Inclusion, Diversity and Equity

By using our data and evidence base, we’re able to focus our support on specific challenges and barriers. We recognise that historically underrepresented groups need tailored support and that our identities, backgrounds and circumstances are multi-faceted. We use a cross-section of data to take a holistic approach to inclusion, which ensures that intersectional impacts are visible. We’re proud of the initiatives we’ve created as a result of this and the impact they’re having. Whether it's our new personal development programmes, Inspire and Elevate; our mentoring and allyship programmes; or ensuring our promotions, performance, and talent management are fair and proportionate.

While our approach to inclusion is holistic, there are specific action plans in place across each of our capabilities and underrepresented groups, to make sure we’re targeting our efforts in the areas that are impacting them the most.

There’s still a long way to go, but we know this work is already having impact. Research by The Bridge Group into progression at KPMGopens in a new tab demonstrated that over a 5-year period, the majority of our historically underrepresented groups progressed as quickly, if not more so, than their counterparts.

In response to the findings, we launched a targeted promotion readiness programme ‘Reach’, to help support lower and intermediate socio-economic background colleagues to develop and progress at a comparable rate.

You can find out more about how we support our colleagues from historically underrepresented groups here.

As well as putting programmes and initiatives in place that support our people, we also ensure that our systems, processes and policies have inclusion, diversity and equity at their very heart. Collecting a robust data set on the diversity demographic of our workforce is an important first step and enables us to understand and address systemic bias across all levels of the employee lifecycle; from entering the workforce to managing talent and addressing potential barriers to progression.

The results of our annual Global People Survey feeds into this data-led approach and allows us to take positive action in areas of greatest need to better support our people. In this year’s Global People Survey the three highest scoring areas for IDE questions were response rates to staff feeling that they; are treated with dignity and respect at work, I can be myself without concern for how I will be accepted, and Partners actively champion inclusion and diversity in the workplace recognising and respecting the value of differences.

In 2022, we published extensive analysis into progression rates at our firmopens in a new tab, examined through an inclusion, diversity and equity lens over a 5-year period. This has allowed us to assess the impact our programmes and interventions are having and evolve our action accordingly.

Alongside this, we’ve enhanced our overall approach to inclusion, diversity and equity analytics with the introduction of new technology, with the ability to provide more in-depth, real-time intersectional data. We also use the data and insight we gather to assist with work allocation – a critical component in achieving equal and fair access to opportunities. By combining our extensive data analysis with our dedicated resourcing tools and skills database, we’re able to be consistent with the way we allocate opportunities across our firm.