60 / 72
53
The Female FTSE Board Report 2016
Getting the figures right at KPMG UK LLP
KPMG believes that diversity is good for business and ensures it provides an innovative
service to clients and a better, more open place in which to work. So how are we ensuring
the company gets diversity ‘right’? As befits a leading financial services company its
approach is all about setting targets with a close eye on the bottom line.
This process started in July 2014 when our 11,500 UK staff and partners were asked to
complete a diversity profile, which included race, gender, disability, sexual orientation and
education levels. The Executive Committee then set the most comprehensive diversity
target zones across the four areas of gender, ethnicity, disability and sexual orientation, of
any business in the industry, including almost doubling the number of female partners by
2018 from 15% to 25%.
As published in our 2016 annual report, the business-wide targets for gender to be achieved
by 2018 are as follows:
“This certainly isn’t a moral crusade. I have
no doubt that including a more diverse
mix of experience and opinion within
our leadership team and throughout our
organization will make us a more profitable,
as well as a more responsible business.”
– Simon Collins, Chairman and Senior Partner, KPMG in the UK
Grade
Current
Population
2018
Population
Female
Partner
Director
Senior Managers
15
22
36
687 (21.9%)
Black, Asian, Minority Ethnic
Partner
Director
Senior Managers
7 (0.9)
9 (1.2)
14 (2.0)
9 (2.2)
14 (4.4)
18 (4.1)
Disability
Overall
1.4
2.8
LGBT
Overall
3.0
4.1
K P M G
Case Studies