Inclusion, Diversity and Equity
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
These figures are based on those that have declared this information to us (100% of employees).
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.