Inclusion and Diversity | KPMG | UK

Inclusion and Diversity

Inclusion and Diversity

An inclusive culture is critical for our business to thrive and grow

An inclusive culture is critical for our business to thrive and grow

Diversity of background, diversity of experience, diversity of perspective...An inclusive culture is critical for our business to thrive and grow, which is why we’re committed to inclusive leadership right across our organisation. 

We want to bring about a positive integration between work and life that not only promotes career achievement but also provides an environment that enables everyone, regardless of gender, ethnicity, age, disability, religion or sexual orientation, to feel valued for being themselves.

We also recognise the importance of enabling people to make a real choice in working style. This, we believe, removes any barriers that stand in the way of the high performance that leads to a better service for our clients. Our diverse workforce is one of our greatest strengths.

Diversity Targets

In October 2014, KPMG launched the most detailed set of diversity targets, across the four areas of gender, ethnicity, disability and sexual orientation, of any business we know in our industry. At the same time, we have analysed the diversity profile of our staff so we can identify specific areas which are problematic for us and published the results (see below).

In July 2014, we asked our 11,500 staff and partners to complete a diversity profile, which included race, gender, disability, sexual orientation and education levels. Ninety-three percent of our firm completed the form on a voluntary basis but there’s still work to do. For example, a meaningful number of people are unwilling or feel they are unable to disclose their sexual orientation.

KPMG are signatories to HM Treasury’s Women in Finance Charter. As you can see below, by October 2018 we aim to achieve 25% female and 9% black asian mixed ethnicity (BAME) (2.2% Black and Mixed) representation at Partner level.

We’ve made good progress, with particular success seen through our graduate and apprenticeship schemes, where recent changes to the recruitment process have resulted in us achieving our ethnicity and gender targets.

How we do this

  • We recruit and reward based on merit, irrespective of difference and background, in a fair and consistent way: We know that a successful business is a diverse business and are proud to be one of the government’s first ever Social Mobility Business Compact ‘champions’
  • We have a vibrant ‘intelligent working’ policy: 97 percent of flexible working applications are accepted at KPMG
  • We empower staff to have confidence and be part of the change: We provide support to our employees though our many employee networks
  • We help parents and carers balance their career with their responsibilities: We offer a wide variety of support before and after paternal leave, as well as workshops for returners and access to emergency childcare
  • We provide role models and mentors for when you need support and guidance: They include our flagship programme for individuals across our four target zones – gender, ethnicity, sexual orientation and disability
  • We encourage our staff to celebrate their culture and be proud of who they are: Chinese New Year, International Women’s Day, Pride, Ramadan and Black History Month are just some of the many events and occasions we mark or participate in
  • We share best practice with outside organisations: They include Race for Opportunity, Stonewall, Business Disability Forum and Working Families – many of whom have recognised our own practice as being leading edge

You can read more on our KPMG careeers site

KPMG Networks

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
  • India Club
  • Islamic Society
  • Jewish Society
  • KNOW – KPMG’s women’s network
  • Middle Eastern and North African Network
  • Parenting Network
  • WorkAbility – KPMG’s disability network 

 

Awards

We’re unashamedly ambitious. We love winning and celebrating our successes – and we want to be the best choice for both our clients and our people. That’s why we’re equally proud of awards that recognise the quality of our services, and also the quality of our career opportunities.

  • 2017 – The Times Top 50 Employers for Women for the 7th consecutive year
  • 2017 – Queen’s Award for Enterprise in the inaugural category of ‘Promoting Opportunity’ for our work on social mobility
  • 2017 –Stonewall Top 100 employers list (10th)
  • 2017 – LinkedIn’s Top 25 Companies: Where the UK wants to work now (16th)
  • 2016 –The Times Top 100 Graduate Employers (6th)
  • 2016 – RateMyPlacement’s Top 100 Undergraduate Employers (21st)
  • 2016 – Michelle Quest, Ingrid Waterfield and Yael Selfin all make City AM’s first ever Power 100 Women list
  • 2016 – ‘Best Tax Team in a Big Four Firm’ at Tolley’s Taxation Awards
  • 2016 – Infrastructure team named Global Financial Adviser of the Year at the Partnership Awards
  • 2016 – KPMG Nunwood won ‘Best Use of Thought Leadership’ at the Management Consultant Association (MCA) Awards. Also won ‘Best Performance in the Public Sector’ for work with Bedfordshire Police
  • 2016 – Gold award winners in the Ministry of Defence’s Employer Recognition Scheme

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