Industries

Helping clients meet their business challenges begins with an in-depth understanding of the industries in which they work. That’s why KPMG LLP established its industry-driven structure. In fact, KPMG LLP was the first of the Big Four firms to organize itself along the same industry lines as clients.

How We Work

We bring together passionate problem-solvers, innovative technologies, and full-service capabilities to create opportunity with every insight.

Learn more

Careers & Culture

What is culture? Culture is how we do things around here. It is the combination of a predominant mindset, actions (both big and small) that we all commit to every day, and the underlying processes, programs and systems supporting how work gets done.

Learn more

Board diversity disclosures

Track board diversity disclosures using the KPMG Board Diversity Disclosure Benchmarking Tool.

Powered by ESGAUGE


Highlights of board diversity disclosure practices for the S&P 500 and Russell 3000 as of June 2024, provided via the KPMG Board Diversity Disclosure Benchmarking Tool.

Board gender diversity disclosure

Nearly all S&P 500 companies (99%) and 88% of Russell 3000 companies disclose the board’s gender makeup in some form.
Board gender diversity disclosure*
Disclosure typeExample S&P 500 companiesRussell 3000 companies
The gender of individual directors by nameTwo of our directors are women, Ms. Ford and Ms. Jones. 53%25%
The number/percentage of directors identifying as gender diverse30% of our director nominees self-identify as women.92%82%
One of our directors identifies as non-binary.
Four directors are diverse with respect to gender.
Any of the above forms (excludes duplicates)99%88%


* Companies refer to gender in a variety of ways in their disclosures, such as “gender,” “gender identity,” or “gender expression.” The data in this chart does not incorporate director pronouns used in disclosures.

Racial/Ethnic board diversity disclosure

Almost all S&P 500 companies (98%) disclose the racial/ethnic diversity of the board in some form, compared to 85% of Russell 3000 companies. Half of Russell 3000 companies are listed on the Nasdaq stock exchange and subject to Nasdaq’s Board Diversity Rule; this is likely why a greater percentage of Russell 3000 companies than S&P 500 companies disclose the number/percentage of directors identifying with each racial/ethnic category.
Racial/Ethnic board diversity disclosure
Disclosure typeExampleS&P 500 companiesRussell 3000 companies
The race/ethnicity of individual directors by name
Mr. Smith is Black.
 
43%20%
The number/percentage of directors identifying with each racial/ethnic categoryTwo of our board members are Asian.45%57%
The number/percentage of the board that is racially/ethnically diverse
Thirty percent of the board is racially/ethnically diverse.
 
74%39%
Any of the above forms (excludes duplicates)98%85%

LGBTQ board diversity disclosure

Twenty-nine percent of the S&P 500 and 40% of the Russell 3000 disclose the LGBTQ status of the board in some form; this includes those companies disclosing that they have no directors self-identifying as LGBTQ. Russell 3000 companies are more likely to disclose the LGBTQ status of directors in the aggregate, which is also likely a result of the Nasdaq Board Diversity Rule.
LGBTQ board diversity disclosure
Disclosure typeExample S&P 500 companiesRussell 3000 companies
The LGBTQ status of individual directors by nameMr. Miller self-identifies as LGBTQ.9%5%
(This includes those companies where no director self-identified as LGBTQ in the board skills/diversity matrix.)
The number/percentage of directors identifying as LGBTQOne of our board nominees is LGBTQ.24%37%
None of our directors identify as LGBTQ. 
Any of the above forms (excludes duplicates)29%40%

Board seats disclosed as held by diverse directors

Seventy-two percent of S&P 500 companies and 70% of Russell 3000 companies disclose their directors’ self-identified racial categories (by name or number/percentage identifying with that racial/ethnic category). The percentage of board seats disclosed as held by LGBTQ directors is at 1% in both indices. When considering the use of pronouns used in disclosures, women hold 34% of S&P 500 board seats and 30% of Russell 3000 board seats.
Board demographics*
 S&P 500 board seatsRussell 3000 board seats
Gender  
Male 65.6%70.0%
Female34.4%30.0%
Nonbinary0.0%0.0%**
Race/Ethnicity  
White/Caucasian73.2%75.4%
African American/Black12.2%8.2%
Latino/Hispanic5.0%3.8%
Asian, Hawaiian, or Pacific Islander7.3%8.1%
Two or more races/ethnicities0.9%1.5%
Did not disclose race/ethnicity 0.8%2.3%
Other race/ethnicity0.7%0.7%
Sexual orientation  
LGBTQ1.0%1.0%


*Calculation of seats held by male, female, and nonbinary directors incorporates the use of director pronouns in disclosures. Calculation of racially/ethnically diverse board seats includes only those companies disclosing racial/ethnic board diversity data. Those directors disclosed as identifying with two or more races/ethnicities may also be identified with the individual racial/ethnic categories to which they belong.

**Three Russell 3000 directors self-identified as nonbinary.

KPMG Board Diversity Disclosure Benchmarking Tool

Powered by ESGAUGE, allows corporate and board leaders, investors, and other stakeholders to compare diversity disclosure practices by sector, index, and company size. 

Thank you

Thank you for your interest in the KPMG Board Diversity Disclosure Benchmarking Tool, powered by ESGAUGE.

Please copy and paste the following URL into your browser to access the tool: https://kpmg.esgauge.com/racialdiversity

KPMG Board Diversity Disclosure Benchmarking Tool

To receive access to the KPMG Board Diversity Disclosure Benchmarking Tool at no cost, provide your contact information. You will be directed to a page that contains the link to ESGAUGE to access the tool.

By submitting, you agree that KPMG LLP may process any personal information you provide pursuant to KPMG LLP's Privacy Statement.

An error occurred. Please contact customer support.

Diverse boards are more effective, and disclosure drives action. As stakeholder calls continue to grow for disclosure of board diversity as well as policies and practices, this tool will help measure progress and highlight gaps.

Susan Angele

Senior Advisor, KPMG Board Leadership Center

Meet our team

Image of Annalisa Barrett
Annalisa Barrett
Senior Advisor, KPMG Board Leadership Center, KPMG US

Receive the latest insights from the Board Leadership Center

Sign up to receive Board Leadership Weekly and Directors Quarterly

Thank you

Thank you for subscribing. We're excited to welcome you to our community. You can now look forward to the latest news, trends, upcoming events, and thought leadership delivered directly to your inbox.

Subscribe to insights from KPMG Board Leadership Center

Board Leadership Weekly - A weekly email providing the latest news, trends, upcoming events, and thought leadership focused on the board and C‑suite from KPMG, the BLC, and other leading sources. 

Directors Quarterly - A compilation of articles, insights, and upcoming events.

Select publications you want to receive and any topics of interest below. Select all that apply.

By submitting, you agree that KPMG LLP may process any personal information you provide pursuant to KPMG LLP's Privacy Statement.

An error occurred. Please contact customer support.

Thank you!

Thank you for contacting KPMG. We will respond to you as soon as possible.

Contact KPMG

Use this form to submit general inquiries to KPMG. We will respond to you as soon as possible.

By submitting, you agree that KPMG LLP may process any personal information you provide pursuant to KPMG LLP's Privacy Statement.

An error occurred. Please contact customer support.

Job seekers

Visit our careers section or search our jobs database.

Submit RFP

Use the RFP submission form to detail the services KPMG can help assist you with.

Office locations

International hotline

You can confidentially report concerns to the KPMG International hotline

Press contacts

Do you need to speak with our Press Office? Here's how to get in touch.

Headline