At KPMG, we have just recently updated our comprehensive climate plan which was launched in 2021 with the goal of ”Net Zero” emissions in 2030, 20 years earlier than stipulated by the Paris Agreement. In addition, our Impact Plan includes a number of other benchmarks such as inclusion, the environment, equality and biodiversity as well as employees' community work
With the Impact Plan, KPMG takes the consequence and follows years of our own advice on sustainability and our work within ESG. The plan sets specific and ambitious goals when it comes to climate, people and prosperity and encourages employees to participate in community work. Because of KPMG's 236,000 employees and presence in 146 countries the launch of our Impact Plan has an extensive global potential.
600 hours of community work in 2021
In 2021, KPMG’s employees have contributed with more than 600 pro bono hours, and a significant part of those hours has been used on projects like Mind Your Own Business Academy and Velkommen Hjem (Welcome Home). Those two projects support young people from disadvantaged housing areas in getting started with a business idea and veterans in exploring what their military qualifications can be used for in a civilian career. The latter is done through mentoring programmes where senior employees from KPMG help veterans adjust their military skills to civilian work.
Our Impact Plan consists of four main approaches
In 2030, KPMG has to be a CO2-neutral organisation that does not emit more greenhouse gases than the planet can absorb, and we have to e.g. reach a goal of only consuming 100% green electricity. This goal was reached by KPMG's headquarters in Copenhagen in January 2020.
KPMG's partnerships with UNESCO and other organisations ensure education and lifelong learning. Through our recently launched KPMG IMPACT network we support our clients on their journey towards sustainability and we contribute to drafting the future ESG agenda.
As an example, we help two NGOs pro bono by developing an algorithm that can help predict when their donors tend to stop their donations. This enables the organisations to try and retain the donations going forward.
In 2020, we updated our global Code of Conduct and our Values. We also use our position and expertise to help harmonise the handling and reporting of ESG efforts.
When it comes to governance, we have done important oversight work for Danske Bank as well as work for Erhvervsstyrelsen controlling COVID-19 relief payments.
In 2020, a plan was implemented on diversity, equality and contribution to a positive development of society through voluntary services, the Collective Action Plan. The plan is based on input and participation from thousands of employees in KPMG.
In 2022, we continue to focus on gender equality and inclusion by setting new goals in order to secure a more equal gender balance in KPMG. We aim to have at least 40% women in our Board of Directors by the end of FY26, and for other management level, we aim at having at least 35% women, by FY30.