KPMG – Responsible Business Champion: Gender

KPMG is addressing gender imbalance through transparency and behaviour changes

The Gender Equality Award

Transparency in the reporting of gender, partner and ethnicity pay gaps, and targeted research-based actions to embed gender balance across key people processes makes KPMG’s approach hard to ignore. By analysing barriers to progression across gender, ethnicity and socio-economic background, and implementing a series of systematic and behaviour changes to address these, KPMG saw equitable female partner promotions in 2019.

Impacts

Through its business-case led approach, KPMG has:

  • Improved the gender diversity of senior hires: 48% of the 29 Partner hires in 2019 have been female (21% in 2018). Female Director hires have increased from 30.86% in 2018 to 48.2% in 2019.
  • It’s Her Future programme aims to tackle gender diversity within technology roles and encourage more women to consider technology professions. This includes a best practice mentoring scheme, hosting 50 secondary school students for a week long work experience placement, industry-wide showcasing via Women in Tech careers fairs, stands at inter-industry events and coding sessions for young girls with specific streams looking at BAME and Disability.
  • Through the award-winning programme, KPMG has increased its female graduate intake and engagement with potential candidates: female graduate hires in its technology team has increased from 35% to 50%. Female experienced hires increased from 26% to 39%.
  • A diversity review of applications to its GROW development programme for mid-career colleagues, ensures gender diversity in each cohort, as well as representation of BAME, Disabled and LGBT colleagues and those from lower Socioeconomic backgrounds. 220 women have completed the programme (78% of delegates). 40% of women completing the programme have been promoted by at least one grade, with women accounting for 93% of GROW delegate promotions.
  • In terms of senior recruitment, female Partners now stand at 21.5% (18% in 2017), Directors at 33% (28% in 2017) and Senior Managers at 45% (42% in 2017).

TOGETHER WE CAN BECOME PARTNERS IN CHANGE