KPMG sets long-term targets as part of their new ID&E plan

• Aparna Sreevalsan
• 27 April, 2022

KPMG has set long-term targets for 2030 as part of its new inclusion, diversity, and equity plan – ‘Our KPMG: A fairer future for all’.

For fairer representation across the company, the following targets need to be achieved by 2030 as part of the new inclusive plan, says the company.

The new 40:20:20 to be the company’s targets for 2030 refer to the following

(*40:40:20 requires to have a minimum of 40% women and 40% men in the relevant population. 20% is flexible and recognises the moving nature of the firm while being more inclusive and still setting parameters to meet and stay within.)

• 20 per cent ethnic minority
• 15 per cent of disabled
• 6 per cent are sexually oriented
• 5 per cent of black heritage
• 29 per cent from a lower socioeconomic background

KPMG will be creating an inclusive environment irrespective of the employees’ identity or background, it says.

This includes a focus on leadership accountability, investing in their recruitment, talent progression and training, and ensuring diverse pitch and client teams when allocating work.

As per the data from Oct 2021, the female representation at the Director level was 35 per cent, and the company aims to reach 39 per cent in the current year.

In senior manager positions, women’s representation makes up 46 per cent.

Representation of ethnic minorities at the director level is 15 per cent. The 2030 target is to reach 25 per cent.

Also, in senior manager positions, ethnic minority employees make up 22 per cent and by 2030, it has to reach 25 per cent.

The firm has set out a Social Mobility Action Plan and launched a UK Social Mobility Network, UPbringing, chaired by Trudie Roiz de Sa (Associate Director, Public Policy, and Regulation Team [Infrastructure, Government and Healthcare]) and David McIntosh (British TV personality), that aims to empower colleagues, firm, and communities in championing social mobility from the inside out.

KPMG has been driving greater leadership engagement with their Employee Networks, to enhance their understanding and support of historically underrepresented groups’ lived experiences. 15 Employee Networks are open to all and provide a sense of community and learning experiences for those who want to increase their own diversity awareness or become an ally.