At KPMG Switzerland, diversity, equity and inclusion are core to who we are.
We strive to build a workplace where everyone feels valued, respected and empowered — regardless of their sexual orientation, gender identity or background. Our Pride community plays a key role in this commitment, creating space for open dialogue, allyship and meaningful cultural change.
Sarina and Daniel are part of KPMG's Pride committee, driven by passion and allyship - read how they foster inclusivity and create impact through their leadership.
At KPMG, our goal is to create a work environment where everyone can come as they are, a place where they feel valued and secure, regardless of their sexual orientation or gender identity.
Central to this commitment is our Pride community, which is powered by the dedication and passion of our employees.
We sat down with Sarina and Daniel from our organizing committee to explore their roles as leaders, their motivations as allies, and the impact they’re making in shaping and driving the Pride community.
What inspired your involvement with KPMG’s Pride committee and your leadership role within it?
Sarina: My passion for creating spaces where everyone feels seen, heard, and valued, along with my work with diverse clients, has highlighted the importance of an inclusive atmosphere for both effective teamwork and meaningful connections. This led me to get involved with the Pride committee, to support a culture where individuals can embrace their authentic selves. It’s about leveraging unique perspectives to enhance our work and cultivating an environment that benefits everyone. Inclusivity is a collective endeavor that strengthens us all.
Can you describe some of the key initiatives or events that the Pride committee has organized recently?
Daniel: Our recent focus has been on initiatives that promote open and respectful communication in the workplace.
One highlight was a series of online sessions featuring senior leaders, who shared their personal experiences supporting the LGBTIQ+ community, addressing unconscious bias, and promoting inclusive language.
We also organized social events like BBQs and social gatherings along with our participation in the annual Pride Parade in Zurich.
The parade promotes unity and connection, offering valuable opportunities for allies and newcomers.
What impact have you observed from these initiatives on the workplace culture at KPMG?
Sarina: One rewarding aspect of our work in the Pride committee has been witnessing how small changes in awareness and communication can significantly transform workplace culture. Participation in inclusivity events has steadily increased—our allies at the Zurich Pride Parade have doubled, and we’ve successfully engaged senior leadership to support our initiatives both financially and as key speakers in learning sessions. While there’s still more to achieve, we’ve seen a positive shift in daily interactions. Conversations about diversity are becoming more open, with awareness regarding respectful communication. We’ve noticed a decline in casual stereotyping and an increased sensitivity to how our words impact others. Colleagues are expressing greater comfort in being their authentic selves at work and feeling genuinely included.
What are some of the biggest challenges you’ve faced while supporting the Pride community, and how have you overcome them?
Daniel: A major challenge is tackling ingrained biases and misconceptions about LGBTIQ+ initiatives. Some perceive these efforts as favoritism, but they are fundamentally about ensuring respect and equality for everyone.
Another challenge is embedding our initiatives into workplace culture to avoid them being perceived as merely symbolic. We often encounter concerns about discomfort among senior leaders, but it’s essential to normalize these discussions. To address these challenges, we focus on education, build empathy, and seek ongoing leadership support. Promoting open dialogue and understanding can create a more inclusive environment that benefits everyone.
Can you share a specific success story or memorable moment from your time with the Pride committee?
Daniel: A significant success has been witnessing KPMG’s evolving commitment to inclusivity. Milestones include receiving the Swiss LGBTI label, active participation in the Pride Parade, and gaining support from senior leadership for our initiatives.
Notably, we’ve seen a substantial increase in allies participating in LGBTIQ+ events, reflecting the resonance of our message across the firm. This growth not only enhances visibility but also creates a sense of belonging, empowering everyone to be their true selves at work. Observing our community expand and engage allies highlights that everyone has a role in creating a more inclusive environment.
What advice would you give to someone at KPMG who is interested in getting involved with the Pride community or becoming an ally?
Daniel: My advice is simple: start by listening and learning. Being an ally doesn’t require having all the answers; it’s about showing empathy and understanding the challenges faced by LGBTIQ+ colleagues. Don’t hesitate to ask questions or attend events—this effort is about nurturing a sense of belonging for everyone at KPMG.
Importantly, don’t worry about how your involvement may be perceived. It’s about creating a workplace where everyone can be their authentic selves. Every small step contributes to making KPMG more inclusive and welcoming. Stand up against discrimination when you see it, and engage in discussions about the community. By attending events, you hold yourself accountable and reinforce the significance of allyship.
What are your goals for the Pride committee in the coming years, and how do you plan to achieve them?
Sarina: In the coming years, we aim to further strengthen the inclusive culture we’ve cultivated, especially at the leadership level. While we’ve made significant progress, there’s always room for improvement in communication and awareness. I envision initiatives that integrate inclusivity into daily interactions and the overall culture of our firm.
Aligning our efforts with client values is essential as we strive to lead by example. This will involve ongoing dialogue, increased visibility for our initiatives, and mandatory training on inclusive leadership and unconscious bias. I want every employee to feel empowered to contribute, making inclusivity an integral part of our firm’s identity.
