Workplace policy
One of the three drivers of our policy is Satisfied Employees, where the focus is on being an attractive place to work and having an outstanding, diverse workforce. Since 2022, we have followed a workplace policy based on these priorities and reflected in the following themes:
Health and wellbeing
The company's policy is founded on the belief that our employees are the company's largest resource. We have therefore continued our focus on investing in the health and well-being of our employees, which we believe will result in happier employees, better customer service and greater value for the company.
Following the policy formulation undertaken by the company in 2022, an action list was prepared, as well as a new health policy based on increasing employee satisfaction and well-being. Many of the actions had already been implemented at the start of the year and their success was monitored. In KPMG's annual job satisfaction survey, job satisfaction and dedication were measured at 89%, and 91% said they would recommend KPMG as a great place to work. Regular measurements of satisfaction, work-life balance, communications and more have also continued to improve steadily, with job satisfaction now standing at 7.8 out of 10 in our employee pulse surveys.
Our main opportunity in these measurements is to continue working to improve work-life balance through increased efficiency and collaboration. We enjoyed the improved working facilities in the capital region and work began on renovating our facilities in Selfoss. This operating year was also the first where staff had access to welfare services through Kara Connect, where employees can book appointments, up to four hours a year, with experts in psychology, sleep, nutrition, and family and relationship counseling at the expense of KPMG. 15% of staff booked an average of three appointments per year with experts through Kara Connect, which has turned out to be an important addition to KMPG’s value offering to employees.
Impact dashboard for policies on people and social factors
Gender breakdown by occupational group
Age distribution
Equal pay
Parental leave
Average number of hours of training
Gender breakdown by occupational group
Gender breakdown by employment ratio
Staff turnover
Terminated their employment during the year
Education and training
Nationalities
