We’re committed to creating an inclusive culture where all our people achieve their potential. Your unique experiences and perspectives belong here.
Inclusion, diversity, and equity (IDE) are part of who we are at KPMG. We embrace diversity of background, experience, and perspective and we’re committed to inclusion and equity at every level.
We recognise the strength that comes from having a diverse workforce and building a culture where we support all our people to achieve their potential.
We know that every voice counts. And we want to empower all our people to stand up, speak out and know they will be heard.
Our IDE Central Committee was established in 2021 following a firmwide review of our IDE programme. The Committee is made up of Partners from across the firm and is responsible for making sure conversations around inclusion, diversity, and equity translate into meaningful change.
Each of the Committee members also serves as a senior sponsor for one of our IDE Committees and works closely with other leaders in the firm to embed a culture of inclusion in the firm.
At partner level, we’re driving greater leadership accountability with IDE goals and actions plans for their respective areas which they’re measured against.
We are also investing in inclusive leadership training, to help support them to build an inclusive culture and have conversations with their teams about the moments that matter.
While our aim is to foster inclusion, diversity, and equity for all our people, we have dedicated committees, action plans, and initiatives in place to support historically underrepresented groups.
We have dedicated Committees for our IDE focus areas made up of volunteers from across the firm. They work together to develop events and initiatives that celebrate diversity, raise awareness, and provide practical supports to our colleagues
At KPMG we want an environment where everyone can thrive. When it comes to gender, we want to support women’s career progression because we know that diversity of leadership leads to better results for our teams, our clients, and our community.
That’s why we’ve set an ambition for 50% of new partner promotions to be women from 2023.
Our plan includes a suite of lifecycle supports (e.g. fertility, surrogacy, menopause, etc.), emergency childcare, and a paid ramp up initiative for women returning from maternity leave.
We also have dedicated programmes aimed at helping women realise their career ambitions.
We are also committed to support gender equity in our community.
We are delighted to support Going for Growth, an award-winning business development programme, that helps ambitious female entrepreneurs in achieving their growth aspirations. More than 800 female entrepreneurs have completed the programme to date since we began sponsoring it in 2015.
We are a founding member of the 30% Club in Ireland and are active on the Professional Services Group, inputting to the 30% Club Flourishing Equally in the Workplace Framework.
We work to increase the visibility of women in sport through our sponsorship of the Irish golfer Leona Maguire, jockey Rachael Blackmore, and athlete Rhasidat Adeleke.
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We aim to create a visible allyship in KPMG, to help educate and engage people on LGBTQ+ issues, and to ensure we are open and inclusive for all staff.
Our LGBTQ+ Committee hosts a range of events every year aimed at raising awareness for LGBTQ+ issues and celebrating and supporting our LGBTQ+ colleagues. One of the highlights of the year is marching in the Pride Parade and celebrating Pride with friends and family at our annual Pride BBQ, but we also bring together LGBTQ+ colleagues and allies quarterly for our Pride Network events.
We work to ensure our policies are LGBTQ+ inclusive and provide all of our colleagues access to an LGBTQ+ inclusion toolkit to help facilitate greater inclusion and belonging for our LGBTQ+ colleagues.
We celebrate cultural diversity, support people relocating to join KPMG Ireland, and work to create a culture of belonging for our ethnic and cultural minorities.
As signatories to the Diversity Charter Ireland, we have made a public commitment, alongside other leading organisations in Europe, to promote inclusion and diversity.
We are proud to have more than 60 different nationalities of people working in KPMG Ireland and to have a dedicated Ethnicity Committee whose purpose is to celebrate cultural diversity, support people relocating to join KPMG Ireland; and to raise awareness of ethnic and cultural minorities.
Our commitment to inclusion, diversity and equity extends into our community where our people volunteer with Business in the Community on their Career Buddy and EPIC (Employment for People from Immigrant Communities) programmes, helping marginalised immigrant jobseekers secure employment and education.
We are committed to making our firm accessible to all and to creating a culture where our people with a disability are supported to grow and thrive.
From a recruitment perspective, we work to provide additional support or an adjustment to candidates that require it. We also have a dedicated Disability Inclusion Committee that provides feedback so that we can better understand the needs of our people with disabilities and inform our support and initiatives.
We work with the Trinity Centre for People with Intellectual Disabilities (TCPID) which promotes the inclusion of people with intellectual disabilities in education and society. We have and continue to hire placements from this programme.
We celebrate International Day of People with Disabilities (IDPWD) annually through our Executive Speaker Series. In recent years, we've hosted Found and CEO of AsIAm Adam Harris; activist and sports journalist Joanne O'Riordan; and Ailbhe and Izzy Keane of Izzy Wheels to mark the day.
We recognise the benefit that diversity of background brings to KPMG and are committed to promoting equity and social mobility. We aim to support young people from disadvantaged backgrounds to reach their full potential by supporting them along their education pathway – from primary, to secondary and through to higher level education.
KPMG has a longstanding partnership with CBS Westland Row, a DEIS Band 1 school. Our 1:1 mentor programme encourages students to stay in school and guides them on their longer-term career journey. We also offer placements to TY students from DEIS schools in Dublin 1 and Dublin 3 schools and work with young people in Dublin 2 and Dublin 8 who avail of the YMCA services.
We fund scholarships for students from disadvantaged backgrounds to attend Belvedere College and Gonzaga College.
We support the Trinity Access Programme, which assists people from areas with low progression rates to higher education, and the DCU Access in the Workplace programme, providing paid work experience to Access students.
In memory of the late Denis O’Connor, former Managing Partner of KPMG, we are proud to provide four scholarships annually to promising students from disadvantaged backgrounds to attend the UCD Quinn School of Business. To help ensure these students not only have access to the programme, but also the support they need to thrive in their studies, we offer mentorship and an internship to each of the students. We have awarded 12 scholarships since 2020 with a goal of supporting 40 students over ten years.
Our Employee Networks provide a safe and supportive space for our people to feel seen and heard. They provide a platform for our people to connect, collaborate, and engage in meaningful initiatives that contribute to their personal and professional advancement.
They also create valuable feedback opportunities where we can learn more about the needs of our people and how we can further help each person at our firm thrive.
Measuring and reporting on our progress demonstrates our dedication to maintaining transparency and accountability for our IDE commitments.
Each year our employees complete a Global People Survey which enables us to gather their input and views on key matters affecting wellbeing, performance, and inclusion. We report key findings from this survey along with details on the diversity profile of our workforce, and actions we are taking to increase diversity and inclusion in the firm in our annual Impact Report.
In line with Irish legislation, we also publish our annual Gender Pay Gap Report which includes our detailed gender action plan aimed at reducing our pay gap and increasing the number of women partners in the firm. We are also signatories to the Women in Finance Charter and the Business in the Community Elevate Inclusive Workplace Pledge.
