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 firm wide targets and our Board, Executive Committee and other senior business leaders continue to be held responsible for progress. Our Partners and Directors are measured on their contribution to improving diversity as part of their performance evaluation and our Inclusive Leadership Board continue to oversee, advise and challenge our efforts by providing external expertise and input on best practice.

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:

• are a signatory of the government and Business in the Community’s Race at Work Charter, which commits businesses to improving recruitment and career progression of BAME (Black, Asian and Minority Ethnic) employees and are a signatory of the Women in Finance Charter;
• provide the secretariat for Access Accountancy, a sector-wide initiative to improve access to the profession;
• are a proud founding supporter of National Numeracy Day;
• regularly convene the wider business community and work alongside DWP as a Disability Confident Leader;
• are a member of the Tech Talent Charter, which seeks to increase the number of women in the UK’s technology industry
• sponsor the Hampton Alexander review, which is committed to increasing female representation on FTSE boards and senior leadership positions.

Firm-wide Awards

• Stonewall Top 100 Employers (51st) 2019
• Ranked 1st in Social Mobility Employer Index 2018
• BITC Best Employer for Race 2018
• Disability Smart Award for Most Influential Business 2018
• The Times Top 50 Employers for Women for the 8th consecutive year 2018
• Silver status for Mind Workplace Wellbeing Index 2018
• Awarded Leader status in Disability Confident scheme 2018
• The Times Top 100 Graduate Employers (8th) 2018
• British LGBT Awards: Best LGBT+ Network Group - KPMG’s LGBT network: Breathe 2018
• RateMyApprenticeship’s Top 100 Employers (12th) 2018

Individual Awards

• Jan Hales named in the Timewise Power 50 Returners Category 2019
• Richard Iferenta, Partner, Top 10 most influential people of African or African Caribbean heritage in the UK 2018
• Manuel Betancourt Rubiano, Financial Times Top 50 LGBT+ Future Leaders 2018
• Sarah Willows, CFO featured in the Timewise Power Part Time Top 50 2018
• Melanie Richards, Deputy Chair, Winner of Outstanding Contribution to Social Mobility, Social Mobility Awards 2018

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.

• African and Caribbean Network 
• Be Mindful
• Breathe – KPMG’s LGBT network
• Carers Network
• China Club
• Christians in KPMG
• Forces in the Firm
• India Club
• Islamic Society
• Jewish Society
• KNOW – KPMG’s women’s network
• Mediterranean Society
• Middle Eastern and North African Network
• Parenting Network
• Sikh Network
• WorkAbility – KPMG’s disability network