KKR's long-term growth will be driven in large part by the thoughtful management of our culture and community, for it is our people and partners that are at the core of the Firm’s success. Our values, firm structure, leadership, and community engagement are essential parts of managing KKR for long-term growth. Our employee focused efforts are centered on four pillars: the health and well-being of our employees, an efficient and effective office environment, the development of a strong, inclusive culture, and the engagement of employees in a thriving organization.
Developing a Diverse Culture
Vets @ Work
One area that we have been committed to since 2011 is veterans hiring. KKR launched Vets @ Work, an initiative aimed at recruiting, hiring, developing, and retaining veterans at our Firm and across our U.S.-based private equity portfolio companies. To date, KKR’s participating Vets @ Work companies have hired more than 62,500 veterans and military spouses and our shared commitment to this initiative only continues to grow.+ Read more
Having employees with varied backgrounds, perspectives, skills, and experiences helps strengthen our teams and our investment decisions. We focus on promoting and supporting diversity at our Firm and in our industry. We also provide our employees with training and experiences that develop their skills to maximize performance and realize their full potential. Becoming more diverse and inclusive is a strategic priority for our internal operations, as we believe that people from different backgrounds and perspectives help us make better decisions.
To help us realize this inclusive workplace, in 2014 we created the Inclusion & Diversity Council (“IDC”). It includes our senior most people who possess distinctly global points of view, including the Head of Human Capital and Strategic Talent. The IDC works with the Americas and EMEA Advisory Group and Asia-Pacific Advisory Group, which are collectively comprised of approximately 30 diverse executives at various levels across the Firm, to drive recruiting, promote retention, and maximize external partnerships. During 2015, our Firm offered global training in this high priority area to senior executives and managers. In 2016, we incorporated inclusion and diversity more formally into the Firm’s strategic planning process. In 2017 we launched an Inclusion Network to foster greater inclusion, celebrate diversity and bring our employees together across regions and offices. Across the Firm, there is increasing accountability for diverse candidate considerations in our new hire process, and we are working to provide and promote programs that support the retention and development of diverse candidates. In recognition of our progress, KKR scored 100 percent on the Human Rights Campaign’s (“HRC”) Corporate Equality Index.
- Read Bola Osakwe’s blog postA Diverse Approach to Diversity Recruiting
In an effort to enhance our diversity practices, brand, and recruiting capabilities, we have identified and partnered with several leading diversity organizations. We seek to leverage our relationships with these organizations to access diverse talent, broaden our network and prospective stakeholder base, and brand the Firm in the marketplace as an inclusive workplace.
- 30% Club
- 30% Coalition
- 100 Women in Finance
- Alternative Investments Forum & Council
- Association for Women in Finance
- Code First: Girls
- Girls Who Invest
- Girls Who Code
- Level 20
- Parity Partners
- Private Equity Women Investor Network (PEWIN)
- The Women’s Foundation Hong Kong
- Women’s Alternative Investment Summit
- Women’s Private Equity Summit
- Women in Private Equity
DIVERSITY AND INCLUSION ORGANIZATIONS
- Center for Talent Innovation
- Management Leadership for Tomorrow
- Out for Undergraduate Business
- Out on the Street
- Reaching Out MBA
- Sponsors for Educational Opportunity
- The Robert Toigo Foundation
- The Alumni Society
Supporting Employee Wellbeing
KKR is committed to providing health care and wellness opportunities for our employees. While we continue to strengthen our efforts on wellness among our private equity portfolio companies, we also decided to deepen our commitment internally. Our approach to employee benefits and resources is strategically aligned with our priorities as an organization and aims to integrate health care, wellness, and work-life flexibility considerations.
As part of the KKR Wellness Works initiative and our commitment to align with the recommendations that we make to our portfolio companies, KKR has facilitated biometric screenings for our U.S.-based employees for four years. All employees received wellness coaching and health management resources if their results indicated a health risk.
We offer a flu shot program, health risk assessment, cancer screening annually, CPR training, healthy food options, and support for physical activities, including gym memberships, walking programs, and running events. To drive further growth in these program areas and foster a culture of health and wellness, KKR hired a global head of benefits in 2014 which advances our wellness platform.
KKR’s employee support program intersects with our desire to foster a diverse workplace by reinforcing KKR as a family-supportive, employer of choice. The IDC, in partnership with the Advisory Group, has created a series of initiatives designed to provide support for employees who are parents. KKR has taken a number of substantive actions, including:
Further, we are a proud founding member of The Working Parent Support Coalition in partnership with the Clinton Global Initiative. In recognition of these efforts, KKR has been named an industry leader in adoption-friendly practices by the Dave Thomas Foundation. Moving forward, we are committed to ensuring that these programs evolve to provide the most comprehensive and forward-thinking options to our employees.
”Greening” Our Operations
We believe that our greatest environmental impact comes through our work with portfolio companies. Therefore, we have focused on environmental issues with our portfolio companies through initiatives such as the Green Solutions Platform. However, with growing teams and offices around the world, our commitment extends to enhancing KKR’s direct environmental footprint. We accomplish this through strategic operational changes and employee engagement
As the Firm continues to expand globally and open new offices, we are identifying opportunities to integrate environmentally focused initiatives. Moving forward, we will continue to provide opportunities for KKR employees to participate in awareness campaigns and service events, such as our global support of Earth Hour. These efforts not only reinforce the Firm’s commitment to sustainability, but also support procedures and products that are healthiest for our employees and environment.
Making Work Fun
KKR aims to be an employer of choice for top talent around the globe. As such, we offer a range of social events and experiences to our employees. As a firm, we provide opportunities for employees to socialize and build relationships outside of our office walls. Whether through trivia nights or sporting events, we are always working to find ways for employees to connect with each other and disconnect from their computers.
Our New York office organizes quarterly events for employees that often have both a social and philanthropic focus. For example, our annual Holiday party is coupled with a coat drive, a Halloween event raises money and awareness for the food bank, and an annual trivia night is in partnership with a local nonprofit focused on education.
In addition to the local and regional events hosted by our offices and departments, we aim to bring employees from various geographies together whenever possible. At executive trainings and offsites, we balance work with fun, providing structured volunteer time as well as social outings.
Equal Employment Opportunity
KKR will provide equal employment opportunity to all employees and applicants for employment. No employee will be discriminated against in hiring or employment because of race, color, sex, age, disability, religion, national origin, marital status, sexual orientation, gender identity and/or expression, ancestry, military status, genetic information, or any other basis protected by applicable federal, state or local law.
 KKR’s minimum commitment to paid leave for primary caregivers is 16 weeks. Additional paid or unpaid time varies by country.