People

Well-being, engagement, and satisfaction

Enhancing our trust and growth culture

Our commitments

1. Well-being, engagement, and satisfaction

Foster personal growth by developing a culture of smart innovation, high performance, and inclusive collaboration.
Create a flexible working culture and support the health of our people, both physically and mentally, so they can be even more effective and productive in all facets of their lives.

2. Workforce diversity and equal opportunities

Strive to be an inclusive employer by building trust and embracing diversity in all its forms. We want to achieve 25% female representation at the senior leadership level by 2025.

3. Training and development

Develop a culture of continuous learning on a variety of topics, tailored to our people’s needs and aspirations.

People of KPMG

“At the heart of KPMG in Belgium, is a commitment to fostering a culture where everyone feels valued, included, and empowered. By prioritizing well-being, innovation, and belonging, we create an environment where our people can thrive, both personally and professionally. Together, we build a future where everyone‘s potential is realized, and success is shared.“

Isabelle Blomme
Head of People, KPMG in Belgium

1. Well-being, engagement, and satisfaction

Enhancing our trust and growth culture

The rapid advancement of technology has pushed businesses, big and small, to rethink how they approach the future of work and how their people navigate transformation. Over the past year, our People strategy has truly come to life through new initiatives like our Values Board Game, the launch of the CARE framework to guide ethical decision-making in line with KPMG’s values, and SAFE@KPMG, a set of initiatives and guidelines designed to foster a safe, speak-up culture.

At its core, our strategy is about delivering on our Employer Value Proposition (EVP): creating an engaging, flexible, and rewarding workplace for our diverse team, with ongoing opportunities for growth. We remain committed to excellence for our clients while prioritizing the well-being of our people. Our goal is to build a caring, inclusive, and values-driven culture where everyone feels supported and empowered.

As we navigate this period of constant change, our commitment to the EVP has only strengthened in FY24, making it central to our core values:

Integrity: we do what is right
Excellence: we never stop learning and improving
Courage: we think and act boldly
Together: we respect each other and draw strength from our differences
For better: we do what matters

Embracing flexibility

We are constantly looking for new ways to improve the way we work: offering flexibility, guidance, and advanced tools to meet the changing needs of both our clients and our people. While working in-office (or onsite) remains key to building strong connections, we also recognize the benefits of teleworking, such as better work-life balance and greater mobility. To offer the best of both worlds, we actively support a hybrid model, allowing our people to work from home two days a week and even work remotely outside Belgium for up to 20 days per year.

At KPMG, we also believe in the importance of unplugging from work. To thrive and bring your best self to the job, taking time to switch off is essential. Trust, psychological safety, and clear communication are at the heart of how we work together. With our guidelines, tools, conversation starters, and learning resources, we empower our people to take ownership and practice self-leadership. We’re also committed to continuously exploring new ways to support well-being, focusing on both physical and mental health, to help our people feel and perform at their best.

Our commitments in action

Mental and emotional well-being support

At KPMG, we prioritize the well-being of our people. We believe a holistic approach is essential because all aspects of life are interconnected. At the same time, everyone has a role to play when it comes to well-being. This philosophy underpins our commitment to providing comprehensive support, with a strong focus on mental and emotional health.

Our commitment goes beyond internal support, including listening, advice, and mentorship. We also provide a curated Employee Assistance Program offering inclusive well-being services tailored to diverse needs. The program includes two first-line well-being support lines our people can contact directly without any involvement from KPMG:

A. The well-being phone line offered by Attentia

This service supports work-related challenges such as stress or conflicts, offering up to three individual sessions to help address them.

B. Safe2Talk offered by AG Insurance

This helpline provides support for a range of concerns, including mental and emotional well-being, life events, and family relationships. It offers a listening ear, helps clarify and refine issues, and provides guidance on next steps.

For those needing more specialized support with workrelated challenges, we offer access to a counseling program through our external partner, Attentia. This program provides multiple sessions with a professional, offering tailored guidance and coaching.

People of KPMG

As Prevention Advisor, I find it incredibly powerful to see how prevention and HR collaborate to prioritize wellbeing. This partnership isn’t always common, but it plays such an important role in building a healthier, more engaged workforce. By working closely with HR, we go beyond basic health and safety—we integrate well-being into the core of our organization. From my experience, when prevention and HR join forces, well-being becomes more than a checklist: it becomes part of our DNA. Employees feel genuinely supported, leading to better engagement, lower absenteeism, and a stronger connection to their work. Knowing our efforts help create a workplace where employees truly thrive is one of the most fulfilling parts of my role.”

Annemie Boeykens
Prevention Advisor, KPMG in Belgium

Together@KPMG

We recognize that optimal performance stems from physical, mental, and emotional well-being. That’s why we established our Together@KPMG program to support our people in building healthier, happier lifestyles.

In 2024, Together@KPMG organized several activities for our people, including:

Human Energy Scan

Available to all our people, this program offered a deep-dive analysis into the well-being of our people. Through a broad survey, they gained valuable insights into various well-being domains, including physical energy, nutrition, focus, stress, sleep, and work enjoyment. In FY24, we launched the second wave of the program, with 333 participants completing the Human Energy Scan.

Together@KPMG journeys

In FY24, we ran two waves of our Together@KPMG journeys program, focusing on stress, sleep, nutrition, and exercise. Wave 1, which took place in Autumn 2023, saw 155 participants engage in our various journeys. Wave 2, in Spring 2024, had 133 participants. The program

spans eight-to-ten weeks and includes workshops, mini-challenges, group training sessions, and the use of innovative tools. Participants collaborate with colleagues and expert coaches from Energy Lab to enhance their well-being.

Corporate sports events and lab testing

In FY24, 558 people participated in one of our corporate sports events, including cycling, running, and walking. Of those, 244 individuals requested a personal lab testing session.

Learning content on well-being

Our philosophy on well-being is that everyone has a role to play and a responsibility to take, both for their own well-being and in caring for others. To support individuals in this role, we offer an extensive catalog of self-paced learning content across a wide range of topics, such as building psychological safety, increasing resilience, and learning how to disconnect from work to thrive. This content is available to everyone at KPMG. Additionally, our Leadership Programs emphasize empathetic and inclusive leadership, including the importance of psychological safety and strategies for cultivating it.

SAFE@KPMG

SAFE@KPMG represents a safe, inclusive, supportive, and confidential environment for our people to share and address concerns in good faith related to undesirable or unethical behaviors and conflicts, without fear of any retaliation. Everyone shares the responsibility of creating this safe environment.

SAFE@KPMG stands for:

Secure: A protected and confidential environment without any fear of retaliation;
Accessible: Easy to reach and available for everyone at KPMG in Belgium;
Fair: Ensuring impartiality and equality in treatment;
Empowering: Enabling you to make informed decisions and act

Core values
Our Core values and Policy against undesirable interpersonal behavior form the cornerstones of our SAFE@KPMG initiative. At KPMG in Belgium, we want everyone to feel safe and empowered at work so they can perform to the best of their ability in a supportive, open, and inclusive environment. That implies that everyone has a responsibility to treat each other with respect. Our Policy against undesirable interpersonal behavior reinforces Integrity as a Core Value, helping build a culture of trust, safety, and respect.

People of KPMG

“As part of SAFE@KPMG, I have taken on the role of Confidential Counselor at KPMG in Belgium. My goal is to help create a safe, inclusive, and confidential space where colleagues can address concerns without fear of retaliation.

I want my colleagues to thrive in their work and pursue their ambitions under the best possible circumstances. As a “people person”, I dislike the thought of anyone struggling in isolation. I believe that sharing a problem in full confidentiality can be the first step toward finding a solution.

By offering a safe space for open dialogue, I aim to support colleagues in navigating challenges and fostering a healthier work environment. In this role, I hope to contribute to their well-being and professional growth while reinforcing our commitment to a respectful and supportive workplace culture.”

Sabine Daniels
Senior Tax Manager and Confidential Counselor,
KPMG in Belgium

CARE@KPMG

The CARE ethical decision-making framework was introduced to guide our people in navigating ethical dilemmas, enabling them to make decisions and take actions that align with company regulations and values.

First-aid training

Every year, we ensure our people have access to first-aid training opportunities. In FY24, 31 team members refreshed their knowledge and skills through dedicated courses.

Ergonomics

At KPMG, we prioritize the well-being of our people by creating ergonomically optimized workplaces. Our offices feature thoughtfully designed workspaces, including height-adjustable desks, 10% with electric sit/stand functionality, high-quality ergonomic chairs, and one or two adjustable 24-inch monitors at each workstation.

To further promote health and comfort, we partner with external prevention experts to offer regular ergonomic training sessions. Additionally, we encourage ergonomic practices through our online tools, ReFlex and Degreed. The ReFlex tool allows people to order ergonomic IT equipment for remote work, while Degreed provides

online training, tips, and guidance on maintaining good posture and healthy work habits, reinforcing the vital connection between ergonomics and overall well-being. As part of their FY24 yearly action plan, the Community of Young Professionals created a custom-made video on ergonomics tailored to KPMG professionals’ daily work environment. Their goal was to provide practical guidance.

Feedback from our people

Our annual Global People Survey (GPS), conducted in October 2024, serves as a barometer to see where we are in terms of bringing our people value proposition to life. Our 2024 GPS showed strong results in terms of employee engagement and pride in working for KPMG. The actions we took in 2023 related to communication, well-being, and Inclusion, Diversity & Equity (IDE) have shown their effect. Communication increased the most with 8% and Inclusion, Diversity & Equity has become a strength to celebrate in our firm.

Like every organization, we also have areas where we strive to improve and excel. As such, we have identified key domains that reflect challenges and opportunities for our entire workforce, where there is still room for growth. Each business line is responsible for incorporating these themes into their action plans. To ensure meaningful and sustainable impact, these plans can include smaller, focused actions at various levels: team, location, and role-specific,

where changes will make the most difference. We look forward to seeing their impact reflected in the survey results of FY25.

Top Employer

We are proud to announce that KPMG in Belgium has once again received the Top Employer Award in 2025, based on our 2024 performance. This is the 19th consecutive year that we have been certified as a Top Employer, recognizing our commitment to creating a workplace that emphasizes excellence, innovation, and employee well-being.

Our teams’ hard work, particularly with respect to our IDE and well-being initiatives, digitally enabled offboarding experience, and mentoring networks, has further solidified our position as a leading employer in the industry.

This award underscores our continuous pursuit of excellence in human resources practices, people development, and organizational culture.

2. Workforce diversity and equal opportunities

At KPMG, fostering an inclusive workplace isn’t just a goal: it’s a commitment we bring to life every day. We’re proud of the progress we’ve made in building a culture where everyone feels valued, heard, and empowered to succeed. Over the past year, we’ve taken meaningful steps to drive inclusion, from thought-provoking panel discussions and cultural celebrations hosted by our IDE communities to launching “Values Immersion” initiatives that bring our values into daily practice. Our Female Leadership Program is helping to inspire and uplift women in business, and we’re well on our way to reaching our target of 25% women in leadership by 2025.

But we know there’s always more to do. Creating an inclusive environment isn’t just about events and programs: it’s about ensuring equal opportunities are embedded into every stage of the talent experience. That’s why we’re strengthening our focus on hiring, compensation, promotions, and performance evaluation, ensuring that opportunities are fair and accessible to all. By continuously evolving our approach, we aim to build a workplace where everyone can thrive.

Our commitments in action

Five IDE goals

In Belgium, our KPMG IDE strategy focuses on four main areas: Gender, LGBTQ+, Culture, and Generations. This strategy leverages five critical goals to ensure substantial progress on our IDE journey: Leadership accountability, Policies & Procedures, Transparent Metrics & Reporting, Learning & Development, and Societal Initiatives (as per KPMG Global guidelines).

Leadership accountability Internal governance:

CEO: IDE sponsor

KPMG Management Team: Quarterly IDE agenda

KPMG IDE Council Continuous

Continuous IDE progress in our people processes (e.g.):

Diversity in promotion & selection panels

IDE Goals available in our Performance Evaluation for all levels in our organization

Equal Pay Audit by Hudson

Gender neutral job descriptions

Policies & ProceduresPolicies:

KPMG Global IDE Policy

KPMG BE Impact Plan/IDE Vision & Strategy

KPMG IDE Charter

Whistleblowing policy

Flexible working policies (e.g.), Flex Career path, (Hybrid) Work from Anywhere, Part-time Working, Flex Reward with option for additional holidays

Leave for Parents guidelines

Anti- harassment policy

SAFE@KPMG

People resources:

KPMG International Hotline

BE Employee Assistance Program

Confidential counselors

Five IDE goals

Metrics & ReportingTransparent metrics & reporting via the Annual Global People Survey

Defined goals:
25% Female Representation on Partner & Director level by 2025.

KPMG Global LGBTQ+ Statement:
We see diversity as a strength in our workplace. We all benefit when LGBTQ+ human rights are respected and LGBTQ+ people can bring their authentic selves to work. KPMG is committed to supporting diversity of sexual orientation and gender identity.

Learning & DevelopmentDevelopment:

Female Leadership Program

Mentorship@KPMG

Reverse Mentorship

Onboarding program for expats

Learning:

Inclusive leadership tracks

Intercultural training

Language training & language clubs

Virtual trainings via LinkedIn Learning and Degreed on Unconscious

Bias, Inclusive language, Pride, etc.

Values immersion, including Values Board game

Societal initiatives Internal initiatives & networks:

Internal KPMG communities for Gender, Parents, LGBTQ+, International Community, Community of Young Professionals

Silent & Multipurpose room: a versatile space for quiet reflection and focused activities.

Celebration of key cultural days such as International Women’s Day and Pride.

External initiatives & networks:

Top Employer 2025

Exectly for Women

Sponsor of Flanders Classics for Women

Feedback from our people on IDE

In our annual GPS, IDE merged as a significant strength, with an impressive 77% satisfaction rate. This positive trend is reflected in high scores for professionals feeling treated with dignity and respect (89%) and being able to be themselves at work without concerns about acceptance (83%). Furthermore, our people have noted an increasing commitment from senior leadership, who are actively championing IDE initiatives. This growing support from leadership underscores our ongoing dedication to fostering a more inclusive and equitable work environment.

Events organized by the IDE communities

Our IDE communities have organized many social events that raised awareness and brought us valuable insights. Here are a few examples:

On International Women’s Day 2024, we hosted a panel discussion featuring Annelies Verlinden (Minister of Internal Affairs), Kathleen Vangronsvelt (Professor at Antwerp Management School), and Harry Van Donink (CEO of KPMG in Belgium);
During Pride Month, colleagues were invited to a lunch event featuring a National Geographic documentary on Pride;
Our Cuisines of the World afterwork introduced our people to delicious traditional dishes from various cultures;

For the first time, an Impact Plan week was organized hosting several keynote speakers, including from Too Good To Go and Moonbird, among others.

IDE Council

Our IDE Council, which we launched in FY23, has taken place every month focusing and deciding on topics, actions, events, and proposals related to Inclusion, Diversity & Equity. The IDE community leads are also invited to take part every two months.

Female Leadership Program

At KPMG, we believe that empowering and inspiring female professionals is crucial to fostering a more inclusive business environment and society. That’s why we created the ‘Female Leadership Program,’ a unique learning journey designed to empower, inspire, and support our female colleagues by:

helping them gain deeper self-insight and confidence in their own strengths;
offering them a broader network of like-minded female professionals who act as a sounding board to share challenges and best practices in the workplace;

encouraging their unique female leadership skills through self-development; and
offering role models and recognition.

Our program tracks are currently underway with 40 female leaders per cohort across Audit, Tax, Legal & Accountancy, Advisory and Central Services. The program includes a kickoff with a keynote, four skill-building modules, and a closing session with a commitment to ambassador roles. Our female partners co-facilitate the program, sharing their personal stories and experiences, adding a unique dimension, and fostering an atmosphere of intimacy and trust. The program will continue in FY25 with a group of 31 female professionals.

“For me, participating in the Female Leadership Program has been an affirming and enriching journey. It validated my leadership approach, confirming the value of guiding people with confidence, resilience, and impactful communication. Each module within the program provided me with valuable insights, further empowering me to lead authentically.
Connecting with diverse individuals throughout the program was especially inspiring. Networking sessions and interactions with supportive female leaders created a sense of community while strengthening my professional relationships. The Program also offered practical tools and guidance from a coach and our female partners, whose shared experiences underscored the importance of embracing our unique strengths and inspired me to believe in myself as an empathetic and creative leader.
This experience has not only contributed to my career growth but also reinforced my commitment to fostering an inclusive and supportive team environment. It reflects our firm’s dedication to diversity and inclusion, empowering women to thrive and inspire others within the organization.”

Ivy Heusdens
Senior Manager Advisor, KPMG in Belgium

People of KPMG

Values Immersion

In FY24, we launched the Values Immersion concept to make our values more tangible. Led by leadership, the program will continue in FY25 with interactive sessions tailored to each legal entity. Also in FY24, all new joiners played our Values Board Game during their graduate induction days. While playing, they learned about KPMG, our values, and what we do to realize them. As they moved across the board, they navigated daily challenges and made decisions aligned with our values.

IDE session for partners

In April 2025, all partners will attend a session on IDE led by Antwerp Management School. This initiative is a direct result from interviews conducted by our Gender community in FY24.

Equal Pay Audit by Hudson

We are committed to gender equality and closing the gender pay gap. That’s why we actively participate in external initiatives that promote equal pay and opportunities: such as our partnership with Flanders Classics, where we helped equalize prize money for female cyclists.

As part of this commitment, we regularly conduct external equal pay analyses to reinforce our dedication to fair compensation and validate

our long-standing policy. We recognize that achieving true pay equity requires continuous effort and remain committed to transparency, inclusion, diversity, and equity, ensuring regular audits keep our systems strong and aligned with our values.

Flanders Classics Women

KPMG champions initiatives aimed at closing the pay gap, both through our internal leadership networks and mentoring programs, as well as external sponsorships and partnerships. Our partnership with Flanders Classics holds special meaning for us. It’s not just about promotion: it’s about creating a foundation to support young talent and bring the attention that women’s cycling deserves. We want to send the same strong message to young female cyclists that we send to our own young female professionals: your future is bright. It’s crucial to maintain a continued focus on equal pay and structured plans to close the gender gap once and for all. It’s crucial to maintain a continued focus on equal pay and structured plans to close the gender gap once and for all. After all, equal effort should result in equal earnings.

Embracing new joiners

We believe that a streamlined onboarding experience plays a key role in boosting employee retention, engagement, and strengthening our company culture. By carefully shaping our attraction, selection,

engagement, and onboarding strategies, KPMG aims to offer new hires a seamless and transparent journey. This approach integrates both business and IDE perspectives, helping new joiners quickly gain a comprehensive understanding of our firm and how they can contribute to our collective and personal success.

In FY24, KPMG in Belgium welcomed 602 diverse new hires. This most recent group included 188 experienced professionals, 252 graduates, 111 interns, and 51 students. We celebrate the diversity in our backgrounds, ages, genders, abilities, nationalities, perspectives, and ambitions, recognizing that our strength comes from the richness of our collective diversity. United by a common goal, we’ve built a vibrant, dynamic workforce that fosters an environment where everyone can thrive. This collective effort not only drives our company’s success but also creates a workplace that is better for all.

Inclusive recruitment

Diversity is at the heart of how we hire because we recognize its essential value, both for our firm and for our people. To promote inclusivity, we craft all job postings in a gender-neutral manner, ensuring a fair and unbiased hiring process that attracts diverse talent. We welcome individuals to bring their authentic selves, believing that our differences drive stronger insights, innovation, and growth.

In FY25, we are planning training for hiring managers to enhance their recruiting skills. To support our member firms’ growth ambitions, our hiring managers will be trained to hire candidates who not only have the right skills and experience but whose behaviors are aligned with our values and philosophy on inclusion and diversity.

As part of our commitment to inclusivity, we’ve built a strong partnership with Autimatic, an organization that connects employers with talented individuals on the autism spectrum. In FY24, we expanded this collaboration into an open-ended partnership, reinforcing our dedication to a workplace that values diverse skills, perspectives, and experiences.

Inclusive (performance) development

Each year, everyone at KPMG sets personal stretching business and development goals that align with their team’s objectives and the organization’s overall strategy. To support this, a goal library offers inspiration, including specific goals on Inclusion, Diversity & Equity. These resources help individuals define how they will contribute to fostering an inclusive team culture.

As part of the annual promotion process for Manager, Senior Manager, Director, and Partner roles, candidates present a case outlining their professional identity, business impact, and leadership

focus. These cases are evaluated by promotion panels, and the organization is committed to ensuring these panels are diverse and gender balanced.

IDE LinkedIn Learning

We offer our people self-paced LinkedIn learning courses focusing on IDE. The most popular themes are unconscious bias, inclusive leadership and conversations, psychological safety, and diversity across generations.

Exectly for Women

Our Exectly for Women network offers women with different roles and responsibilities the opportunity to learn from peers. Through the network, we seek to develop new ideas and insights through inspiring dialogues and business events. In 2024, we welcomed 150 women to three networking events, each featuring one of the following inspirational speakers:

Alexia Bertrand, Belgium’s Federal Secretary of State for Budget and Consumer Protection;
Marijke Schroos, CEO of Microsoft Belgium and Luxembourg;
Heidi Delobelle, CEO of AG Insurance.

3. Training and development

At KPMG, we aim to build a future-proof, sustainable workforce by fostering a growth mindset and creating a continuous learning environment. This empowers our people to develop lifelong skills to thrive in a rapidly changing world.

Starting from a skills-first approach, we want to support our people priorities and further deliver on the growth strategy of the business. This means investing in connected leadership that ensures future growth and demonstrates role-model behavior. We want to create opportunities that enrich individuals to attract, develop, and retain the workforce of the future.

Through self-paced, instructor-led, and on-the-job learning, we enable our people to take ownership of their own development journey, where employee-centricity and continuous feedback is key. While ‘function-specific’ learning is organized in each practice, our KPMG Learning Foundation’s trainings focus on the power skills our people need to be successful and make the difference for both clients and themselves.

Our commitments in action

Continuous training for continuous development

Our training program offers a holistic approach to professional development, encompassing function-specific, technical, and soft-skills training. These sessions are carefully designed to provide our people with the power skills needed to excel in today’s dynamic business landscape. Our aim is to facilitate a multifaceted journey of growth, nurturing individuals as they cultivate leadership skills, embark on personal development journeys, and refine talents and skills crucial for both individual and collective success. This well-rounded approach helps participants navigate constant change, equipping them to make a meaningful impact in their fields and beyond.

We also organize mandatory data privacy, ethical behavior, and values training to uphold our commitment to quality professional services. We rely on our people’s ongoing efforts to protect what matters most: our credibility in the market, with clients, and with regulators. Everyone is therefore required to complete a set of web-based training sessions, which contribute to achieving the following goals:

Acting with Integrity Training: focusing on the core value of integrity, where our people learn how to speak up and to use the CARE ethical decision-making framework to always ensure the rightethical behavior;
Information Protection and Data Privacy Fundamentals Training: focusing on KPMG’s policies and procedures, which help to protect our people, confidential information of our clients, assets of KPMG, our brand, and physical property;
Values Immersion sessions and a new Values Game: exploring how we can live our values in everyday interactions with our people and clients, strengthening the KPMG experience and brand trust.

Degreed & LinkedIn Learning

To advance our ongoing development goals, alongside our in-person training we’ve also invested in LinkedIn Learning, which includes both bite-size and in-depth content ranging from business basics to IDE, creative, and technology topics, enabling our people to take ownership of their development journey. Through content integration in Degreed, our people have access to high-quality content 24/7.

Depending on their personal needs, they can learn anytime, anywhere. The combination of both self-paced and instructor-led learning offers our people relevant and up-to-date content that is sustainable and adapted to the rapid changing environment in which we work.

LinkedIn Learning is also integrated into our pre-boarding program as a catalyst for early engagement with our new professionals. It empowers them by developing key skills, such as personal branding and emotional intelligence, ensuring they’re well-prepared for their new role at KPMG. It facilitates a smooth onboarding experience: familiarizing themselves with the company’s values, tools, and culture and it gives them the opportunity to offer a personalized learning path, ensuring relevance and impact. With this forward-thinking approach to talent integration, we adopt a flexible, tailored method that supports new hires even before they step into the office. It demonstrates our commitment to cultivating a learning culture where new professionals not only assimilate information but are actively prepared to succeed and grow within the organization.

Digital academy

The academy offers a blended learning program designed to enhance digital proficiency across our organization. Beyond the foundational introduction plan, the program covers five key themes: Digital Business Models, Data & Analytics, Digital Business Applications, Cybersecurity, and New Technologies. “The Professional in a Digital World” initiative focuses on building awareness and understanding

of essential digital topics. The second track, “Act in a Digital World,” provides additional learning opportunities in UserCentric Design, Agile, and AI, helping our people thrive in a digital world.

To strengthen AI skills further, we offer courses such as “How to Get Started with M365 Copilot” and “Effective Prompting Techniques”. AI training will continue to be a priority in FY25, aligning with our business strategy to harness the full potential of AI.

Our goal is to drive #Excellence for our clients, embrace #Courage to challenge the status quo, and achieve our digital objectives collaboratively as a unified team, #Together.

Coaching and mentorship programs

We firmly believe people thrive, advance faster, find greater career satisfaction, and stay with their organizations longer when they receive support from coaches. To foster this, we assign each new graduate starter a buddy who provides informal guidance, helping them navigate daily life at KPMG.

Beyond this, every new joiner, whether a recent graduate or an experienced professional, is paired with a coach who supports their performance development, onboarding, and well-being. Since we value a strong coaching culture where everyone can be their authentic

selves and perform at their best, we will continue developing our performance managers through additional workshops in FY25 to further strengthen their skills.

To complement these initiatives, and because two-way communication is essential for KPMG, we continue to invest in our Mentorship Program, connecting individuals across different areas of expertise. This program not only accelerates mentees’ career growth but also enhances mentors’ leadership skills. Additionally, our Reverse Mentorship Program pairs professionals with members of our KPMG Belgian Management Team and Partner group in a one-on-one setting over nine months, fostering mutual learning and fresh perspectives.

ESG Academy

As part of KPMG’s Global ESG Plan, a multi-year strategic initiative to strengthen our Environmental, Social, and Governance (ESG) capabilities, we have rolled out comprehensive ESG training for all colleagues worldwide. This initiative empowers individuals to drive positive change. In collaboration with the University of Cambridge Judge Business School, NYU Stern Executive Education, and EBS Universität, KPMG is delivering training that ensures a wellrounded and impactful understanding of ESG principles.

Beyond the KPMG Global training, KPMG in Belgium launched an exclusive collaboration with the Antwerp Management School (AMS) two years ago to provide ESG and sustainability training for our entire workforce in Belgium. Developed in close partnership with AMS, this course blends in-class and virtual learning to equip KPMG professionals with essential sustainability principles, insights into sustainability-driven innovations, and an understanding of societal impacts for our clients and beyond. In FY23, 240 colleagues participated in the ESG Academy, with overwhelmingly positive feedback.

In FY24, we expanded the program to nine tracks, training 585 colleagues in ESG matters. In addition to formal training, we regularly share learning opportunities and best practices through our internal communication channels, ensuring continuous engagement with ESG principles.

Developing Future Leaders

Developing our workforce and future leaders is a core commitment of our organization. Leadership development has never been more critical: it strengthens collaboration, attracts, develops, and retains talent, and drives performance.

To equip our people with the skills they need to thrive, we offer Self-Leadership workshops for staff and “Foundation Programs” for Managers through Directors. These programs focus on inclusive leadership, helping individuals build trust, embrace growth, and make an impact in everything they do. The “Foundation Programs” are structured around three key stakeholder relationships: “Me & KPMG,” “Me & My Team,” and “Me & My Clients”: designed to foster connection, engagement, and inspiration.

To amplify the voices of the next generation of leaders, newly promoted partners are invited to join the “Inspiring Partner Program” or “C-75 Program”, both global initiatives emphasizing international collaboration for sales and growth, leading with empathy, and executive communication. On a KPMG in Belgium level, all partners are also invited annually to the Partner Academy Day, which

focuses on enhancing cross-selling across the organization. The event is designed to be interactive, providing partners with the opportunity to discuss challenges and support one another in developing the skills and mindset needed for effective cross-selling. These empowering programs support our leaders at every career stage, ensuring KPMG is well-positioned for future global challenges.

One Firm Careers

At KPMG in Belgium, we believe that stepping into a new role within the firm can be an enriching and inspiring experience. It enhances employability, expands networks, and, most importantly, helps our people develop new skills and expertise. In the long run, this has a meaningful impact on their motivation and engagement.

One Firm Careers is about supporting our people’s career development journey within KPMG: because we learn by doing, by making mistakes, and, most importantly, by learning from each other. That’s why we encourage our people to take on challenging opportunities, both within KPMG in Belgium and beyond. We offer talented professionals the chance to broaden their horizons through short- or long-term assignments, sustainable business travel, or permanent transfers.

While we balance skills development through internal and global mobility with attracting external talent, we firmly believe that career growth is a shared objective across our organization. Supporting individual development ultimately drives both personal and business success.

This belief is closely tied to our open performance development philosophy, where we challenge our people to adopt a growth mindset and explore new learning opportunities. Regular feedback conversations and ongoing support from performance managers help our people shape their individual development plans, define their learning needs, and work toward both business and personal goals, ensuring they continue to evolve in their careers.