Accelerate 2025

Our long-term strategy and commitment to DEI.

Home page
People
Planet
Prosperity
Governance
Disclosures

Our approach to fostering DEI

To drive our ambition, we launched Accelerate 2025 – KPMG’s commitment to attract, retain, and advance underrepresented talent – ensuring that we are doing all we can to contribute to an equitable society and workplace.

In the years ahead, we plan to continue to leverage data and our integrated strategies to not only reach our goals but also expand our efforts with intentionality.

Our aspirations for 2025:

  • 50% partner and managing director representation from underrepresented groups, including doubling our Black representation
  • 50% increase in our Black and Hispanic/Latinx workforce
  • Significant increase in representation from underrepresented groups in client and firmwide leadership roles
Learn more about our DEI progress

The 3 core components of Accelerate 2025’s framework

Getting there

  • Attracting more individuals from underrepresented groups to the profession
  • Making KPMG the clear employer of choice
  • Onboarding talent with intentionality to prepare them to succeed here

Succeeding here

  • Creating consistency of experience for all
  • Engaging everyone in our firm to foster an environment of diversity, equity, and inclusion
  • Providing access to development and advancement opportunities

Leading here

  • Creating clear paths to managing director and partner
  • Cultivating talent to rise to senior leadership positions within our firm, profession, and marketplace
  • Serving our communities through stewardship and board service
      

Related content

Who we are

Headcount

2019=34,455
2020=33,180
2021=35,266

 

 

Firmwide


Firmwide data on gender, race, ethnicity

Unless otherwise noted on the chart, American Indian/Alaska Native, Native Hawaiian/Pacific Islander, and employees whose race/ethnicity is Unknown make up <0.1%.

Connecting with talent

University hires


University hire data on gender, race, ethnicity


Experienced hires


Unless otherwise noted on the chart, American Indian/Alaska Native, Native Hawaiian/Pacific Islander, and employees whose race/ethnicity is Unknown make up <0.1%.
Statistics in this table reflect KPMG's hires in the calendar years 2019–2021 to better align with varying school calendars and graduation dates.

Promoting access to development and advancement opportunities

More than 40 average hours of training employees receive
$3,800 average training and development expenditure per full time employee
47,000 total hours of DEI training completed in FY21


Average hours of training by level


Number of average training hours by level

Building a pipeline of diverse talent

Promotions for people of color in manager roles or above

2021=30.4%
2020=28.4%
2019=28.5%

Promotions for women in manager roles and above

2021=45.5%
2020=43.6%
2019=42.8%

KPMG U.S. 2022 Impact Plan

At KPMG, ESG is core to our business. We look across our business to areas where we can strategically focus our capabilities to have the largest tangible impact for our people, communities, planet, and society.

Return to home page

People

Our approach to diversity, equity, and inclusion (DEI) is designed to unlock the power of our people and grow our firm the right way.
 

Go to people page