- 839 millions € (2011)
Immeuble le Palatin 3, cours du Triangle
92939 Paris la Défense Cedex
- 01 55 68 86 66
Effectif (2011) : 7570 salariés
KPMG implements action plans to favor the access of women to positions with responsibilities
more and more women within KPMG. But the distribution is not shared out evenly:
50% of women in the hiring, 30 % are
managers and 12% are partners. Based on this report, KPMG launched a plan of action to promote women’s access to all company positions.
- Obtain a fair
representation of women and men at all levels of responsibility within the
all the while taking personal
choices into account.
- Reinforce the
balance of professional/private life for the women and men of the company
- Continue to
attract and keep talents within the company
- Continue these
objectives with a continuity in the excellence of services provided to client.
Launched in 2008, the Gender Diversity project, overseen by Head Office and coordinated through regional committees, is intended to stimulate actions in this area of equal opportunity and promote Best Practices.
- Coordination of external networks: In 2010, KPMG unveiled the Women's Business Tour, a road-show
major cities for the purpose of contributing to the debate on the role of women
in corporate management. Hosted as roundtable discussions, these events sought
to showcase women's capacities as leaders and opinion-makers in the world of
business, culture, the sciences, etc.
- The Eve Program : Launched by Danone, KPMG is committed to this program dedicated to the problems of diverse leadership teams and women's advancement in the company. It is for all those who aspire to “enlightened” leadership. Over 200 participants gathered in Evian in December 2010 on the theme "Dare to be yourself in order to act."
- The "Emergence" program : Launched in late 2010, a program on exchange and experience sharing that allows employees (currently 31 candidates) to develop and boost their careers through coaching workshops to help them have access to management positions;
- The Work Life - Personal Life Charter : This charter, for all KPMG employees, has been developed to facilitate the management of individual and collective professional constraints while respecting personal life.
- Charter of Corporate Parenthood : Signed in December 2009, the charter has three objectives: to change the representations related to parenting in the company, creating a favorable environment for employees with children, especially for pregnant women, and respecting the principle of non-discrimination in the professional development of employees with children.
- The agreement on equality in the workplace: Beyond its legal mandate, this agreement confirms the
actions previously undertaken since 2008 in order to: strengthen the gender mix
in promotion offers; reduce salary discrepancies between men and women; and
ease the burden on working parents.
Best Practice selected by World Forum Lille in 2010 and updated in 2012 for its evolution.
Factor(s) keys to success
- The mobilization of the top management on these important issues to prepare the future of the company
- A clear and honest internal communication to promote adherence of employees and supervisor
- Monitoring the progress of projects with the implementation of dashboards
Contribution to company performance
- Contribute to giving it the opportunity to attract and recruit the best talent
- Balancing of the ratio of women within KPMG promoted a more diversified apprehension of solutions brought to clients
Social and / or environmental benefits
For the employees of KPMG:
- Taking into greater account their expectations and constraints in the management of their day-to-day work and, in the long term, their career
- Pride of belonging to a company that commits itself to diversity and balance of professional/private life
Mercredi, 07 Novembre 2012