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EY, KPMG and PwC reveal partner removals following Deloitte revelations

Updated with additional EY information: PwC UK and KPMG UK have told the IAB that they have dismissed five and seven partners respectively over recent years for inappropriate behaviour such as harassment or bullying. EY UK, meanwhile, said five partners in the last four years have left to due to behaviour not in line with its code of conduct, including sexual harassment and bullying.

In PwC’s case, this occurred over the past three years.

The news arrived after the CEO of Deloitte UK revealed that 20 partners had been fired from the firm over inappropriate behaviour over the past four years.

PwC commented: “We’re committed to ensuring an inclusive, fair, and diverse workplace and do not tolerate harassment or bullying. We regularly review and update our policies and recently established a new inclusive and positive workplace policy with guidance for our people on areas such as standards of expected behaviour.”

KPMG also confirmed that seven of its UK partners left the firm because of inappropriate behaviour, including sexual harassment and bullying, over the past four years.

KPMG UK’s head of people Anna Purchas said: “When we receive reports of behaviour that contravenes our policy we have a set disciplinary process and where allegations are upheld, we have taken a range of actions including dismissal. Seven partners have left the firm in the last four years for behaviour that does not meet the standards we expect of our people.

“We have always had robust procedures in place but following the #metoo campaign the firm conducted a review of our current policies around sexual harassment and ran an internal campaign to highlight how seriously the firm takes this topic and ensure there was absolute clarity about acceptable standards of behaviour and different ways to report unacceptable behaviours to ensure that all colleagues feel able to report issues of concern.

“We regularly reiterate this message through our internal channels. In addition to this we offer specific, ongoing training to those in a managerial capacity to foster a culture of inclusivity and respect.”

Justine Campbell, EY’s managing partner for talent said: “Allegations of inappropriate conduct are always taken very seriously and are fully investigated. Disciplinary action, including dismissal, is taken as appropriate.

“At EY it is important that we maintain the right inclusive culture for our people and we have strict policies on sexual harassment and bullying in place. We also have a dedicated hotline and actively encourage our people to report any incidents of inappropriate behaviour which we act on immediately.”

By Mishelle Thurai 

 

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