pride@kpmg About pride@kpmg Established in 2003, pride@kpmg is KPMG LLP’s network for Lesbian, Gay, Bisexual, and Transgender (LGBT) employees and partners and their straight allies. With more than 1,800 members and 14 chapters, our network provides opportunities to participate in career development programs, broaden professional experiences, and build career-enriching relationships, both within and beyond the firm. KPMG’s Pride Advisory Board In 2008, KPMG’s Pride Advisory Board (PAB) was established to enhance the recruitment, retention, and career development of the firm’s LGBT partners and employees. The PAB’s focus includes: – Strategy – Developing an overall strategy focused on our LGBT partners and employees, and ensuring it remains aligned with our firm’s strategic business priorities. – Communication – Working with the firm’s communication teams to develop an overall LGBT internal and external communication strategy. – Education – Identifying and supporting specific programs to build awareness and support among the firm’s leadership, partners, and employees on LGBT-specific issues, and working with the national diversity and inclusion office to develop them. – Process – Developing policies and procedures that facilitate the establishment of new pride@kpmg chapters, and the expansion of existing chapters. This includes creating a process that facilitates collaboration, knowledge sharing, and the dissemination of leading practices across all chapters. – Recruitment and Retention – Developing and implementing an overall strategy to increase LGBT employee and partner recruitment and retention, and expand the number of LGBT professionals in senior-level positions within the firm. – Mentoring – Developing national and local mentoring programs within KPMG’s LGBT community. KPMG LLP is committed to creating a diverse and inclusive environment—one in which everyone feels comfortable bringing their whole selves to work each day. It’s part of our core values, a key component of our high- performance culture, and critical to the sustainability of our business.
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pride@kpmg
About pride@kpmgEstablished in 2003, pride@kpmg is KPMG LLP’s network for Lesbian, Gay, Bisexual, and Transgender (LGBT) employees and partners and their straight allies. With more than 1,800 members and 14 chapters, our network provides opportunities to participate in career development programs, broaden professional experiences, and build career-enriching relationships, both within and beyond the firm.
KPMG’s Pride Advisory BoardIn 2008, KPMG’s Pride Advisory Board (PAB) was established to enhance the recruitment, retention, and career development of the firm’s LGBT partners and employees.
The PAB’s focus includes:
– Strategy – Developing an overall strategy focused on our LGBT partners and employees, and ensuring it remains aligned with our firm’s strategic business priorities.
– Communication – Working with the firm’s communication teams to develop an overall LGBT internal and external communication strategy.
– Education – Identifying and supporting specific programs to build awareness and support among the firm’s leadership, partners, and employees on LGBT-specific issues, and working with the national diversity and inclusion office to develop them.
– Process – Developing policies and procedures that facilitate the establishment of new pride@kpmg chapters, and the expansion of existing chapters. This includes creating a process that facilitates collaboration, knowledge sharing, and the dissemination of leading practices across all chapters.
– Recruitment and Retention – Developing and implementing an overall strategy to increase LGBT employee and partner recruitment and retention, and expand the number of LGBT professionals in senior-level positions within the firm.
– Mentoring – Developing national and local mentoring programs within KPMG’s LGBT community.
KPMG LLP is committed to creating a diverse and inclusive environment—one in which everyone feels comfortable bringing their whole selves to work each day. It’s part of our core values, a key component of our high-performance culture, and critical to the sustainability of our business.
KPMG’s Pride 15 (P15) In 2011, KPMG’s P15 leadership council was established to support the PAB’s initiatives. The P15 is comprised of high-potential and high-performing professionals who lead initiatives focused on local chapter support, talent development, and execution of KPMG’s annual Pride Conference. Each member serves a three-year term, and is able to re-apply for the role once their term has ended. One of the P15’s key priorities is to build a pipeline of high-potential professionals who may be considered for diversity leadership roles.
The P15’s mission is to create, foster, and sustain a culture for LGBT partners and employees that:
– Communicates the value LGBT professionals bring to our organization to partners, employees, and the market place.
– Enables everyone to bring their whole selves to work.
– Develops and sustains internal and external relationships.
– Creates a value proposition for being involved in our diversity networks.
– Provides access to development and advancement opportunities to improve retention.
Other Key Initiatives – Mentoring program – geared specifically toward LGBT employees.
– Self-Identify – In 2011, all new hires were given the opportunity to voluntarily self-identify as a member of the LGBT community. And beginning in 2007, employees were given the opportunity to self-identify during the firm’s annual Employee Engagement Survey.
– Allies Program – Being an ally to members of the LGBT community means being supportive of equality in its many forms, and at KPMG there are many different ways to demonstrate your support: Join the pride@kpmg network, become a mentor, arm yourself with knowledge to help dispel ignorance, speak up when you hear derogatory slurs or jokes and be open about having gay friends, family, or acquaintances.
EducationIn addition to our firmwide diversity and inclusion training, KPMG works with PFLAG to provide training sessions to all KPMG offices:
– Straight for Equality in the Workplace 101 and 201 help participants understand the issues LGBT people continue to face in the workplace, and conceptualizes diverse perspectives on LGBT inclusion. Participants learn their role in advancing
equality in their organization and how they can help ensure that the message of equality reaches everyone, regardless of level.
– Becoming a Trans Ally provides participants with an understanding of and key terminology related to what “transgender” means, and why it is part of LGBT. Participants learn the role that gender stereotypes play in bias against transgender people, and how they can become trans allies through basic transgender etiquette and practices.
– History of the LGBT Community tells the story of a vibrant, diverse, and determined community that has overcome challenges and deeply influenced mainstream culture.
Strategic AlliancesKPMG is proud to be a corporate sponsor of several LGBT organizations:
– The Point Foundation – KPMG has developed a relationship with The Point Foundation, an organization that provides scholarships to Lesbian Gay Bisexual Transgender and Queer students who have often faced hardships in their pursuit of higher education. The firm has committed to providing one $25,000 scholarship per year for four years. During the last academic year, pride@kpmg members exceeded the $25,000 goal, raising nearly $34,000.
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– PFLAG – PFLAG is committed to securing full civil rights for lesbian, gay, bisexual, and transgender people by providing support, education, and advocacy. KPMG’s relationship with PFLAG dates back to 2007.
– Out Leadership – Out Leadership is the first global LGBT business organization that develops innovative and forward-thinking initiatives to leverage LGBT opportunities across the finance, law, and insurance industries. The organization engages senior and emerging leaders to impact business results, develop talent, and drive equality forward. KPMG has been a member of Out Leadership since 2013, and has participated in the annual Out on the Street Summit (OOTS). John Veihmeyer, Global Chairman of KPMG International, represented KPMG at OOTS in 2013 and 2014.
– Quorum – KPMG is also a founding sponsor of Quorum, Out Leadership’s newest initiative, which seeks to increase the representation of LGBT people on corporate boards, and engages with senior LGBT executives who are potential candidates for board placement.
– Athlete Ally – KPMG has joined forces with Athlete Ally to educate and eliminate homophobia and transphobia as champions of LGBT equality. Our organizations are now working together to develop an inclusion workshop.
– The National Gay and Lesbian Chamber of Commerce (NGLCC) – The NGLCC is the business advocate and direct link between LGBT business owners, corporations, and government, representing the interests of more than 1.4 million LGBT businesses and entrepreneurs.
– In addition, we’re a proud sponsor of the Out for Undergraduate Business Conference, which aims to educate, inspire, and place LGBT undergraduate students in financial services and consulting positions. The conference helps these students develop strategies for managing and leveraging their identity in the workplace.
Recognized as an Employer of Choice – The Human Rights Campaign has awarded KPMG a perfect score on its annual Corporate Equality Index for 12 consecutive years.
– Athlete Ally recognized KPMG with its inaugural Athlete Ally Action Award in 2014. The award recognized KPMG for our continued leadership and commitment to diversity and inclusion.
– PFLAG honored KPMG with its Straight for Equality award in 2012. The award recognizes companies that are committed to achieving equality for the LGBT community by educating and engaging allies to drive policy and culture change.
– Work Life Matters named KPMG among its Top Companies for LGBT Equality for 2011.
– DiversityInc magazine’s Top 50 Companies for Diversity (2016, 2015, 2014, 2013, 2012, 2011, 2010, 2009, 2008) – KPMG made DiversityInc’s Top 50 Companies for Diversity for the ninth consecutive year in 2016. The firm is also ranked among DiversityInc’s Top 9 Companies for LGBT Employees for 2016, marking our ninth year on this specialty list.
If you want to build your career with an organization that values your unique experiences, perspectives, and talents, or for more information about pride@kpmg, as well as the many other diversity networks the firm supports, visit www.kpmgcareers.com.
– 1993: Sexual Orientation added to KPMG’s EEO Policy
– 1999: KPMG is among the first in the industry to offer benefits to same-sex domestic partners
– 2003: pride@kpmg network established
– 2005: Gender Identity added to KPMG’s EEO Policy
– 2009: The Gay, Lesbian and Straight Education Network (GLSEN) honors KPMG with its New York Respect award for the firm’s commitment to diversity and inclusion
– 2010: Profiles in Diversity Journal honors KPMG with its Innovations in Diversity Award for our Straight Allies campaign
– 2011: Work Life Matters magazine names KPMG among the Top Companies for LGBT Equality for 2011
– 2012: PFLAG honors KPMG with its Straight for Equality award
– 2012: KPMG offers tax offsets to LGBT partners and employees for the additional federal and state tax costs of medical benefits for same-sex domestic partners
– 2014: Athlete Ally honors KPMG for our continued leadership and commitment to diversity and inclusion with its first annual Athlete Ally Action Award
– 2016: For nine consecutive years, DiversityInc magazine names KPMG among one of its Top 9 Companies for LGBT employees
– 2016: For 12 consecutive years, the Human Rights Campaign has awarded KPMG a perfect score on its annual Corporate Equality Index
– 2016: KPMG becomes a founding sponsor of Quorum, which seeks to increase LGBT representation on corporate boards
