KPMG UK highlights 16 employee networks driving inclusion and support

1. African and Caribbean employee network

This network is one of the clearest examples of how KPMG turns inclusion into something operational. The firm says it supports the personal and professional development of colleagues of Black heritage, while also linking that support to community impact outside KPMG.

2. Mental health and wellbeing network

KPMG places wellbeing inside its inclusion structure, not off to the side as an HR add-on. That matters in a firm where client deadlines, busy season pressure and constant travel can make day-to-day strain feel invisible until it starts affecting performance and retention.

3. Breathe, KPMG's LGBT+ network

Breathe gives the LGBT+ agenda institutional weight inside a large professional-services firm. KPMG said in 2022 that the network was marking its 20th anniversary, which suggests staying power rather than a short-lived branding exercise.

4. Religion and belief network

A religion and belief network gives employees a place to raise practical issues that often shape the workday, from scheduling around observance to feeling comfortable being open about identity. At a firm with a broad UK workforce, that kind of support can make the difference between inclusion that exists on paper and inclusion that shows up in practice.

5. Families network

The families network reflects a basic workplace reality at KPMG level, where demanding workloads can collide with childcare, elder care and unpredictable schedules. A network like this can surface where flexibility is working and where it is not, especially for people trying to stay on track for promotion while managing life outside the office.

6. Veterans network

KPMG's veterans network signals that the firm is trying to recognize transferable experience, not just traditional graduate-to-partner pipelines. For a professional-services employer, that can matter in hiring, mentoring and team leadership, where military backgrounds may be overlooked unless there is a visible route into the culture.

7. Women's network

Women's networks in Big Four firms are rarely just about events; they are often tied to promotion visibility, sponsorship and the realities of the partner track. KPMG's framing suggests this network is meant to do more than celebrate milestones, with a role in shaping who gets seen, coached and developed.

8. Disability network

A disability network can be a practical pressure point for everything from office access to meeting design to workload management. In a firm that asks people to perform at a high level under constant time pressure, those details can decide whether someone stays, advances or quietly starts looking elsewhere.

9. Social mobility network

Social mobility is especially relevant in consulting and audit, where informal signals can matter as much as formal performance. A network like this gives employees a place to talk about first-generation professional experiences, confidence in client settings and the hidden rules that often shape progression.

10. Open to all colleagues

KPMG says its 16 inclusion, diversity and equity employee networks are open to all colleagues, not just the people they are named for. That makes them less like closed affinity groups and more like allyship infrastructure, which can help managers and peers learn without putting all the labor on the people most affected.

11. Collaboration and shared best practice

The firm says the networks increase collaboration and share best practice, which is a clue about how they are meant to function across a large organization. For employees, that can mean one network's solution to a recurring problem, like flexibility or visibility, gets translated into a wider firm habit instead of staying local.

12. Educational and inspirational events

KPMG says the networks host educational and inspirational events throughout the year, which pushes them beyond internal social circles. In a business where many workers learn culture through observation, these sessions can shape how inclusion is understood by line managers, senior leaders and new joiners alike.

13. Major moments on the calendar

The network structure is also built to show up around major observance dates, including International Women's Day, Black History Month, LGBT History Month, Pride, Mental Health Awareness Week and disability awareness moments. That gives the networks a role in the firm's public rhythm, not just in private member meetings.

14. Our KPMG: A fairer future for all

The networks sit inside KPMG UK's broader inclusion, diversity and equity plan, Our KPMG: A fairer future for all. The firm says that plan includes long-term workforce diversity targets through 2030, which ties the networks to a measurable talent strategy rather than a symbolic culture message.

15. Mandatory sexual harassment training in 2024

KPMG says it launched mandatory sexual harassment training in 2024, which adds a compliance and behavior layer to the network story. Taken together, the training and the networks suggest the firm is trying to build a culture where support and accountability are both visible, rather than relying on employee goodwill alone.

16. Scale, legacy and expansion

The context matters: KPMG says its UK business has about 16,000 people and has been operating in the country for more than 150 years. An earlier careers page described 15 networks, while the current version says 16, and that growth, along with Breathe's 20-year history, shows these groups are part of an established system that keeps expanding as the firm tries to hold retention, belonging and development together.