Inclusion, diversity and equity: come as you are

At KPMG, we attach great importance to inclusion, diversity, and equal career opportunities. We welcome our 4,300 colleagues each bringing their unique perspectives and experiences. We recognize the great value of being open to and learning from each other's ideas. In this way, we contribute to an inclusive culture that focuses on individual and team development and, in doing so, ensures high-quality work.

That is why we strive for a diverse workforce, a culture where everyone can be themselves and feel safe, and for policies and systems that contribute to equal career opportunities for everyone. We take into account the unequal starting positions of employees due to any demographic differences between them, such as upbringing, cultural background, gender, age etc.

Within KPMG, our Leadership, Culture & Inclusion (LCI) team works on these goals in a variety of ways. Among other things, they focus on:

1. breaking down barriers in our core processes that stand in the way of equal career opportunities;
2. implementing culture and training programs that contribute to awareness, leadership, and communication skills; and
3. supporting employee networks (communities) in which groups of employees with similar backgrounds or identities can meet.

We realize that systemic choices influence the opportunities employees receive and experience within KPMG. We critically examine the effect of policies and processes on equal career opportunities, such as the recruitment process. Where necessary, we actively work on adapting these processes to ensure they contribute to equal career opportunities for everyone.

Advancing IDE (Inclusion, Diversity & Equity) requires awareness and active participation. We invest in culture and training programs that focus on diversity, inclusion, and equity. In this way, we aim to increase knowledge and awareness of IDE and encourage everyone to reflect on their own ideas and behavior. We also offer skills training to actually put the newly learned behavior into practice.

All our partners and directors follow the IDE Impact program, a training that focuses specifically on increasing awareness of any unconscious bias, and encourages inclusive leadership through a reflection on one's own thoughts and behaviors. 

At KPMG, we have many colleagues who are actively working on inclusion and diversity within their own teams. We are in regular contact to exchange best practices and to support and inform each other about inclusion, diversity and equality. We achieve this through monthly brainstorming sessions and an online platform for sharing knowledge and events. This is how we make KPMG more inclusive, across every department!

The LCI team provides Unconscious Bias Training to various departments. During this training, we focus on raising awareness of unconscious bias and providing practical tools to make processes more equitable.

We have five active communities that celebrate diversity. These communities consist of passionate colleagues committed to an inclusive KPMG through events, information sharing and awareness sessions. Want to find out how they fulfil their ambitions?

• Pride
• Cultural Diversity
• Gender Equality 
• Ability
• Generations

Working toward inclusion, diversity and equality is not something we do alone. To increase our impact within society, we collaborate with various organizations to advance IDE.

Talent to the Top
Talent to the top is a foundation with a social objective: to promote gender and cultural diversity at the top. Every year, we participate in various Talent to the Top programs to achieve this goal. For example, we have signed the Talent to the Top monitor to track the progress of our diversity policies. Our colleagues are paired with mentors/mentees from the Cross Mentoring program, and we participate in the Boardroom Coaching program, all aimed at promoting gender and culturally diverse talent in leadership positions.

We are also proud that every year we are allowed to nominate Young Talents for the Top Woman of the Year event, an important election and encouragement for young female talent.

Read more about Talent to the Top

Agora Network
Agora Network is a foundation committed to supporting individuals from culturally diverse backgrounds. Agora Network puts inclusion on the map by organizing various master classes, training courses and mentorship programs. We have been a member of Agora Network since 2016, providing our employees with access to various events, a cross-mentoring program, and a network of professionals to share knowledge and experiences with.

Read more about Agora Network (Dutch only).

Workplace Pride
Workplace Pride is a non-profit organization dedicated to enhancing the work experience of the LGBTIQ+ community. As a member, we participate annually in the Workplace Pride Global Benchmark, an online tool designed to measure the LGBTIQ+ policies and practices of internationally active employers. Based on this valuation, we adjust our Pride policies, set new goals, and draw inspiration from various themes.

Read more about Worklplace Pride.

Emma at Work
Emma at Work supports young people with a chronic illness or disability toward an independent future. They help young talent aged 15 to 39 with a chronic illness or disability prepare for the labor market through personal development plans, mentoring programs, and master classes. KPMG has been proud to be a GAP200 member since 2023, collaborating to increase labor market positions for young people who experience barriers in employment.

Read more about Emma at Work (Dutch only).