Looking for
a place that sees
the beauty
in diversity?
Think big.
With KPMG.
Think big. About diversity.
You’ll find diversity is big at KPMG—diversity of gender, ethnicity,
ideas, lifestyles, professional insights, and personal perspectives.
By valuing our differences, we make a big difference—in our work
environment and to our clients. How big? Some examples.
Face it. Diversity works. KPMG has recently won a number of awards for its efforts on behalf of diverse populations. By valuing differences, we make a big difference in the marketplace.
BIG ON DIVERSITY NETWORKS
BIG ON NABA AND ALPFA
Over the past several years, KPMG
has developed a number of internal networks to engage our diverse groups
in career development. These networks
help increase visibility of diverse people
among the general workforce and
enhance a feeling of inclusiveness
between leadership and employees.
KPMG is a corporate sponsor of the
annual conventions of the National
Association of Black Accountants
(NABA) and the Association of Latino
Professionals in Finance and Accounting
(ALPFA). We provide financial support
for these conventions and sponsor
KPMG professionals to attend them.
Many KPMG partners and employees
currently hold national and local leadership positions in these organizations.
To specifically advance the careers of
African-Americans and Hispanics, KPMG’s
new national African-American and
Hispanic networks focus on personal
development and mentoring. These
national networks are the umbrella
organization for our locally based diversity
networks, including the African-American
Network, the Hispanic-Latino Network,
and AALA (African-American Latino
Americans).
Other networks that embrace KPMG’s
diverse populations include:
KPMG sponsors NABA and ALPFA
student case study competitions that
provide finance and accounting students
with the
opportunity to
showcase their
business,
accounting,
research, and
presentation
skills.
• APIN (Asian Pacific Islander Network)
• International Circle (for those engaged
on an international assignment or
considering one)
• KNOW (KPMG’s Network of Women)
• Pride@KPMG (gay, lesbian, bisexual,
and transgender professionals)
Avant garde. Angela Avant,
a Risk Advisory Services
partner in our Washington,
D.C., office, is a lifetime
member and past president
of NABA.
STRONG ON PROMOTING WOMEN
Constituting nearly half of all new hires,
women represent an enormous part
of KPMG’s talent pool. To help women
realize their full potential, KPMG formed
the Women’s Advisory Board in 2003,
charged with developing programs and
initiatives designed to help support,
advance, and reward women.
One such program, KPMG’s Network of
Women (KNOW), has been helping to
foster women’s networking, mentoring,
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and leadership opportunities in nearly
half of KPMG’s U.S. offices. Further
expansion is planned in the years ahead.
Through meetings with women partners
and seminars on
topics like work/life
effectiveness and
flexible work arrangements (FWAs),
KNOW has positively
impacted more than
8,500 women.
In addition, the
Women’s Advisory
Board and KNOW
leaders have collaborated to develop
high-profile events that further showcase the firm’s commitment to women.
These have included lectures
by such prominent individuals as Lois
Frankel, author of Nice Girls Don’t Get
the Corner Office, and Anna Quindlen,
former New York Times columnist and
Pulitzer Prize winner.
BIG ON ACCEPTANCE, RESPECT,
AND PRIDE
A COMMITMENT TO PEOPLE WITH
DISABILITIES
KPMG was among the first in the
industry to offer same-sex domestic
partner benefits. And our nondiscrimination policy includes sexual orientation and gender identity.
Over the past several years, KPMG has
been honored for its efforts on behalf
of persons with disabilities. In 2005 we
received the “Corporation of the Year”
award from YAI/NIPD (National Institute
for People with Disabilities). In both
2004 and 2005 we garnered the
“Making a Difference” award from the
National Business and Disability Council
for promoting employment opportunities
for people with disabilities.
endowment of the KPMG Frank K. Ross
Professorship at Howard. The program
is named for
Frank Ross, a
retired KPMG
partner, Howard
alumnus, and
cofounder of
the National
Association
of Black
Accountants.
BIG FIRM ON CAMPUS
In 2005, KPMG became a sponsor of
the annual conference of Out and Equal,
an organization providing services and
programs that promote equality for the
gay, lesbian, bisexual, and transgender
(GLBT) community. We were also one
of the first of the Big Four to receive a
score of 100 percent on the Human
Rights Campaign’s Corporate Equality
Index.
KPMG has won numerous awards for our efforts
in diversity and community service, including:
Abilities, Inc./NBDC at the National Center for
Disability Services, “Making a Difference” award
American Cancer Society’s
“National Team Program Recognition” award
American Society of Women Accountants’
“Balance Award: Celebrating the Dimensions of Success”
Asian Enterprise magazine’s
“Ten Best Companies for Asian Americans”
DiversityInc’s “Top 10 Companies for
Executive Women,” “Top 10 Companies
for Asian Americans,” and “20 Noteworthy
Companies”
Hispanic Magazine’s Corporate
“100 Best Places for Latinos to Work” and
“Top 50 Recruitment Companies”
Human Rights Campaign Foundation’s
“Best Places to Work”
Human Rights Campaign Foundation’s
“Corporate Equality Index” (100 percent score)
National Fatherhood Initiative (NFI) “Fatherhood” award
Black Collegian magazine’s “Top 100 Employers”
Center for Companies That Care
“2005 Honor Roll” volunteerism award
ComputerWorld magazine’s
“100 Best Places to Work in IT”, 2006
Points of Light Foundation award for
“Excellence in Workplace Volunteer Programs”
Working Mother magazine’s “100 Best Companies”
YAI/NIPD (National Institute of People with Disabilities)
“Corporation of the Year” award
Since its inception, KPMG Foundation
has given more than $150 million to
support students, professors, and
organizations across the United States.
KPMG Foundation is also the cofounder
and administrator of The PhD Project,
which encourages minority individuals
to pursue doctoral studies in business.
The PhD Project also serves as a network of resources and peer support to
minority doctoral students and faculty.
Over the past decade,
KPMG has been the
largest sponsor of The
PhD Project.
Established by KPMG
Foundation in 1994,
the Minority
Accounting Doctoral
Students Scholarship Program provides
financial support to minority accounting
doctoral students across the country as
they complete their degrees, move into
teaching positions, and become role
models for their own students. These
scholarships, together with other efforts
of KPMG Foundation, have doubled
the number of minority PhDs in the
classroom.
Historically Black Colleges and
Universities (HBCUs) typically graduate
about 30 percent of all African-Americans
earning business degrees, but far
too few of these institutions have completed the all-important accreditation
process offered by the Association to
Advance Collegiate Schools of Business
(AACSB). Through funding provided by
KPMG Foundation, 22 HBCUs have
started the accreditation process, and 12
are now AACSB accredited.
KPMG is a proud sponsor of Howard
University’s School of Business
Executive Leadership Honors Program,
which provides students with leadership
training, mentoring, and a business case
competition. The firm actively recruits
majors in accounting, information
systems, and finance who’ve earned a
3.5 GPA or above. KPMG Foundation
is also providing financial support for
ALL-DIVERSITY, ALL THE TIME
Throughout the calendar year, KPMG
celebrates its diverse populations
with learning events, diversity posters, Web-based communications,
and local office activities. These
month-long diversity celebrations
include:
- Black History Month (February)
- Women’s History Month (March)
- Asian Pacific Heritage Month (May)
- Older Americans Month (May)
- Gay and Lesbian Pride Month
(June)
- Hispanic Heritage Month
(September 15–October 15)
- National Disability Employment
Awareness Month (October)
- National Work and Family Month
(October)
- American Indian Heritage Month
(November)
OUR AWARD CUP RUNNETH OVER
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INTEGRITY IS HUGE HERE
KPMG has always believed strongly in
setting and maintaining high standards
of integrity. To promote integrity and
inclusiveness, KPMG requires all
employees and partners to undergo
Respect & Dignity and Diversity in the
Workplace training.
A BIG PRESENCE AT:
- DC Pride Day
- Hire the Disabled Career Expo
- National Association for Asian
American Professionals
- Collegiate Career Fairs
- National Council of Philippine
American & Canadian Accountants
AND AT EVENTS
SPONSORED BY:
- National Urban League
A SPECTRUM OF
DIVERSITY-FOCUSED MEMBERSHIPS
- ALPFA/National Society of Hispanic
MBAs
KPMG maintains memberships—and
plays a leading role—in various organizations focused on promoting diversity in
accounting, including:
- American Indian Business Leaders
• INROADS, the minority student intern
placement program (leads to KPMG
hiring interns across the United States
each year)
- Hispanic Association for Career
Enhancement
- Diversity Career Group
- Executive Diversity
- Out and Equal
- Professional Strategies LLC
- Urban Financial Services Coalition
- Women for Hire
- WorkplaceDiversity.com
The partners on diversity.
How important is diversity to a firm? What are KPMG’s diversity
networks doing to make a difference in the work environment?
Here’s what a few of KPMG’s leaders had to say.
• Minorities Initiative Committee of the
American Institute of Certified Public
Accountants
• NABA (KPMG has been a sponsor
since the organization was cofounded
in 1969 by now-retired KPMG partner
Frank Ross)
ASIAN PRIDE
Audit principal Manolet Dayrit heads the
APIN (Asian Pacific Islander Network) in
KPMG’s New York office. It was founded
for a good reason: Asian professionals
• ALPFA (KPMG is a member of the
Corporate Advisory Board)
• Consortium for Graduate Study in
Management (KPMG is a member
of the Corporate Advisory Board)
In January 2005, the New York chapter
held its first meeting, inviting more
than 150 KPMG professionals of Asian
descent. “The goals were to promote
a sense of belonging, professional
development, and informal mentoring;
ultimately, to support, recruit, and retain
Asian professionals,” says Dayrit.
What’s the importance of diversity?
“The world has become more global.
We deal with multiple cultures.
[A diverse workforce] gives us the
opportunity, ability, and sensitivity to
better respond to our international
clients,” Dayrit says.
“WE’RE ABOUT INCLUSION”
Diversity at your fingertips. KPMG’s Diversity Web site provides information about all the firm’s networking
and mentoring opportunities. It also includes a calendar of dates important to our diverse populations, such
as birthdays of historical figures and annual celebrations (e.g., Gay Pride Day, Ramadan, and Kwanzaa).
wanted it. “They were aware of the
African-American and Latino networks.
So they asked me to serve as sponsoring partner,” says Dayrit.
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The first year’s calendar was filled with
a variety of activities, ranging from
cultural exhibits during Asian Pacific
American Heritage Month, to summer
picnics in Central Park, to becoming a
founding sponsor of the National Asian
American Society of Accountants
(NAASA). This relationship with NAASA,
says Dayrit (who sits on the board),
is helping KPMG become involved in
formal mentoring programs, which
in turn assists the firm in identifying
promising accounting students in
New York City.
Audit partner Aubrey Harrell is the
co-champion for KPMG’s Atlanta
Diversity Council. The council has
established a number of
networks to promote
inclusion of all constituencies, including
African-Americans,
Latinos, Asian Pacific
Islanders, and the GLBT
community.
Aubrey Harrell
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meetings to develop and implement
a strategy that aligns the networks’
goals with the firm’s goal to be a
Partnership of Choice/Employer of
Choice.
Why the need for a national network
when there are already similar networks
at the local level? Says McGuirt: “This is
a way to organize all our efforts—to
establish a consistent framework, with
consistent missions and consistent goals.
Also, it demonstrates that leadership is
truly serious about its commitment to
create an inclusive work environment.”
In addition, both are enthusiastic participants in the Association of Latino
Professionals in Finance and Accounting
(ALPFA). Speaking of his experience
with the organization (“run like an
accounting firm,” Miramontes says
admiringly), “I was exposed to a talent
pool that was eager and hungry to
join the profession.” Fernandez adds,
“Through ALPFA’s student business
case competitions, we’ve identified the
best and most talented well-rounded
students” for the firm. Accountants
need to be technical, he says, but they
also need writing and other communication skills.
¡VIVA MIRAMONTES Y FERNANDEZ!
“We’re focused on four primary areas,”
Harrell explains. “Awareness and
education, recruitment, retention, and
professional development.” The ultimate
goal, he adds, is a work environment
that fully embraces diversity. “It helps
us understand our differences, reveals
our similarities, and capitalizes on our
strengths.”
To Harrell, diversity is not just goodwill
but also good business. “From a business perspective, the strongest argument [for diversity] is that you need
people from different backgrounds,
genders, locations, and experiences in
order to effectively serve our diverse
client base.” And, he adds, “Clients are
demanding diversity.”
A NATIONAL COMMITMENT
He was a speaker and
instructor for the
United Negro College
Fund. He is an alumnus
of KPMG’s celebrated
Leadership 2000 class.
And if you ask Milford
Milford McGuirt
McGuirt about his
latest role—cochair of
KPMG’s national African-American and
Hispanic networks—the Atlanta audit
partner is just as enthusiastic.
“The purpose is to put a plan in place
that will increase the retention and
advancement of African-American and
Hispanic employees into the partnership,” he says. “The initial focus will be
at the senior manager/manager level,
but eventually will be extended to more
employees.”
Partners Lou Miramontes and Manny
Fernandez have several similarities.
They’re Westerners (Miramontes is
San Francisco’s office managing partner;
Fernandez is the partner in charge of
the Audit practice in Denver), they’ve
had expatriate assignments in Spanishspeaking countries,
and, most importantly,
they’re thoroughly committed to diversity in
the workplace.
Both Miramontes and
Fernandez head their
Lou Miramontes
respective offices’
diversity councils,
which sponsor multicultural networking
and social events.
Miramontes also initiated KPMG’s Latino
Partner Group, which
Manny Fernandez
holds quarterly conference calls to discuss efforts to retain
and mentor Latino employees.
Finally, Miramontes and Fernandez sit
on the steering committees of KPMG’s
new African-American and Hispanic
networks, which focus on advancing
the careers of Hispanic and AfricanAmerican professionals through
networking, mentoring, and other
programs.
What’s the importance of diversity to
Miramontes and Fernandez? “Our
clients are diverse and they demand we
be, too,” says Fernandez. “They want to
see women and different ethnic groups
because they bring different ideas and
points of view to the table.”
“We need to have a diverse workforce
or we won’t meet our growth and related
business goals,” adds Miramontes.
”You just can’t grow without diversity.”
OUT AND PROUD
San Francisco partner Tim Stiles and
New York partner John Tantillo are two
of the national leaders of pride@KPMG.
The GLBT network is second only to
KPMG’s Network of Women (KNOW)
in membership. How important is an
affinity group like this? Very.
“GLBT people are out there in the
workforce, looking for a job,” Stiles says.
“We want to assure them that they are
valued at KPMG.”
The San Francisco chapter debuted in
2002, followed by the New York chapter,
cofounded by Tantillo and Kristen
Johnson, Advisory Services director.
KPMG’s Dallas and Washington, D.C.,
chapters followed quickly. For the benefit of national coordination, Stiles says,
a steering committee was formed and
he became the spokesperson for the
national network.
Since its founding, the pride@KPMG
network has maintained a full calendar
of activities, ranging from networking
and social events to direct outreach
in the local community. “Our chapter
helped clean up the AIDS Memorial
Grove in Golden Gate Park,” Stiles
points out. The San Francisco chapter
has also conducted very productive
joint meetings and seminars with
San Francisco KNOW.
The New York chapter, meanwhile, initiated its own monthly events, and in
its first year experienced substantial
growth, according to Tantillo. He and
Johnson make a point of communicating
regularly with other GLBT chapters
throughout KPMG to gain new insights
and ideas. High on the to-do list: networking with GLBT groups at other
companies based in San Francisco and
New York.
.
Why is diversity important to KPMG?
“A diverse workforce is reflective of the
communities we live in,” says Stiles.
“Without it, you’re excluding all sorts
of [GLBT] people who bring skills, perspectives, and life experiences that will
benefit our clients and our firm.” Echoes
Tantillo, “It’s all about attracting and
retaining the best people.”
McGuirt says the steering committee,
chaired by Jack Taylor, Executive Vice
Chair, Operations, will hold regular
Diversity. It’s only natural. And it’s everywhere—in butterflies, flowers, and trees. Without diversity, nothing in the world succeeds.
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IN THE KNOW
KPMG’s Network of Women (KNOW)
is the firm’s largest diversity network.
So heading up a new chapter is a huge
responsibility. Vicki Sweeney, Ethics and
Compliance principal
and Montvale, New
Jersey, KNOW chapter
cofounder, started on a
high note.
“We needed to launch
the Montvale chapter
Vicki Sweeney
with something significant,” she recalls. “So Jennifer Murray
[Montvale chapter cofounder] and I
chose Anna Quindlen [former New York
Times columnist and Pulitzer Prize
winner] as our first guest speaker.”
The choice was a wise one: Quindlen’s
message seemed to resonate with
every woman in the audience.
Montvale KNOW followed the Anna
Quindlen lecture with a year’s worth
of professional development and
networking events that “connected”
with the needs of Montvale women,
Sweeney reports. They also sponsored
personal development and mentoring
workshops, along with panel discussions featuring women who made their
mark at KPMG, and who shared their
real-world career advice.
Naomi Wolf was selected as Montvale
KNOW’s 2006 kickoff speaker. The bestselling author and social critic spoke
on the topic of ethical leadership to an
audience of approximately 200
women—and men.
What’s in the works for KNOW?
Programs to help women advance
professionally, developed in conjunction
with universities throughout the
Northeast. “If there is a trend to opening
leadership positions, we want to do
whatever we can to ensure that women
are always considered,” Sweeney says.
Why is KNOW so important to KPMG?
According to Sweeney,“If it gives
women recognition for their contributions and helps provide them with the
skills and confidence they need to move
ahead at KPMG, that’s a big step in the
right direction.”
EMPOWERING WOMEN
A PASSION TO DO MORE
Busy women need a really good reason
to take time away from their schedules.
So before KNOW co-chairs Denise
Sumner (Audit partner, Atlanta) and
Melisa Denis (Tax partner, Dallas)
proceed with an event,
they assess it against
several tough criteria.
Tax partner Janet Wong is the co-chair
of Silicon Valley’s KNOW chapter. What’s
the reason she got involved with this
diversity network? Passion.
“After 20 years at KPMG, I felt a passion
to help the firm retain more women and
help them advance,” Wong explains. She
feels the firm is moving in the right
direction, having
achieved a strong
increase in the number
of women in the partnership over the past
decade.
“Number one, does it
help to develop the skills
of KPMG women?” asks
Sumner. “Two, does it
Denise Sumner
help us network with the
outside community? And three, does it
help to attract and retain women?”
Both women are proud of what their
chapters have achieved in just a few
years. Sumner spoke of a Southeast
Area Executive Women’s Retreat, an
annual event where KPMG’s women
partners and C-level women executives
within the firm and from Atlanta-based
clients such as UPS and Coca-Cola meet
offsite to network and attend lectures by
accomplished woman business leaders
and authors such as Lois Frankel (Nice
Girls Don’t Get the Corner Office).
There are also regular seminars on such
topics as leadership development and
playing golf (KNOWing Golf), Sumner
adds. “Knowledge of these things
will help women personally and professionally,” she explains. And every quarter
women from the Atlanta office are
invited to lunch with the partners.
Meanwhile, the Dallas KNOW chapter—
KPMG’s first—has grown so exponentially, it is organized into four separate
circles, each led by a partner or Audit or
Tax managing director. The members of
each circle determine the focus of their
own events, which in the past have
ranged from community outreach, to
business etiquette, to networking with
women’s groups at other organizations.
“Women from many different levels and
disciplines get involved, and that’s a
good thing,” says Denis. “You get to see
people you don’t see every day.”
Why is diversity important to KPMG?
“The clients we serve are diverse. They
appreciate the perspectives women
bring to engagements,” says Sumner.
How does KNOW help? “A network like
this is fundamental to retaining women,”
Denis adds. “Women can feel they’re in
a safe place and that they’re getting the
experience they need to navigate to the
next level.”
“We’ve been able to
Janet Wong
hold one KNOW event
a month here—on topics ranging from
networking to work/life balance to
dressing for success,” Wong adds. One
of the most memorable was a half-day
women executive’s offsite event, where
author Lois Frankel was the guest
speaker. Future plans for the chapter
include networking with similar women’s
groups at Bay Area companies such as
Sun Microsystems and Cisco Systems.
Why does Wong think diversity is important? “Just look at the environment. The
world is diverse. We’re working with
people who have families in India and
China. The same thing holds true when
you look at our clients.” And, she adds,
“As a recruiter of tax professionals in
the Silicon Valley office, I’m seeing that
diversity shows no signs of slowing. For
example, up to 50 percent of candidates
are women majoring in accounting and
finance.”
THINK BIG ABOUT YOUR CAREER
At KPMG you’ll get the chance to start
contributing right away. We work with
clients who deal with all the big
issues—from international finance, to
energy, to homeland security. You’ll have
the chance to interact and team with
KPMG International member firms
worldwide.
THINK BIG. WITH KPMG.
Challenge? Yes. Opportunity to grow?
Definitely. A diverse work environment?
Absolutely. Whatever you’re looking
for in a career, you’ll find it at KPMG—
the Big Four audit, tax, and advisory
services firm that helps you think
big about your career. Your future.
And your life.
For details, visit
www.kpmgcareers.com.
And get ready to think big.
Really big.
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© 2006 KPMG LLP, the U.S. member firm of KPMG International, a Swiss cooperative. All rights reserved. Printed in the U.S.A. 060688
KPMG Affirmative Action, Equal Opportunity Employer, M/F/D/V. KPMG and the KPMG logo are registered trademarks of KPMG International, a Swiss cooperative.