Message from our Chairman
Inclusion and diversity are important priorities for me as a leader and a father. As Global Chairman of KPMG International with two daughters and one son, I know our future demands this of us.
Inclusion and diversity are essential to endearing trust. Today, every action by a leader, be it a CEO, politician or sports person is scrutinized by public opinion; trust can be built or destroyed overnight.
For KPMG1, inclusion and diversity is both a business and moral imperative that builds trust and compels us to stand up for what is right. Diverse teams are more likely to be innovative and commercial, and inclusive work cultures that embrace ethical behavior position themselves for success.
I know, without a shadow of doubt, an inclusive and diverse KPMG is better for our people, our clients and the communities that we work and live in. I also know we have a more work to do to deliver on our commitment.
Creating a truly inclusive and diverse culture is an absolute priority for me, and a strategic priority for our organization. It is simply the right thing to do. I will do everything I can to deliver it.
Diversity is part of KPMG’s history, going back more than 90 years. At that time Sir William Peat (the P in KPMG) and one of our founding leaders played a crucial role in supporting Ethel Watts to become the first woman to qualify as a chartered accountant in England and Wales. Fast forward to 2018 and as Global Head of Inclusion and Diversity, I am excited to lead an inclusion and diversity strategy driving change across KPMG.
We know an inclusive culture leads to true diversity, and I’m not just talking about race and gender but different skillsets, cultural nuances, ethnicity, and perspectives any modern organization needs to succeed.
At KPMG we know that everyone has an equal right to be themselves, and to be heard.
A recent Stonewall survey found concealing your sexual orientation can impact key drivers of engagement and reduce productivity by up to 30 percent. If we don’t create environments that enable people to bring their whole selves to work, we will never achieve our individual and collective potential — and that’s not good for anyone.
This is the reason we focus our efforts on driving both inclusion and diversity. As a member of the LGBT+ community, I walk the talk every day and encourage others to do the same.
In our first Global Inclusion and Diversity Report we want to share our efforts, learning from others in the spirit of openness and inclusion. We know we have a way to go but we are on the way, and we are determined.
Mary Lou Maher
Global Head of Inclusion & Diversity
In 2016 KPMG’s Global Board appointed a Head of Global Inclusion and Diversity to overhaul and drive a coherent and coordinated approach to building an inclusive culture and diverse ‘fit for purpose’ workforce across the KPMG network.
We started with defining what inclusion and diversity means to us and developing a global strategy to guide our journey. It gives shape and meaning to our collective efforts to deliver tangible impact for our people and the clients we work with.
What inclusion and diversity means to us
is about all of us; creating a culture that strives for equity and embraces, respects and values differences for all of our people.
is about each of us, about the variety of unique experiences, qualities and characteristics we all possess.
Inclusion demands we see beyond our differences to create a culture which unlocks the power of diversity.
1Throughout this document, “we”, “KPMG”, “us” and “our” refer to the network of independent member firms operating under the KPMG name and affiliated with KPMG International or to one or more of these firms or to KPMG International. KPMG International provides no client services. No member firm has any authority to obligate or bind KPMG International or any other member firm vis-à-vis third parties, nor does KPMG International have any such authority to obligate or bind any member firm.