An inclusive culture is critical for our business to thrive and grow.
An inclusive culture is critical for our business to thrive and grow.
Our talent is what drives our success. Diversity of backgrounds and perspectives is critical to this. Transparency is an agent for change and that’s why we publish data on our gender and ethnicity pay gaps and have done for the past few years.
We have introduced a number of initiatives to reduce our pay gaps and help us to build a more inclusive and diverse firm which you can read more about in this Report.
To embed accountability, we have set internal targets within each business area as well as our
Our strategy focuses on our Leadership and Culture, Recruitment, Retention and Engagement, and Progression. It is also underpinned by an ambition to more clearly tell our inclusion, diversity and social equality story – both inside and outside of our organisation.
Examples include a strong ‘intelligent working’ policy, while we help parents and carers balance their career with their responsibilities by offering a wide variety of support before and after parental leave, as well as workshops for returners and access to emergency childcare.
In supporting our employees from diverse backgrounds, we continue to adapt and expand our award-winning GROW programme – a 360-degree development programme which helps our diverse talent develop an array of skills to maximise their career potential and advancement.
We share best practice, seek to learn from and collaborate with outside organisations which include Race for Opportunity, Stonewall, Business Disability Forum, the Women in Finance Charter, Access Accountancy, and Working Families.
You can read more on our KPMG careers site
Back in 2014, we published diversity target zones for achievement by 2018. These target zones encapsulated our ambition to become a more representative workforce. They focused on: Gender; Ethnicity; Disability and Sexual Orientation.
Every year, we have continued to report progress against these metrics in our Annual Report. As part of our Fairer Futures campaign, we set new inclusion, diversity and social equality targets to achieve by 2022.
In support of our leading work on social mobility, we are exploring setting a socioeconomic background target and we have also increased our support for Black Heritage talent, as we want to drive a significant increase in representation.
KPMG’s inclusion, diversity and social equality targets are based on our learning over the past four years, are founded in our firm belief that inclusion, diversity and social equality are fundamental to driving our future success and demonstrate the commitment of our leadership to effect change.
Leadership
KPMG is often recognised for its leadership in promoting the wider inclusion agenda.
For example, by consistently featuring in the Times Top 50 Employers for Women, and being listed as a Stonewall Top 100 inclusive employer, and in 2018, ranking number one in the Social Mobility Employer Index.
Collaboration is at the very heart of our efforts. We:
Individual Awards
We want to offer an inclusive environment where everyone feels empowered. Our Employee Networks help us achieve this. As well as representing specific groups, they help to increase collaboration, share best practice, and make KPMG a more enjoyable place to work.
Whether you want to connect with similar people or want to learn more about others, you’re welcome to join any of these networks.