KPMG corporate citizenship report

Helping make a better world

Employer of Choice — Making Aspirations Possible

KPMG understands that its success as both a business and corporate citizen is dependent on the engagement of its people. The firm depends on its ability to attract, develop, motivate, and retain the best talent. That is why one of KPMG's strategic priorities is being an employer of choice, a place where all professionals have opportunities to build a rewarding career in a supportive and stimulating environment. We work with our professionals to help them have the resources to develop themselves, and we recognize their contributions. We want them to succeed and reach their aspirations — regardless of their role. We are very proud to have earned a place on FORTUNE magazine's list of "100 Best Companies to Work For" for the second year in a row in 2007, as well as being named in 2007 for the fifth consecutive year to the Companies that Care Honor Roll — external validation that our unwavering focus in this area is paying off.

Supporting Professional Development

KPMG has a variety of programs and tools to help our people develop as professionals and advance their careers. Last year KPMG introduced Employee Career Architecture (ECA), a comprehensive resource of tools and information organized around building a rewarding career. Areas such as identifying the skills you need, expanding them, networking with others, employing coaching and feedback, and more are represented on the site. ECA is a mix of practical news, information, and tools for managing tasks such as building a career path and performance management. ECA even includes audio clips from employees who share career experiences and advice with colleagues. To date, 19,000 employees have visited the ECA site.

One of the areas of focus supported by ECA is mentoring, which KPMG views as an important professional development resource. The firm has established a formal mentoring program through which partners and employees connect with colleagues for valuable advice and career guidance. Last year, we launched a national mentoring award program through which mentees nominate outstanding mentors who have made a difference in their careers. KPMG leaders then select award recipients from that talented pool. Our firm's commitment to mentoring has led to widespread participation: More than 15,000 KPMG professionals are currently involved in mentoring relationships.

Of course, KPMG would not be a top-quality service firm without a strong commitment to training. In an industry that requires an average of 40 CPE (continuing professional education) credits per year, KPMG professionals last year averaged close to 60. Last year the firm expanded its leadership curriculum, developed innovative computer-based simulations, and launched new industry training and client relationship management courses. The firm's Center for Learning and Development delivered approximately 3,400 classes in 2007, an increase of more than 400 over the previous year. In total, KPMG people took more than 1.3 million hours of training in 2007. Our initiatives have earned prestigious external recognition: Training magazine ranked KPMG fifth on its 2008 Training Top 125 list.

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Diversity Networks

Diversity is a key focus area for KPMG. Furthering diversity helps the firm attract and retain the best talent, and gives us access to a broader client base. We believe in fostering an environment of inclusion that encourages all partners and employees to be successful. By valuing our differences, we build upon our individual, team, and firm strengths. KPMG has six national Diversity Networks that help professionals engage with each other. The networks provide professional development opportunities, and forums in which members can share experiences, strengthen relationships, build leadership skills, and help their communities. KPMG Diversity Networks include:

  • KPMG's Network of Women (KNOW)
  • African-American Network
  • Asian Pacific Islander Network
  • Hispanic/Latino Network
  • pride@kpmg (gay, lesbian, bisexual and transgender professionals)
  • National Disabilities Network, the firm's newest diversity network, launched in late 2007 to help support partners and employees who have a disability, or who have a child or other dependent with special needs.

We're pleased that our diversity initiatives have earned external recognition. Most recently KPMG was named to DiversityInc's 2008 "Top 50 Companies for Diversity," acknowledging our deep commitment to create an inclusive work environment that embraces individual differences and supports the development of all our people.

KPMG Leads Big Four in Percentage of Female Partners and Professionals

The 2007 Public Accounting Report survey of accounting firms' representation of female partners showed KPMG in a leadership position relative to the other Big Four accounting firms. Female partners comprise 18.1 percent of KPMG's total partners and KPMG women professionals comprise 50 percent of the total — both figures lead the other Big Four firms.

Achieving Satisfaction in Work and Personal Lives

KPMG recognizes that it is important for our people to enjoy a healthy balance between their professional and personal lives. Key to productive and satisfying engagements with work, family and community are useful programs that can help each professional meet their unique goals. KPMG continuously updates its offerings to help employees and partners achieve satisfaction. Initiatives cover a variety of areas including:

  • Healthy living — Advice on health and wellness programs and benefits
  • Family resources — Advice, benefits programs, and resources on a variety of family-related matters, including becoming a new parent, caring for elderly parents, advice about college tuition, and confidential counseling
  • Time off — Information and guidance on time-off policies and leave plans, including a Shared Leave Program that allows KPMG people to donate unused personal time to colleagues dealing with family medical emergencies
  • Flexibility — Programs that support a culture in which people utilize flexibility to meet their professional and personal responsibilities
  • Financial matters — Programs and advice around retirement planning, mortgage assistance, college tuition savings plans, and other financial matters
  • Professional Development — Tools and resources to help individuals manage their careers and continue to grow and develop professionally.

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Work/Life Satisfaction and our Impact on the Environment

At KPMG, workplace flexibility is all about giving employees and partners choices in how, when, and where they work — and it's environmentally friendly. KPMG offers a number of alternative work arrangements that include telecommuting and compressed work weeks. As discussions with employees show and research confirms, flexibility in work arrangements generally increases employee dedication because they appreciate the benefit to their personal lives as well as the level of trust the arrangements demonstrate.

Telecommuting enables KPMG's people to work part of the week at home on a regularly scheduled basis. When people are more satisfied with their jobs, they tend to be more productive. Flexible programs for employees and partners means fewer vehicles on the road, less traffic congestion, improved highway safety, and a lowered KPMG carbon footprint through reduced greenhouse gases. Similarly, KPMG has instituted a WageWorks Transit Program to encourage the use of mass transit. With this program, employees and partners take advantage of a pre-tax payroll deduction to get reduced mass transit prices.

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