governance commitments of independent KPMG firms, affiliated with KPMG International Limited. The data represented in Our Impact Plan is aggregated data from KPMG firms for the 12 months to 30 September 2020 unless stated otherwise. KPMG International Limited is a private English company limited by guarantee and does not provide services to clients. Where the term “ KPMG,” “ firm,” “ we” or similar references are used without definition, they are meant to collectively refer to KPMG International Limited and the independent KPMG firms.