Gender

KPMG's Network of Women (KNOW) was created to provide support to colleagues across the firm, helping to celebrate and promote gender balance and provide opportunities for colleagues to share experiences and seek guidance on professional development.

As the network has evolved and grown, the impact they’re able to have has too. Sarah Dal Pozzo, co-chair of the network explains “KNOW plays a really important part in driving progress within the business. We work closely with our Inclusion, Diversity and Equity team and our leadership to help shape how we address gender related barriers”.

A key part of the network’s strategy is to educate and engage, whether that be leadership, allies, or colleagues more broadly across the business. Sarah explains “We recognise the huge role intersectionality plays in people’s individual experiences, so more and more we’re working with the other employee networks across KPMG to tackle issues and have conversations that are tailored to different minority characteristics. For instance, partnering with our LGBTQ+ network, Breathe, for an event specifically discussing trans-inclusive feminism.” 

With targets in place to reach gender parity by 2030 and a dedicated Gender Equity Plan, KPMG are ensuring gender equity remains high on the agenda. “It’s great that we have ambitious targets and that the business recognises there is still more we need to do” says Sarah. “As a network, we’re always listening and learning to ensure we’re focussing our effort in the right areas. For instance, hormone-related support in the workplace has become more prominent and is something we now address, through regular menopause support groups and broader educational sessions. We’re also keen to get more allies on board – for us this about gender equity, not just women”.

IT’s Her Future is KPMG’s award-winning flagship women in technology programme. Originally founded back in 2015 as an action group, it aims to tackle gender diversity in technology departments and improve the gender parity in senior leadership roles.

We support our women at every stage of their career by providing technical and soft-skills based learning, mentoring, networking and community led opportunities, instilling confidence to allow them to be architects of change in technology. We also work with schools, universities, external organisations and clients to address the lack of inclusion and diversity in technology from school through to industry.

Achievements to date and what’s next?

IT’s Her Future has enabled significant changes in the attraction, recruitment, and engagement of women in technology, achieving a 50:50 gender split at graduate level. We’re now focusing on retention and progression of our female technology talent to increase the representation of women in senior leadership positions at KPMG.

• Recognised as best company and employer network at the TechWomen100 awards 2024
• Awarded Best Mentoring Programme at the Women in Tech Employer Awards 2024
• 41% representation of women across all KPMG technology departments in 2023.

Inspiring and Mentoring Future Generations

Our Junior’s programme focuses on expanding tech opportunities for new generations of women. Over 200 girls in over 30 schools and colleges across the UK have benefited from this important outreach activity, gaining insights into the varied world of technology and the extensive range of careers available.

Recruiting Female Talent

Since inception of the programme we have removed STEM degree requirements and implemented the use of gender inclusive language in job descriptions, which has resulted in a steady increase in the number of female job offers accepted - from 36% to 74% and an increase in the number of females in tech roles at KPMG - from 26% to 40%.

Supporting and Progressing Female Talent

Our internal mentoring programme has over 600 mentees and mentors participating, and its benefits are regularly cited in the promotions process, with 40% of promotions being awarded to women in tech in 2023.

At KPMG, our aim is to create an open and inclusive environment where our people truly feel the menopause is not an issue that needs to be hidden and can talk about it openly without hesitancy or fear of embarrassment.

Menstruation and the menopause can impact a person’s personal and working life. We want all our people to feel supported to thrive with us, and confident in asking for help when they need it. We also want our leaders and managers to fully understand the symptoms and impacts of menstruation and the menopause, and to feel confident in supporting colleagues. That’s why we’re proud to have introduced KPMG’s Menstruation and Menopause Policy,” says Virginia Smith, Head of Culture, Engagement and Wellbeing.

In 2022, KPMG launched a new Menopause policy, which sets out the support available for colleagues before, during and after the menopause. Since then, in 2024 KPMG refreshed this policy to also cover menstruation and the support available. As part of this policy, all colleagues have access to the Bupa Menopause Plan, which provides staff with a 45-minute consultation with a menopause trained GP, personalised care plan and subsequent follow up appointment in addition to 24/7 access to a menopause trained nurse. We’ve already had over 240 colleagues use our dedicated menopause support service, and we have also established a Menopause Ambassador network and host monthly Menopause Cafes to provide an opportunity for peer support. In addition to this, colleagues have access to free period products and desk fans in all KPMG offices, a remote GP service, options for agile working and access to the employee assistance programme.

Virginia adds, “We recognise menstruation and menopause as a workplace issue and are taking a number of steps to address it and provide the necessary support for our colleagues. Annually, as part of World Menopause Day, we work with the KPMG Network of Women to hold events to highlight the importance of talking about menopause in the workplace, to share experiences, to raise awareness of the associated challenges, and to share lifestyle changes we can make to have a more positive menopause experience at whatever stage of life we are.”

Our internal wellbeing page on women’s health sets out information about menstruation and menopause, early menopause, common myths explained and how we, as an organisation, can help. We have also set up Line Manager Menopause training to further support our colleagues. This includes a comprehensive guide to support with conversations both inside and outside the workplace, as well as CIPD guidance for line managers to support Performance Managers, Engagement Managers or line managers in their conversations and responses.

As individuals, our identities, backgrounds and circumstances are multi-faceted. To be effective in championing inclusion, we must therefore tackle it in a way that recognises these differences.

“At KPMG, intersectionality is embedded at the heart of our inclusion, diversity and equity strategy – this essentially means that we actively look to reflect the different experiences of all women in our approach, which can include everything from differences in age, background, circumstances and beliefs” says Megan Murray-Smith, Inclusion, Diversity and Equity Senior Manager leading on Gender Equity.

Investing time in listening to colleagues and using data and insight can help inform what today’s workforce of women need from organisations.

“Our approach as a firm is constantly evolving. We respond to what our colleagues and data tells us, but sometimes, it’s also influenced by changes in attitude in wider society, key events or topics just becoming more openly discussed in the public space” adds Megan.

Some great examples of how we’re putting intersectional insight into practice include our focus on supporting colleagues experiencing menopause; updated policies, systems and training that are more inclusive for trans women; and a renewed attention on women’s safety, including an update to our Domestic Violence policy and training for managers.

“Reaching gender equity is not going to be a linear path, but we’ll continue to take the time to listen to our colleagues' lived experiences, to help us get it right” says Megan.