Land acknowledgment

​We respectfully acknowledge that KPMG offices across Turtle Island (North America) are located on the traditional, treaty and unceded territories of First Nations, Inuit and Métis peoples.

​Indigenous Peoples share a sacred relation with the land and this land acknowledgment is the first step in learning about our history and taking action toward reconciliation.

Truth and Reconciliation

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 are just as proud to report on our progress in our Truth and Reconciliation 2023 Impact Report. This report describes our activities in support of truth and reconciliation throughout 2023, including deepened investments and strengthened programs, as well as the collective impact we’ve made with our people, our clients and our communities in alignment with our formal commitments.

Introducing KPMG in Canada’s Disability Inclusion Action Plan

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

Inclusion, Diversity and Equity Report 2023

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

Our inclusion, diversity and equity strategy

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.

Our strategy
An equitable and inclusive workplace
Build allyship and actively remove barriers so all our people can bring their whole selves to work, experience belonging, and have equal access to opportunity.
 
A mentally healthy and resilient team
Reduce stigma and provide the right tools, education and supports for our diverse team to proactively manage the mental health of themselves, their team members, and their families.
Recognized as inclusion, diversity and equity leaders
Have a strong voice on inclusion with our people, clients & communities and partner with external organizations to advance our inclusion and social impact goals.
 
People with Disabilities
Indigenous Peoples
People of Colour
Black People
2SLGBTQIA+
Women
Newcomers to Canada
Faith

How we measure success

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

A collaborative approach

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.

Roles dedicated to advancing inclusion, diversity, equity and mental health at the firm include:

  • Chief ID&E Officer
  • Chief Mental Health Officer
  • ID&E Team
  • ID&E Talent Attraction Team

25 leaders who provide input into our collective ID&E strategy, and execute and embed ID&E programs and initiatives in their respective business areas.

Our 35 people networks have more than 5,000 members acting as strategic ID&E partners and leading community initiatives to advance inclusion, belonging, alliance and mental health.

Strive to continuously embed ID&E into all talent and business programs and processes.

Educated as allies and accountable to serve as inclusive leaders and team members who contribute to an environment of belonging.

Our People Networks

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.

0
+ members
Nearly 50% of our firm belongs to one or more People Networks
Indigenous Peoples
  • National Indigenous Peoples Network
Black People
  • Black Professionals Network
2SLGBTQIA+
  • Pride@KPMG Networks
Newcomers to Canada
  • Newcomers Advisory Committee
     
Persons with Disabilities
  • Disability Inclusion Network
  • Special Family and Friends Network
People of Colour
  • India Network
  • East Asian Network
  • Korean Network
  • Latin America Network
Women
  • Regional Women’s Networks
  • Women in Tech
  • Women in Law
Faith
  • Salam Network
  • Sikh Network
  • Jewish Network
  • Christian Network

Diversity of the partnership 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.

33%

Women

26%

People of colour

Diversity of the firm goals

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

0
%
People with disabilities
0
%
Black people
0
%
Indigenous peoples

Diversity at KPMG

Our firm captures information about the diverse identities of our people to continually understand our representation, identify any gaps, and measure outcomes across all talent processes, including recruitment, onboarding, advancement, performance, retention, employee experience and more.

Diversity of the firm

As of October 1, 2023

0
%
2SLGBTQIA+
0
%
People with disabilities
0
%
Indigenous peoples
0
%
Women
0
%
Men
0
%
Non-binary/
Gender diverse
0
%
Born outside of Canada
0
%
Newcomers to Canada1
0
%
People of colour
0
%
East/Southeast Asian
 
0
%
South Asian
0
%
Black people
 
0
%
Women of colour

1 In the past two years

Investing in attracting talent

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.​

Inclusive benefits

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.

Family leave programs

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

Indigenous wellness benefit

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

Daily living benefit for people with disabilities

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

Gender affirmation benefit

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

Fostering a mentally healthy workplace

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:

Enhanced employee and family assistance program

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

$3000 annual mental health benefit

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

Mental Health Networks

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

Mental health onboarding for all new hires

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.

50 personal care hours

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

Additional time off to support wellbeing

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