Capturing Ethnicity Data and Publicising Progress at KPMG
Capturing Ethnicity Data and Publicising Progress at KPMG
Business in the Community (BITC)’s Race at Work Charter provides employers with a roadmap for advancing race equality and delivering measurable, sustainable change. Commitment Two of the charter calls upon employers to capture ethnicity data – a crucial step towards understanding representation, identifying inequalities, and tracking outcomes related to pay, recruitment, development, progression, and retention.
At KPMG, a leading professional services firm with approximately 16,000 employees in the UK, data is more than just numbers – it tells a story. It reflects KPMG’s commitment to building an inclusive workplace where every colleague, regardless of their identity or background, can thrive and reach their full potential. One of the most powerful tools they use to drive this commitment forward is the collection, analysis, and transparent publication of diversity data, particularly around ethnicity.
Leading with transparency in diversity reporting
KPMG has long recognised that transparency drives meaningful change. It was one of the first firms to voluntarily publish its gender pay gap in 2015. Since then, KPMG’s reporting has expanded to include:
In 2023, KPMG further refined its ethnicity pay gap reporting by disaggregating data into more specific categories, acknowledging the nuanced experiences of different ethnic groups within their firm.
This level of transparency is not just about compliance – it’s about accountability. By making this data publicly available on its website under Our Impact, which serves as a live annual report, KPMG ensures that its progress is visible and measurable. The site includes detailed breakdowns of representation versus public equality, diversity and inclusion (EDI) targets, compelling narratives, and case studies that bring the data to life. This accessibility helps foster trust and engagement across the organisation.
Using data to drive meaningful action
While publishing data is important, what truly matters is how the data is used. At KPMG, data is the foundation for targeted interventions and strategic programmes that support historically underrepresented groups. For example, using its data, KPMG was able to identify a gap in the progression of Black heritage colleagues. In response, it launched the Career Advancement Network, a dedicated community for Black heritage Directors, designed to support their development and progression to Partner.
KPMG also hosts regular pay gap and representation sessions in collaboration with its employee networks. These sessions help:
This collaborative approach ensures that colleagues are not just passive recipients of information but active participants in shaping an inclusive workplace.
Encouraging data sharing
One of the challenges in capturing accurate ethnicity data is encouraging colleagues to voluntarily share their diversity information. To address this, KPMG runs annual data sharing campaigns which include powerful video content highlighting the collective value of data sharing. These videos have been integrated into mandatory learning modules, ensuring that every colleague understands why their data matters and how it contributes to a more inclusive workplace. KPMG also uses this opportunity to share how the organisation protects the data, how sharing data is voluntary, and that colleagues are also welcome to select ‘prefer not to say’.
This campaign improved their data completeness and helped reinforce the message that sharing personal information is a vital step toward equity. It also demonstrated KPMG’s commitment to using data responsibly.
A nuanced approach to ethnicity data
Recognising that ethnicity is not a single experience, KPMG has taken a more nuanced and intersectional approach. For example, separating out its Black heritage data from broader ethnicity categories allows the organisation to:
This detailed approach ensures that actions and programmes reflect the real experiences of KPMG’s colleagues.
Looking ahead
KPMG acknowledges that this journey is ongoing. The organisation continues to:
KPMG’s overarching aim is not just to meet targets, but to build a consistently inclusive organisation where every colleague can thrive.
