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What we believe

Where you were born, your socio-economic background, your ethnicity, your sexuality, your gender: none of these things should affect whether you fulfil your potential.

We believe that building an inclusive environment simply makes sense. Our clients know that diverse teams do better thinking. And we know that you’ll be at your best when you feel you belong.

We study every part of the firm through the lens of inclusion. It’s a core part of our recruitment process, it’s part of how we progress our people and it’s part of how our leaders are measured and rewarded.

It’s important to us to keep learning and improving. It’s why we collaborate with outside organisations like Stonewall, Race for Opportunity and Working Families. We choose to publish our gender and our ethnicity pay-gaps every year, and we hold ourselves to stretching targets on inclusion, diversity and social equality.

You can read more about our approach to inclusion on our careers site.

The awards we’ve won

Awards that KPMG UK has won for our approach to inclusion, diversity and equality

How we support you

We know that creating a truly inclusive, diverse and equal firm is about more than recruitment. We’re constantly working on it, with a range of initiatives. Some focus on breaking down barriers to access our firm. Others are designed to ensure the best people progress equally.

Our Black Lives Action Plan

The Black Lives Matter movement has created a precious moment in history. And it’s a moment we don’t want to waste. We have committed to redoubling our efforts at every level, to push harder for faster and more significant change in our firm. We’re working together on five priority areas of our Action Plan:

  • We've introduced dedicated resources to work on Black inclusion full-time, reporting directly to our UK Chair, Bill Michael, and the Head of People.
  • We’ve brought in external expertise, to support our efforts and to constructively challenge us. We know we can’t accelerate change if we act alone
  • We've committed to at least doubling our Black population in leadership positions over the next two years. And through our internal and external programmes, we have built up a strong pipeline of future Black leaders. 
  • We’ve asked everyone to commit to educating themselves. A new Allies programme will help us all learn from each other and act as role model sponsors of our black talent
  • And finally, the leadership has committed to driving this change and being held accountable for its success