We celebrate our differences at KPMG. Disabilities can take many different forms, so we have specific support in place for colleagues who are neurodivergent, those with physical disabilities, and those with long-term conditions. We work with our firm’s Digital Accessibility team and other networks to ensure our firm is fully inclusive. We help colleagues come as they are and thrive in the workplace.
KPMG UK Disability Inclusion Employee Network (Purple Circle) chairs
Commitments and recognition
We’ve committed to increasing our disability representation at partner level to 15% by 2030.
We’re recognised as a Disability Confident Leader. This means we have committed to meeting criteria set out by the government Disability Confident scheme to ensure we are an accessible and inclusive firm for people with disabilities, long term health conditions, mental health conditions and those who are neurodivergent.
We’re a signatory of the Valuable 500 – a global business collective made up of 500 CEOs and their companies, innovating together for disability inclusion.
We’ve signed up to the Working with Cancer pledge which recognises the impact on colleagues of cancer diagnosis, treatment and recovery, ensuring they have the support they need.
Where we are now
Disabled colleagues firm-wide / 8%
1-Oct-24 spot count
(1-Oct-23: 7%)
Disabled colleagues at senior level* / 8%
1-Oct-24 spot count
(1-Oct-23: 8%)
Disabled graduate and apprentice joiners / 8%
FY24
(FY23: 5%)
Disabled new experienced hires / 6%
FY24
(FY23: 4%)
*Senior colleagues includes Partners, Directors and Senior Managers
These figures are based on the total headcount as at 1 Oct 2024. This includes those that have undeclared responses, and those who have chosen to respond with “prefer not to say”.
Find out more about representation across our firm
here. You can also find out about our 2024 Pay Gaps and how we’re addressing them here.
Our disability action plan
Accountable leaders
In 2016 we were one of 13 organisations to achieve Disability Confident Leader status at the inception of the Department for Work and Pensions programme, and our leader status was validated again in 2023. Data and insight are at the heart of our approach; we’ve set ambitious 2030 targets to increase disability representation to 15% at partner level and have already seen an increase – 9% of our Partners have declared themselves as having disabilities or long-term
conditions. We’ve also been publishing our disability pay gap annually since 2021 for greater transparency.
Our broader impact
As well as being recognised as a Disability Confident Leader, we're also a long-standing partner member of the Business Disability Forum and a global signatory of the Valuable 500. One of our Partners chairs the Disability Confident Business Leaders Group, and we are founding members of Neurodiversity in Business and the MindForward Alliance.
Business Disability Forum’s Disability Smart Award for Inclusive Recruitment
2023
Inclusive Environment
Our Purple Circle, BeMindful, and Neurodiversity employee networks help to promote awareness of disability, long-term conditions, mental health, and neurodivergence. They also provide a community and safe space for those with lived experiences, and a platform for all colleagues to become allies. Within our networks, we’ve also established dedicated communities for those impacted by cancer diagnoses and dementia, those experiencing grief, as well as men’s wellbeing.
In 2018 we started working with Auticon, an IT and compliance consultancy that only recruit consultants with an Autism Spectrum Condition. Our Audit and Technology teams now work alongside Auticon consultants, which helps us to build an understanding of neuro-diverse talent and the value our differences can bring.
In 2024, we launched new internal hubs for agile working and workplace adjustments to provide colleagues with the support and guidance they need to work in the way that allows them to come as they are and thrive in the workplace.
We run specific events for disabled students and use those events to attract students to KPMG, better understand our applicant pool, and to inform our attraction activity and ongoing support.
Equitable experiences
In 2022 we launched our Inclusion ID. The inclusion ID is a living record of adjustments agreed between an employee and their manager and or required team to support colleagues in how, when and where they want to work. We also have a library of anonymised personal perspectives called “This is me” designed to help colleagues understand the variety of conditions and impairments colleagues have and the different adjustments they require.
From a recruitment perspective, we ensure that candidates requiring additional support or an adjustment have access to specific guidance, via our careers website. Our external recruitment efforts are supported by dedicated disability-focused partnerships with organisations such as MyPlus Consulting and Auticon. In 2024 we launched our latest talent insight programme which is targeted towards students with a disability or a long-term condition.
In 2018 we started working with Auticon, an IT and compliance consultancy that only recruit consultants with an Autism Spectrum Condition. Our Audit and Technology teams now work alongside Auticon consultants, which helps us to build an understanding of neuro-diverse talent and the value our differences can bring.
In 2024, we launched new internal hubs for agile working and workplace adjustments to provide colleagues with the support and guidance they need to work in the way that allows them to come as they are and thrive in the workplace.
We run specific events for disabled students and use those events to attract students to KPMG, better understand our applicant pool, and to inform our attraction activity and ongoing support.
Equitable experiences
In 2022 we launched our Inclusion ID. The inclusion ID is a living record of adjustments agreed between an employee and their manager and or required team to support colleagues in how, when and where they want to work. We also have a library of anonymised personal perspectives called “This is me” designed to help colleagues understand the variety of conditions and impairments colleagues have and the different adjustments they require.
From a recruitment perspective, we ensure that candidates requiring additional support or an adjustment have access to specific guidance, via our careers website. Our external recruitment efforts are supported by dedicated disability-focused partnerships with organisations such as MyPlus Consulting and Auticon. In 2024 we launched our latest talent insight programme which is targeted towards students with a disability or a long-term condition.
