Our long-term business success is closely linked to our commitment to creating an environment in which our associates thrive. We believe in a competitive, inclusive and diverse workforce that represents the communities we serve. This is vital in building a company where our employees feel valued, welcome, and can achieve their full potential.
Our diversity and inclusion philosophy is simple: We cultivate a culture that embraces all forms of gender, race, ethnicity, age, sexual identity and orientation, veteran status and ability. We embrace this philosophy at all levels of our Company, from entry level to management and executive positions. We believe an engaged, inclusive and diverse workforce attracts top talent, galvanizes our creativity, drives innovation and leads to better corporate performance. Our diversity efforts are simply the right thing to do ethically and economically.
The business case for diversity is about ensuring that all employees have the opportunity to contribute, grow and thrive, because the population we serve and those who consume ADP products are diverse.”
Rita Mitjans, ADP’s Chief Diversity, Inclusion and CSR Officer Retired
Global workforce demographics
Our tens of thousands of ADP associates reflect the cultural diversity of the markets we serve. In 2018, women represented 53 percent of ADP’s global workforce, our minority female workforce is growing, and more than 40 percent of our managers are women.
Female Workforce Demographics (Global)
2018 Female Demographics (Global)
Minority Workforce Demographics* (U.S. only)
2018 Minority Demographics* (U.S. only)
*Minority includes the following EEOC categories (U.S. Only):
Black/African American, Hispanic, Asian, American Indian, Native Hawaiian
2018 Generation Demographics*
*Baby Boomer 1946-1964, Generation X 1965-1979,
Millennial 1980-1995, Generation Z 1996-present
Women and minorities in executive roles
The business case for workplace diversity is simple: Through establishing a culture of inclusion, businesses gain both intrinsic rewards and improved results.
Therefore, we have set directional targets that support our business objectives and allow us to measure progress. In 2016, we issued three-year targets for female (33 percent) and minority (20 percent) representation in executive positions. As of December 2018, we’ve nearly reached the target for women (32 percent) and exceeded our target for minorities (21 percent).
ADP is one of the most-admired companies in the marketplace for the advancement of senior female executives. While we recognize that there is more ground to cover, we also know that it gets harder to make progress the better you do. It is with pride and confidence that we announce our new targets for executive roles for 2019 to 2022:
Fair and equal hiring practices Gender Decoder
ADP takes great care to ensure we do not discriminate against anyone in hiring. In 2018, we deployed Gender Decoder, software that enables us to use gender-neutral language and pronouns for job descriptions. We have already updated the descriptions for our most commonly hired positions and will continue to update all others.
Diverse slates and panels
For our leadership positions, director-level and above, we now require that our recruiters provide a diverse slate of candidates. We also ensure that diverse interview panels are evaluating the qualifications of our candidates to minimize unconscious bias in the interview process.
To help fill the recruiting pipeline with culturally diverse candidates, ADP continues to build and renew partnerships with Historically Black Colleges and Universities (HBCU), Hispanic Serving Institutions, and other diverse campuses around the country.
Approximately 45 percent of college interns hired are diverse.
Doing our part to support “pay equity”
On average, women in the United States collectively earn only 83 percent of what men earn. Lower levels of pay for women appear universally, regardless of education, experience, industry, and profession. ADP’s research suggests that incentive pay, especially at time of hire, is a key contributor to this gender pay gap. This may be due to societal norms/expectations, unconscious (or conscious) bias and employer practices such as using prior salary history to determine compensation. These factors can unintentionally prolong the impact of gender discrimination that began years earlier with prior employers.
In July 2018, ADP announced a proactive stance to pay equity and is no longer asking candidates for prior pay history anywhere in the U.S., not just where legislation to ban salary history has been enacted. We are also working with our colleagues outside the U.S. to examine the feasibility of expanding this practice globally.
Promoting multicultural women
ADP is especially proud of our programs and policies that enable us to successfully recruit, retain and professionally advance multicultural women. We sponsor Cultivate, ADP’s African American and Black Business Resource Group, offer a Multicultural Leadership Development Program designed to advance minority talent and host the annual Black Enterprise Women of Power Summit.
LGBTQ inclusion All-inclusive benefits
With the passage of the marriage equality act, companies started giving benefits to married LGBTQ couples. At ADP, we go further. Our benefits, in accordance with local laws, are all-inclusive and awarded to any domestic partner—a major milestone development in 2018.
Human Rights Campaign
In 2018, for the ninth consecutive year, ADP received a 100 percent rating on the Human Rights Campaign (HRC) Corporate Equality Index (CEI), which annually rates large U.S. employers based on their policies and practices pertaining to LGBTQ employees.
In addition, ADP also signed the Corporate Equality Pledge, an initiative by the HRC to help pass the Equality Act, which would provide the same rights and basic protections to LGBTQ people as other protected groups under the law.
We proudly hire veterans
We highly value the specific skillsets veterans bring to the table and are eager to offer them fulfilling career opportunities. To learn more about how we make veterans feel welcome, and awards we have received for these efforts, please visit our veterans website.
Business resource groups
Our business resource groups (BRGs) are voluntary groups of associates that help shape our culture and support key business initiatives. They are instrumental in allowing us to make everyone feel welcome and included. They also increase awareness, advance business objectives and support the recruitment and professional development of multicultural groups.
Thrive (for associates with visible and invisible disabilities, added in 2018)
Military Strong (Military)
iWIN (International Women’s Inclusion Network)
WiSL (Women in Sales Leadership)
Empower (Women in Technology)
Women in Leadership (Executive Women)
From 2013 to 2019, membership in the BRGs has grown six-fold from about 2,000 members to more than 13,000 as of June 2019. Engagement measures of BRG members is also higher than non-members, indicating the important role that these organizations play in our associates’ lives.
Diversity and inclusion trainings
To make sure new associates are connected to our culture of inclusion and diversity from the start, we introduce our diversity initiatives and CSR program during our onboarding sessions. Diversity and Inclusion training is also a core component of our leadership development program.
Formal training for our associates and leadership includes:
Patterns of Unconscious Bias in Talent Management
Advancing Inclusion and Overcoming Bias
Our business resource groups are instrumental in educating their colleagues as well. In 2018, our Pride group launched a series of 10 LGBTQ educational videos about workplace related topics.
The @USWNT’s 4th World Cup win on Sunday further amplified the topic of pay inequality among professional women athletes. Here’s why you should look beyond paychecks to keep female employees rewarded appropriately: http://bit.ly/32fq53v#EqualPay