KPMG has reported a 29.5% mean gender pay gap for 2025, down from 30.7% in 2024.
The firm’s 2025 median gender pay gap stood at 18.7%, down from 19.6% in 2024. Its mean gender bonus gap was 35.2%, down from 40.9% in 2024, while its median gap was 33.5%, down from 35.6%. A total of 74.1% of female employees and 71.8% of male staff received a bonus in 2025.
KPMG’s 2025 mean ethnicity pay gap was 36.6%, up from 35.9% the year prior, while its median gap was 22%, up from 21.3% in 2024. Its mean ethnicity bonus gap was 35.1%, down from 36.6% in 2024, while its median gap was 28.6%, up from 19.4%. A total of 66.7% of ethnic minority and 81% of white employees received a bonus in 2025.
For 2025, the firm’s mean sexual orientation pay gap was 18.2%, up from 17.9% in 2024. Its median sexual orientation pay gap was 14.1%, up from 13.5% in 2024.
KPMG’s mean disability pay gap stood at 4.4%, up from 3.4% in 2024. Its median disability pay gap was 5.9%, unchanged from the prior year.
Regarding the difference between the firm’s employees from professional and lower socio-economic backgrounds, its mean socio-economic background pay gap was -0.9%, compared to -3.7% in 2024. Its median socio-economic background pay gap was 6.6%, down from 7% in 2024.
Jon Holt, group chief executive and UK senior partner at KPMG, said: “At KPMG, we believe everyone should have an equal opportunity to thrive and reach their potential. Women represent 50% of our workforce, and our focus is supporting women to progress in our organisation and achieve parity. In the last four years, we’ve made good progress to improve the representation of employees from non-professional socio-economic backgrounds from 36% to 44%.
“We know we have more to do to increase the representation of ethnic minority employees, in particular Black heritage staff, in senior positions. We’ve improved diversity among historically underrepresented groups faster at more junior levels. This means we have a higher proportion of these employees in lower pay grades. The average staff pay is, therefore, skewed downwards. However, we remain as committed as ever to diverse representation at every level of our firm. “
