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      As a globally active company, we employ people with different biographical, cultural, personal and professional backgrounds. Our team reflects the company and the company reflects our team. This is the only way we can work together with colleagues, clients and our environment.

      At KPMG, "Inclusion & Diversity" stands for mutual appreciation and a respectful approach to individuality, regardless of age, ethnic origin and nationality, gender and gender identity, physical and mental abilities, religion and ideology, sexual orientation and social background.

      Diversity makes us unique - it can be visible, but it can also manifest itself in mental differences. This is how we increase our dynamism, creativity and capacity for innovation. For us, every single person counts, with their individual experiences, perspectives and characteristics. All facets of identity can be brought to bear at work and people can realise their full potential.

      Inclusion refers to the diversity of all employees. Our aim is to create a culture of equality in which differences are respected and valued.

      Video: There is more than one answer to many questions - KPMG Diversity

      #unconscious #diversity #diversity

      Inclusion and diversity as part of our mentality

      Thanks to the diversity of talents and characters, we learn from each other every day and discover new perspectives and solutions that we would never have come across on our own, or only much later. These new perspectives bring us fresh ideas and lead us to forward-looking innovations. In this way, diversity helps us to develop further every day.

      We want to support our employees in being themselves and bringing their individuality to the team. We are convinced that diversity makes us unique, strong and attractive.  

      We are committed to and co-operate with these institutions

      • Charta der Vielfalt
      • berufundfamilie
      • genderdax
      • PROUT EMPLOYER
      • Erfolgsfaktor Familie
      • Deutscher Pflegering und famPLUS
      • The Valuable 500

      Our diversity at a glance

      Meaning: The dimension "Physical and mental abilities" refers to the diversity that exists in human bodies and minds. Examples include neurodiversity, physical impairments and chronic illnesses.

      Our concern: At KPMG, we are committed to creating a working environment in which the talents and abilities of all employees can develop without restriction. To achieve this, we break down barriers in everyday working life and create a wide range of opportunities to cater to individual needs.

      Our employees with and without disabilities exchange ideas in our Grenzen?Los! network. They work particularly hard to promote inclusion and accessibility and support each other with personal challenges.

      Meaning: The "Cultural diversity" dimension refers to the diverse cultures and belief systems of our employees and their mix of languages, ways of thinking and knowledge.

      Our concern: When many nationalities come together, respect, tolerance and understanding of differences are important. We want to promote openness towards the different cultures and religions of our employees and thus encourage them to interact with each other. This enables us to learn from each other, take different perspectives into account and discover new solutions.

      Cosmopolitans is a network for employees who are enthusiastic and curious about the topics of internationality, multiculturalism and pluralism. The network actively promotes exchange between different cultures through various formats.

      Meaning: Gender identity refers to each person's inner and individual experience of gender. It is a person's feeling of being a woman, a man, both, neither or somewhere on the gender spectrum. Gender identity is not the same as a person's sexual orientation. This in turn indicates which gender or genders a person finds attractive.

      Our concern: We want our employees to be able to be themselves and develop their personal talents and abilities. KPMG therefore creates an open environment that is characterised by acceptance of all "sexual orientations and gender identities".

      PriDE@KPMG & Friends is our "LGBT*IQ+" network for all those who belong to this community or would like to support it. The aim of the network is not only to promote dialogue between KPMG employees outside of work, but in particular to provide a safe space for the LGBT*IQ+ community.

      Together with 150 colleagues, we set an example for inclusion, human rights and equality at Christopher Street Day in Cologne on 21 July 2024.

      Bedeutung: Die Vielfaltsdimension „Soziale Herkunft“ bezieht sich unter anderem auf ein geringeres Bildungsniveau von Elternteilen als dem der Kinder, geringe Einkommensverhältnisse in der Familie sowie eingeschränkte Unterstützung in der beruflichen Entwicklung durch bestehende soziale Netzwerke. Die soziale Herkunft von Personen entscheidet über wichtige Grundvoraussetzungen für deren Bildungs- und Berufslaufbahnen. 

      Unser Anliegen: KPMG möchte potenziellen Benachteiligungen durch soziale Hintergründe entgegenwirken und gibt jeder Person individuell die Chance, ihre Ziele zu verfolgen. So kann KPMG zudem von den verschiedenen Lebensläufen und Perspektiven der Mitarbeitenden profitieren.

      Auch bei KPMG arbeiten Mitarbeitende, die aufgrund des eigenen sozialen Hintergrunds nur eine bedingte finanzielle, schulische und/oder akademische Unterstützung erhalten konnten. In der Community Netzwerk der Möglichkeiten kann man sich zu persönlichen (beruflichen) Erfahrungen mit Blick auf die Dimension „Soziale Herkunft“ austauschen, Stigmata diskutieren und sich gegenseitig empowern. 

      Bedeutung: Die Dimension „Vielfalt der Generationen“ befasst sich mit dem physischen Alter und der sozialen Metaebene Generationen. Mitarbeitende einer jüngeren Generation haben potenziell andere Ansichten, Werte, Interessen, Karriereabsichten und/oder Bedürfnisse als Mitarbeitende einer älteren Generation.

      Unser Anliegen: Bei KPMG schätzen wir Talente jeder Generation. Durch die individuellen Stärken unserer vielfältigen Teams entwickeln wir uns stetig weiter. Wir teilen unser Wissen und bringen Innovationen voran. Durch generationsübergreifendes Verständnis und Wissensaustausch können wir nicht nur besser auf die Anforderungen des Marktes reagieren, sondern auch Synergien zwischen Personen jeglichen Alters fördern.

      Das KPMG YOUnior-Network ist eine Community für unsere Praktikant:innen, Werkstudierenden, Auszubildenden sowie dual Studierenden. Mitglieder des Netzwerks können sich untereinander vernetzen und in einem lockeren Rahmen zu allen Bereichen von KPMG austauschen.

      Bedeutung: Die Dimension „Vielfalt der Geschlechter“ berücksichtigt bei KPMG alle Geschlechtsidentitäten, denen sich die Mitarbeitenden zuordnen.

      Unser Anliegen: Wir möchten, dass Personen jeglichen Geschlechts die gleichen Entwicklungs- und Karrierechancen haben. Mit verschiedenen Formaten unterstützen wir daher die „Vielfalt der Geschlechter“. Dazu gehört auch, allen die Möglichkeit der Vereinbarkeit im Bereich Familie zu eröffnen (wie zum Beispiel Erziehungszeiten, Teilzeitarbeit und Pflege). 

      Die Frauennetzwerke KNOW und KNOW Young bieten Frauen eine Plattform, um sich über Karriere- und Zukunftsthemen aus Gesellschaft, Wissenschaft und Wirtschaft auszutauschen und diese aktiv mitzugestalten. Frauen in Tech x KNOW Young bietet Frauen in technischen Bereichen eine fachlich überregionale Vernetzung.

      Diversity of talents / different development paths

      At KPMG, we offer our employees a wide range of development paths for the future. Whether economics, computer science, biochemistry, medicine or social sciences - each discipline brings valuable perspectives. This diversity enables us to develop customised solutions for our clients' individual needs.

      We offer a wide range of professional development opportunities and development paths. In this way, we promote long-term talent and support our employees in their individual development throughout their careers.

      Compatibility of work and private life

      KPMG attaches great importance to the compatibility of work, private life, family and care. We therefore work with two providers who cover the topics of health, care and counselling on family and social issues. Our external cooperation partners, famPLUS and Deutscher Pflegering, support our employees with their counselling and placement services in all phases of life.

      The service includes, for example, the placement of domestic help, support in finding a daycare place, legal advice on care issues and life and social counselling. In addition to a comprehensive online service, the needs of families/relatives are also addressed individually.

      In addition to traditional working time models and greater spatial flexibility, KPMG creates family-friendly work opportunities with various programmes. In particular, fathers should also be motivated to extend their parental leave without affecting their personal career development. In addition, first aid courses for small children are organised on a regular basis and the parent network offers an exchange platform.

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      *Legal services are provided by KPMG Law Rechtsanwaltsgesellschaft mbH.