Pay gaps and equal pay

At KPMG New Zealand, we are committed to creating a safe workforce built on trust; where our people can bring their true authentic selves to the workplace work and feel valued and rewarded for their unique contributions and perspectives.

We are actively working to close our pay gaps and are proud of the progress we have made to date. We continue our journey to build an inclusive and equitable environment that reflects our diverse communities of Aotearoa, an environment where all our whānau can succeed together.

Below, we set out the methodology for how we measure our gender and ethnicity pay gaps at KPMG New Zealand. Our data and analysis are accurate as of 1 April 2024.

• KPMG New Zealand’s gender pay gap is a measure of the percentage difference between the median salary of all wāhine (women) and the median salary of all tāne (men) within the firm.
• All employees are included in the gender pay gap data (regardless of whether they provided an ethnicity).  
• The Māori and Pasifika pay gaps are a measure of the percentage difference between the median salary for everyone in a specific ethnic group and the median salary of all other ethnic groups.

Read more about our data further below*

Pay gaps are an important consideration that guide us on our journey to achieve our vision.

• The gender pay gap for all employees (excluding partners) = 5.1%
• The gender pay gap for partners = 12.3%
• The ethnicity pay gap for Māori employees = 6.3%
• The ethnicity pay gap for Pasifika employees = 17.1%

• Our current gender pay gap primarily reflects an increase in women joining the firm across all roles, the impact of internal promotions, along with the impact of attrition across the business. We have been actively working to close this gap as our current data suggests
• Our current partner gender pay gap reflects a higher proportion of men who have been in the partnership for longer and hold more senior roles and responsibility.  This profile is changing as the percentage of female partners increases and we benefit from greater gender diversity in our executive and our board. 

• Our current larger Pasfika pay gap is reflective of a higher proportion of our Pasifika population being early-career employees (compared to non-Pasifika employees). In recent years this was also the case for our Maori pay gap, however we have seen that significnatly reduce as more of our Maori population develop and progress in their careers. 
• We hope both these pay gaps continue to improve as we invest in the career development for both Maori and Pasifika employees and build confidence in the culture competency of all our whanau. 

• Equal pay (which is different from pay gaps), compares the salary of people in the same or similar roles. Our most recent equal pay analysis has revealed that there is no evidence of any type of bias for people working in like-for-like roles.
  
• We review salaries annually for all employees to ensure alignment with market expectations as well as scanning for any systematic biases.

• At KPMG New Zealand we recognise and respect that gender is not binary. Due to current data limitations, the calculation of our gender pay gap is the difference between those who identify as tāne or wāhine.
• Calculations for Māori and Pasifika pay gaps are based solely on the population that have voluntarily provided an ethnicity (self-identified). We have not made assumptions for people who have not provided their ethnicity and therefore have been excluded.
• We recognise that many people identify with more than one ethnicity, so we have included anyone that has identified as Māori or Pasifika in our ethnicity pay gap calculations.