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Inclusion, Diversity and Equity

Ethnicity

We empower our people to thrive with us.

By ensuring our firm is inclusive and reflects the wider society we work within, we’re able to deliver the best possible service for our clients and communities and create a positive working culture within our firm too. Our thriving Employee Networks play a vital role in empowering our people to bring their whole selves to work as the more we understand each other, the more inclusive we can be.

Aalia Ahmed, Chair of KPMG UK Muslim Employee Network

Commitments and recognition

We’ve committed to increasing our firm-wide ethnic minority representation to 25% by 2030.
We’ve committed to increasing our firm-wide black heritage representation to 10% by 2030.
We’re a signatory of the BiTC Race at Work Charter – a campaign for race equality in the workplace established by HRH The Prince of Wales in 1995 with the support of key business leaders.

Where we are now

Ethnic minority colleagues firm-wide / 28% 1-Oct-21 spot count (FY20: 25.1%)
Ethnic minority Partners / 12% 1-Oct-21 spot count (FY20: 9.3%)
Black heritage graduate and apprentice joiners / 7% FY21 (FY20: 5.3%)
Black heritage new experienced hires / 7% FY21

These figures are based on those that have declared this information to us (86.5% of employees).

Find out more about representation across our firm here. You can also find out about our 2021 Pay Gaps and how we’re addressing them here.

Our ethnicity action plan

Fairness in our systems and processes We're working hard to increase the ethnic diversity of our teams at all levels of our firm and monitor our progress closely against targets. We have committed to redoubling our efforts at every level, to push harder for faster and more significant change in our firm. To do this effectively, we need to be transparent about our pay gaps too. We have voluntarily published our Ethnicity Pay Gap since 2017 and in 2021, published our Black Heritage Pay Gap for the first time too (based on April 2020 data).
Our collective voice We convene and collaborate with a number of external organisations to drive change in this area. We are represented on the BiTC Race Equality Leadership Team, Black Leaders Network, Black Professional Services Collective and CBI BAME in Tech group.

Our leaders are also CBI Change the Race Ratio Ambassadors. As a firm, we have signed up to the BITC Race at Work Charter, as well as the Charter for Black Talent in Finance and the Professions.
Leadership and culture Our Chair Bina Mehta was listed in the 2021 EMpower Top 100 Ethnic Minority Executive Role Models and our Chief Executive Jon Holt, was recognised in the 2021 advocates list. Some of our other senior leaders were also included in the Black Powerlist 2021.

While we’re committed to creating an inclusive culture within our firm, racial discrimination is sadly something many of our ethnic minority colleagues still face in their everyday lives. We actively listen to their experiences both inside and outside the workplace to help shape our approach and action in this area. Our senior leaders, including our Chief Executive and Chair, take the time to speak to our networks too. We also host events that encourage open conversations on this topic, challenge misconceptions and educate colleagues on the actions they can all take to support in this area. Our Employee Networks mark Islamophobia awareness month annually and hold one off events that look at this issue through the lens of different ethnic groups; partnering with Manchester police to discuss discrimination of east and south-east Asians, as well as holding a range of activities during Black History Month.

Black Lives Action Plan

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The Black Lives Matter movement created a moment in history. And it's a moment we don't want to waste. In response, we launched our dedicated Black Lives Action Plan. We’ve committed to at least double the number of Black partners and directors by 2022 and ensure that all Black colleagues join and progress through KPMG equitably. One year in, we’re around 80% of the way towards reaching our Black leadership target.

We’re using dedicated resources, education, leadership and accountability to continue to drive our Action Plan forward, and the concept of allyship is critically important to this. Around a thousand people in KPMG have signed up to our Black Lives Allyship Programme already, which pairs people together to mentor, sponsor and learn from each other. Building on this success, we’ve just launched a Cross-Company Allyship Programme, which opens the opportunity for KPMG and client mentors and mentees to gain experiences and access networks from outside of their own organisations.

Our Black Heritage Talent Insight Programme is aimed at students of Black heritage, who can gain insight into the work of KPMG, build essential networks and develop their professional skills.

We are also proud to be part of the 10,000 Black Interns programme, which involves 24 firms from different sectors. From Summer 2022, it will offer a minimum of four weeks paid work experience, training and development aimed specifically at students of Black heritage. We also host an annual KPMG Black Entrepreneur Awards, which aims to inspire, accelerate and celebrate success among Black heritage entrepreneurs. And through our involvement with other broader initiatives, such as our voluntary work through the Prince’s Trust, we help improve educational opportunities and outcomes for disadvantaged young people, including those from Black communities.

Meanwhile, KPMG’s African and Caribbean Employee Network continues to be a welcoming and supportive community empowering those of Black heritage to achieve tangible personal and professional development goals and create impact outside of KPMG in the wider community.

Inspiring and accelerating the black businesses of tomorrow: KPMG’s Black Entrepreneurs Award

Created by one of our colleagues, Olu Odubajo and sponsored by Chris Hearld, Head of Regions, the Black Entrepreneur Awards were born as a result of research conducted by UK Government that found black-heritage entrepreneurs often face challenges early in their career when seeking the right support and financial backing.

Now entering its third year, the programme aims to provide funding, publicity, business workshops and mentoring to talented black-heritage entrepreneurs and create a community of likeminded business owners. Founder of the awards Olu says: “Organisations like KPMG have a real opportunity to add value to start-up businesses and drive change. I’m grateful that the firm shared my ambition and together, we’re able to level the playing field and support the business growth of so many inspiring Black entrepreneurs.”

Our 2021 competition saw more than 100 entrepreneurs apply to the scheme, with three winners named as ‘most promising young business’ (Papachichi Style (Mary Adekoya), ‘most promising mature business’ (Definely (Nnamdi Emelifeonwu) and ‘most promising social impact’ Mumspring International (Abisola Oladapo).

Each winner will gain access to a bespoke 12-month business acceleration programme, designed to make their start-ups investment ready. They also receive £10,000 to invest in their business or donate to a charity or community project of their choice.

John McCalla-Leacy, Head of ESG and co-host of the 2021 awards said: “There is a huge amount of talent to be unlocked from focussing on widening diversity across the startup ecosystem and we are delighted to support and celebrate these three amazing innovators alongside the seven other finalists as they look to scale their businesses”.

Becoming an Ally Play video
Getting an insight: Black Heritage Talent Insight programme

Kumi joined the Black Heritage Talent Insight programme in September 2020. She wanted to work in an accountancy firm but worried she didn't have the right experience. The initiative invites final year students and graduates to take part in an assessment and, if successful, secure a place on one of our graduate programmes. Our insight programmes enable participants to see what KPMG is like before they join, meeting others from different parts of the firm. "I loved meeting other people on the scheme," says Kumi. "Hearing their stories and their pathways was really interesting because mine wasn't a traditional one." Kumi now works in transaction services in Deal Advisory. "I was able to find the perfect fit for me."

Kumi / Graduate Trainee