Inclusion, diversity and equity

In January 2024, our firm proudly released our first formal Disability Inclusion Action plan. While our commitment to disability inclusion is not new, this action plan is intended to accelerate and deepen our efforts not only to create a more inclusive and equitable workplace for People with Disabilities at KPMG but also to be advocates for change in corporate Canada.

KPMG’s Disability Inclusion Action Plan was built with input from our Disability Inclusion and Special Family and Friends Networks. The plan outlines the efforts we will take to make a greater impact as a firm by:

• Enhancing accessibility in our talent and business programs and practices
• Amplifying the voices and experiences of People with Disabilities to drive inclusion and belonging
• Extending education and resources throughout our firm so our people can take an informed and active role in allyship
• Being an active advocate for disability inclusion in corporate Canada
  

Moving forward with intention is about continuing to listen to our people and taking informed action to embed inclusion, diversity and equity (ID&E) in everything we do. It’s about measuring ourselves to understand outcomes and transparently sharing our progress with our people, clients and communities

At KPMG, our vision is to represent and reflect the diverse communities in which we live and work. We are committed to fostering an inclusive, equitable, and mentally healthy culture where all people have the opportunity to join, advance, belong and thrive. To achieve this ambition, we actively collaborate with our people to identify and remove barriers and embed equity, inclusion and mental health into all talent and business programs, processes and systems.

While our commitment to inclusion, diversity and equity (ID&E) is longstanding, our work and strategy is continuously evolving to meet the needs of our people. We are proud to share the progress we have made over the past two years along our ID&E journey with our people, clients and communities.

At KPMG, our vision is to represent and reflect the diverse communities in which we live and work.

• Inclusion, diversity and equity is embedded in all programs, processes and decisions at our firm
• We listen to, amplify, value, and collaborate with our People Networks as ID&E partners
• We foster an inclusive culture where all of our people feel they belong
• We continuously measure ourselves to understand outcomes and take informed action

• We hold our people and leaders accountable to advancing our inclusion, diversity and equity goals
  
• We use our voice to advocate for ID&E and mental health in corporate Canada
• We contribute to positive socioeconomic change in our communities

Achieving more inclusive, equitable, and mentally healthy workplaces requires all of us. As one team, we work together to continually embed ID&E across all talent and business processes, programs and systems while fostering a culture of inclusion, belonging and allyship.

Our People Networks play a critical role in advancing our diversity, equity and inclusion strategy. We listen and engage with these networks as strategic collaborators to:

• Inform our collective ID&E, talent and business strategy, priorities, and actions
• Contribute to an environment of inclusion and belonging
• Amplify the voices of our people and raise awareness of their experiences
• Educate and build allyship to advance equity and inclusion

Our People Networks connect and collaborate regularly, highlighting the intersections of people’s identities and how that shapes their unique experiences to build awareness, allyship and unity.

• Disability Inclusion Network
• Special Family and Friends Network

• India Network
• East Asian Network
• Korean Network
• Latin America Network

• Regional Women’s Networks
• Women in Tech
• Women in Law

• Salam Network
• Sikh Network
• Jewish Network
• Christian Network

In October 2022, we were proud to build on and accelerate our commitment to Truth & Reconciliation with the release of our formal Action Plan.

Our plan was created in consultation with our National Indigenous Peoples Network, Indigenous team members, and Indigenous-led organizations we have formed deep relationships with. Collectively, they shaped our vision to contribute to empowerment and equal opportunity for Indigenous Peoples and be a part of building prosperity for current and future generations.

We will share our progress annually to hold ourselves accountable for achieving our goals.

In 2018, KPMG introduced a​ Diversity of the Partnership​ goal to build on and accelerate​ the progress already made on​ advancing Women and People​ of Colour into the Partnership,​ providing our people with role​ models they can look up to and​ be inspired by.​

As of October 1, 2021, we achieved our target of having 30% Women and 20% People of Colour in our Partnership by 2022. Now we are striving to go beyond this and reach a new goal of 33% Women and 26% People of Colour by 2025.

Women

People of colour

We know representation matters. Our firm has set goals to increase representation of ID&E priority groups where we have gaps.

October 1, 2025 goal

We continue to advance our inclusive processes and invest in opportunities to connect equity-deserving talent to opportunities at KPMG through our ID&E Talent Attraction team.​

Our firm continues to evolve our flexible, inclusive benefits by listening and responding to the unique needs of our people. Over the past few years, KPMG has been a leader in corporate Canada by introducing innovative new benefits.

Expanded pay top up benefits of 17 weeks to also include non-birth parents and benefit coverage for fertility drugs and treatment for employees, their dependents and their surrogate - informed by our Pride@KPMG Network

Annual allowance to be used for Indigenous healers, traditional medicines, ceremonies and more – informed by our Indigenous Peoples Network

Additional coverage for aids such as grab bars, bed rails, chair lifts and more – informed by our Disability Inclusion Network

$10,000 lifetime allowance to support genderaffirming surgeries and procedures, available
to KPMG people and their eligible dependents – informed by our Pride @ KPMG Network

Building a mentally heathy and resilient team has long been strategic priority for us. We are proud that in 2017, KPMG in Canada became the first organization in corporate Canada to appoint a Chief Mental Health Officer, Denis Trottier.

Denis is a former KPMG in Canada Audit Partner who has lived experience with depression. He connects with our people and leaders across the country to share his story to reduce stigma and advance our people’s mental health knowledge so they can support themselves and those around them.

We strive to continually provide our people with culturally relevant education and supports to help our diverse team members proactively manage their mental health. For example, KPMG in Canada offers:

Directly access trained clinicians and have the choice of seeking counselors with a preferred background – for example, a Black or 2SLGBQTIA+ counsellor.

Available to our people and eligible dependents to spend with counsellors, psychologists, marriage and family therapists and more.

Six mental health networks and a national wellbeing network dedicated to raising awareness, advancing education and allyship, and reducing stigma through storytelling.

All new hires have the opportunity to hear from our Chief Mental Health Officer and from KPMG people who share personal stories about their own mental health journeys.

Paid time away from work so that our people can prioritize their mental health, wellbeing, and personal commitments.

In 2022, we gave our people every Friday off in July and August, and in 2021 provided six extra paid days off.