Cranfield Female FTSE Board Report 2016

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The Female FTSE Board Report 2016

Case Studies

K P M G

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:

Current Population

2018 Population

Grade

Partner Director Senior Managers Partner Director Senior Managers

15 22 36

Female

687 (21.9%)

7 (0.9) 9 (1.2) 14 (2.0)

9 (2.2) 14 (4.4) 18 (4.1)

Black, Asian, Minority Ethnic

Disability

Overall

1.4

2.8

LGBT

Overall

3.0

4.1

“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