< back to case studies page

case study:

The REACH Programme for Women at KPMG

REACH, a program for female talent at KPMG, was short-listed for The Santander Award, sponsored by Opportunity Now. This award was for educational initiatives that address barriers to women’s progression in the workplace.

Background

KPMG in the UK is a leading provider of professional services including audit, tax, financial, and risk advisory. KPMG in the UK has over 10,000 partners and staff working in 22 offices and is part of a strong global network of members firms. As part of KPMG Europe LLP, it has merged with its German, Swiss and Spanish firms to create the largest fully integrated accounting firm in Europe.

REACH is a 6 month development program for female managers and senior managers that has been run in the UK and Europe with excellent feedback. It is sponsored by John Griffith Jones, Chairman of Europe, Middle East, Africa and India region at KPMG.

The programme makes a difference to the skills and confidence of individual women but the broader business case for REACH is clear. REACH helps address a critical business issue: how to recruit, retain and develop talented women.

Issue

“Today, women face both enormous career challenges and career opportunities. In order to retain our talented women we need to enable women to overcome the barriers and achieve their career potential through creating an environment in which they can build confidence and presence, gain acceptance and profile, and feel that they are able to make choices and develop strategies for a rewarding career and life.”
Sarah Bond, Director of Diversity, KPMG

KPMG research indicated a marked differential in the progression of women beyond manager. It was therefore imperative to the retention of talented women that they take measure to reverse this trend.

Objectives

Research undertaken in the UK in 2007 identified the following as the top six perceived barriers to women’s career progression.

1. Balancing work and family
2. Women being seen as less committed because of family responsibilities
3. Lack of visible senior role models
4. Stereotypes or preconceptions about women’s aspirations for promotion
5. Opportunities for promotion denied to women with flexible work arrangements
6. Lack of mentoring

Women at KPMG then identified the most useful elements to include in a women’s development programme to address these barriers, and out of this the REACH programme was born with content grounded in current research and best practices in the field of female leadership.

Participant Praise

"I found the programme leaders and coaches very inspirational - yet they also appreciated the day-to-day issues that we have - and how to balance your goals with that, i.e. it wasn't just all talk - there are practical tips to take away."
Manager, KPMG

"The programme was highly motivating and a great opportunity to take time out from the work/life treadmill and really think about my career"
Senior Manager, KPMG

"It was very worthwhile I see lots of positive outcomes for myself.”
Manager, KPMG