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Inclusion, Diversity and Equity

Gender equality

We empower our people to thrive with us.

Gender equality continues to be a strong focus for our leadership. Our firm’s new, transformational targets will see equal female representation at every level of our organisation by 2030. As a network, we’re dedicated to supporting this change and focus our efforts on helping to guide and develop talented women at KPMG. We also use our community to voice and address key challenges and barriers, leading activity around topical issues such as menopause, fertility and women’s safety.

KPMG UK Women’s Employee Network (KNOW) chairs

Commitments and recognition

We’ve committed to having 40:40:20 firm-wide representation by 2030. This target requires us to have a minimum of 40% women and 40% men in the relevant population. 20% is flexible and recognises the moving nature of our firm, while setting parameters for us to meet and stay within. It also allows us to be more inclusive of non-binary identities.
We’re a signatory of the HMRC Women in Finance Charter and the Tech Talent Charter. We signed up to the HM Treasury Women in Finance Charter in September 2017 – a commitment by HM Treasury and signatory firms to promote gender diversity and work together to build a more balanced and fair industry. We publish our progress annually and remain on track to meet our 2030 targets.
We’ve been recognised in the Times Top 50 Employers for Women for 12 consecutive years.

Where we are now

Females firm-wide / 50% 1-Oct-21 spot count (FY20: 48.8%)
Female Partners / 26% 1-Oct-21 spot count (FY20: 23.9%)
Female graduate and apprentice joiners / 54% FY21 (FY20: 49.3%)
Female new experienced hires / 49% FY21 (FY20: 48.4%)

These figures are based on those that have declared this information to us (100% 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 gender equality action plan

Leadership and culture We have been named in the Times Top 50 Employers for Women for 11 consecutive years.

Our chair Bina Mehta was listed in the HERoes Women Executives List 2021 and our chief people officer, Kevin Hogarth and chief executive Jon Holt were both recognised in the HERoes Advocates list.
Fairness in our systems and processes We analyse data around promotions and progression to make sure they’re proportionate.

We’ve also put processes in place to challenge the business, and we ensure our policies reflect current trends in relation to topics such as menopause and women’s safety.
Our collective voice KPMG sponsored the Hampton-Alexander review – a 5-year plan to increase gender parity in senior positions across FTSE 350 businesses – which concluded last year.

We're represented on groups including Women in Tech, Women of the Future, Council for investing in women entrepreneurs, Women on the Wharf and the Fawcett Society Pay & Progression of Women of Colour advisory group.

KPMG are also the Global Lead Sponsors of Women Corporate Directors. And, we've signed up to HM Treasury's Women in Finance Charter and the Tech Talent Charter too.
Talent From a recruitment perspective, we've ensured that every job advertisement uses gender neutral language and explicitly states that all roles can be performed flexibly. We also aim for a gender balance across our graduate and apprentice intake. One of the ways we support this aim is to ensure our interviewer and assessor pool is gender-balanced, whenever possible.

Our external recruitment efforts are supported by dedicated female-focused partnerships with organisations such as STEM Women, IT's Not Just for the Boys and Women in the City Afro-Caribbean Network. We also have dedicated university events, society sponsorships and course targeting that is female-focused too.

We’ve established a successful Return to Work programme, which through training and mentoring, supports women who've taken a career break of 18+ months to transition back to a career in Audit or Tax & Legal.

We also run Insight Programmes for Deal Advisory and Technology, which raise awareness of routes into our firm and help build early talent pipelines.

To support women across our firm, KPMG's Network of Women (KNOW) helps celebrate and promote gender balance and provides opportunities for colleagues to share experiences and gain guidance on professional development.

Our Empowering Parents programme offers coaching and resources to support parents/carers before and after returning to work, and throughout their child's life. We also provide shared parental leave and time off for parents undertaking fertility treatment or adopting via surrogacy.
Evolving for equity: Taking an intersectional approach to gender equality

As individuals, our identities, backgrounds and circumstances are multi-faceted. To be effective in championing inclusion, we must therefore tackle it in a way that recognises these differences.

“At KPMG, intersectionality is embedded at the heart of our inclusion, diversity and equity strategy – this essentially means that we actively look to reflect the different experiences of all women in our approach, which can include everything from differences in age or background, to lifestyle and beliefs.” says Megan Smith, Inclusion, Diversity and Equity Manager leading on Gender.

Investing time in listening to colleagues and using data and insight can help inform what today’s workforce of women need from organisations.

“Our approach as a firm is constantly evolving. We respond to what our colleagues and data tells us, but sometimes, it’s also influenced by changes in attitude in wider society, key events or topics just becoming more openly discussed in the public space” adds Megan. “For instance, a recent survey of our colleagues highlighted that disabled women were struggling the most with balancing caring responsibilities and work. This is something we can now address with a more targeted approach.”

Some great examples of how we’re putting intersectional insight into practice include our focus on supporting women experiencing menopause; the launch of our dedicated programmes for women of black heritage; updated policies, systems and training that are more inclusive for trans women; and a renewed attention on women’s safety, including and update to our Domestic Violence policy and training for managers.

“Reaching gender equality is not going to be a linear path, but we’ll continue to take the time to listen to our colleagues lived experiences, to help us get it right” says Megan.