20 February 2026
KPMG Australia continues to build momentum towards gender equity and where everyone has the opportunity to succeed.
Our firm is committed to gender equity and to reducing the gender pay gap across our organisation. Since 2021, we have publicly reported our gender pay gap through Our Impact Plan and will continue to do so. We welcome WGEA’s publication of employer gender pay gaps as a valuable driver of transparency and a catalyst for further progress.
For the 1 April 2024 to 31 March 2025 reporting period, KPMG’s median base salary gender pay gap is 8.4%, representing a 2.3 percentage-point improvement from the previous reporting year. Our average base salary gender pay gap is 8.7%, down from 10% and remains below the industry comparison group average of 10.9%. These results reflect the impact of our sustained efforts to closing gender pay gap however we acknowledge there is more work to do to close this gap even further.
KPMG continues to invest in policies and initiatives that support gender equity. Our gender-neutral parental leave policy, Family and Caring Network, and partnerships with Parents@Work underpin our accreditation as a Family Friendly Workplace and our top-tier ranking in the Family Friendly Workplaces Family Care Index. These programs are driving meaningful improvements in how we support parents and carers.
Accountability sits at the heart of how KPMG drives progress on gender equity. We use a firm‑wide dashboard that provides up‑to‑date gender pay gap data across all divisions and grades. This transparency enables leaders to make informed, consistent decisions during recruitment, salary reviews and promotion processes. We are further strengthening our insight capability by building an enhanced dashboard that captures the underlying drivers of the pay gap including representation, pay and cultural factors to ensure our interventions are targeted and evidence‑based.
In addition, we have refreshed our ‘bias disruptor’ training to strengthen the capability of those participating in performance calibration discussions. Our trained bias disruptors play a critical role in identifying and challenging potential bias, including gender‑based bias, and in supporting fair, equitable outcomes across the firm.
Our Gender Equity Action Plan (GEAP) outlines the actions we are taking to advance gender equity and is regularly reviewed to ensure it remains relevant and addresses the needs of our people and the firm. Strengthening gender balance at senior levels remains a key priority. To support this, KPMG has reaffirmed its commitment to achieve 40% women in Partnership, supported by targeted development progress, formal sponsorship and structured advocacy for women’s progression into senior roles.
While we are encouraged by our progress, we recognise there is more work to do. We remain committed to closing the gender pay gap and fostering a fair, equitable and inclusive workplace for all.
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