KPMG's WGEA Gender Pay Gap Statement

We have a longstanding commitment to gender equity and reducing the gender pay gap – reporting our gender pay gaps publicly since 2021 through Our Impact Plan. We welcome WGEA’s publishing of gender pay gaps.

KPMG’s median base salary gender pay gap is 10.7% for the reporting period 1 April 2023 to 31 March 2024. This represents a 2.2% reduction from the previous year, highlighting our ongoing efforts to closing the gender pay gap. While we are pleased to have had a reduction in our pay gap and be significantly lower than our industry comparison group, there is still more work to be done.

In addition to reporting the median pay gap, this year for the first time WGEA also reported average pay gaps inclusive of CEO salaries. KPMG’s average base salary gender pay gap is 10% which we are pleased is down on the prior period and below the industry comparison group average of 13.8%.

KPMG’s market competitive parental leave policy supports both parents to take leave to care for their new child and has been developed to increase women’s participation in the workplace. Already, we have seen an increase in men taking paid parental leave, which in turn enables women to return to work and their careers.

Tracking and reporting our progress keeps us accountable. We utilise a dashboard which provides up-to-date pay gap data for all divisions and grade levels across the firm to help us track and monitor progress on an ongoing basis. This enables better decision-making regarding salaries for new hires and promotions over the course of the year to support reducing the gap. In addition, we have trained ‘bias disruptors’ who participate in performance review calibration across the business, to address any instances of unconscious bias.  

KPMG’s Gender Equity Action Plan (GEAP) outlines our actions and commitments to further drive gender equality. This is reviewed and refreshed regularly to ensure it remains relevant and addresses the needs of our people and the firm.

We know that having more women in key decision-making positions delivers better organisational performance, greater productivity and profitability, which is why we are working towards achieving 40% women in partnership in 2025. To grow these pipelines, we have refreshed our women in leadership programs to further develop our future leaders and set them up for success.

We believe that everyone should have equitable access to decision making, resources, and opportunities, and be treated with dignity, respect, and fairness – no matter their gender – as these are fundamental human rights. This is at the core of our gender equity work and will continue to drive our commitments when it comes to building a truly inclusive workplace for all.