Our Culture of Inclusion

Inclusion, Diversity, Equity and Belonging are core pillars of innovation, growth and sustainability. Tiffany Davis, Chief Inclusion and Diversity Officer

At ADP, we know an inclusive workplace that values diverse perspectives cultivates the best ideas. We continually strive to create a space where everyone is appreciated and valued for their unique individuality. That’s why we make it the pillar of our one-of-a-kind culture and a business imperative. We believe in embedding these principles throughout ADP’s business, from our policies to our products.

We recently refined our diversity strategy to include the new nomenclature “Inclusion, Diversity, Equity, and Belonging (IDEB).” Our focus on leading with “Inclusion” centers our associates’ voices and experiences. By introducing “Belonging,” we take a further step, and prioritize the empowerment and amplification of those voices. Our intention is to strengthen and clarify our ultimate goal: providing a culture where every person can thrive and achieve the feeling of “I belong here.”

We embrace race, ethnicity, nationality, age, sexual orientation, gender identity and expression, veteran and disability status. Associates from entry level through executive leadership have a deep sense of belonging. To learn more, please visit our website.

IDEB Impact Council

ADP’s IDEB Impact Council was created to align and amplify our inclusion efforts, providing us with a unique advantage to attract and retain associates and clients. The council has four pillars, designed with specific focus areas and measurable outcomes of success.

  • Tech & Innovation: Empower our clients to prioritize inclusion in their organizations.
  • Culture and Belonging: Drive connections and belonging.
  • Business Practices: Expand capabilities to serve diverse communities.
  • Talent Practices: Ensure our workforce is reflective of the communities we serve.

The IDEB Impact Council consists of senior leaders across the enterprise, crossing all business units and functional areas.

Unconscious Bias: Moving from Awareness to Action

Our leaders play a critical role in disrupting bias and building an inclusive culture. Through self-paced learning modules and an instructor-led workshop, our leaders learn how to help enrich engagement, inclusion, and creativity on our teams, and make more balanced decisions when it counts the most.

Inclusive language initiative

Words matter. How we speak to each other matters. ADP strives to create a space that supports the diversity of our associates by carefully selecting the words we use. As we navigate an evolving world with changing social landscapes, we believe it is important to continually evaluate our communication policies to identify and remove outdated or insensitive language. With this aim, we introduced our inclusive language initiative: To establish inclusive language guidance and standards at ADP and ensure associates are equipped to understand and embrace this shift.

We strive to be a leader that other organizations look to for best practices on identifying and adopting inclusive language. This requires us to be vigilant of current sentiments within our communities and how individuals are affected by major global events. As part of our journey, we listen to and embrace existing calls for change and pioneer new calls for change where we can make a positive impact. As of 2023, we have expanded this program to more than 20 countries.

Self ID and Preferred Chosen Name

We encourage our associates to bring their authentic self to work which includes encouraging them to tell us how they wish to identify. Currently, voluntary fields such as preferred/chosen name, pronouns, gender and sexual orientation self-identification are available across many of our products and we are actively working to implement this change across other solutions. Clients can also empower their employees to select their pronouns and salutations, such as the non-binary salutation (Mx.).

Accessibility for all

At ADP, we are Always Designing for People — all people. We believe that as an HCM software company, we have an opportunity to impact the disability employment divide directly and positively and can empower all people to obtain and maintain employment through inclusivity, both in our own operations and for our clients through the products we offer. What started as isolated efforts from individuals has grown into a holistic company-wide effort with a growing team dedicated to improving accessibility for all. This is an important goal for ADP, recognizing a significant number of people in the disability community are un-or under-employed.

Accessibility Training

Creating a fully accessible company doesn’t happen by accident — it requires dedicated and unified efforts across the organization from the top down. Throughout the company, associates are provided training on accessibility based on their roles and responsibilities to fully integrate accessibility into everything we do. In partnership with Deque University we provide an accessibility training platform with microlearning opportunities tailored to our associates’ duties in addition to contextual initiatives that are applied locally.

Business resource groups

ADP’s business resource groups (BRGs) are voluntary, associate-led groups that serve as a driving force of inclusion, diversity, equity and belonging at ADP. BRGs are part of our associates’ everyday experience, with more than one in four associates participating in a BRG at any of our locations across the globe. In addition to offering ongoing support, our BRGs sponsor cultural, educational, and networking events, drive initiatives that help promote inclusion and serve their communities through partnerships and volunteering.

Active BRGs include:

  • Adelante (Hispanic/Latino)
  • Cultivate (Black/African American)
  • Elevate (Asian)
  • Generations (Multigenerational)
  • Inspire (Innovation)
  • iWIN (International Women’s Inclusion Network)
    • WiSL (Women in Sales Leadership)
    • Empower (Women in Technology)
  • Green (Environmental Sustainability)
  • Thrive (Disabilities)
  • Military Strong (Military)
  • PRIDE (LGBTQ+)
  • Women in Leadership (Senior Level Women)

Measuring engagement

We leverage an employee engagement platform to gather associate feedback to help inform our decision making. This platform views associate engagement through lenses that empower us to design, run and measure employee experience programs that improve social, environmental and business outcomes.

Tiffany Davis, Chief Inclusion Diversity Officer, talks about our commitment to Inclusion, Diversity, Equity, and Belonging. Watch the video to learn about the inclusive culture at ADP.

Workforce Demographics

Women Demographics (Global)

  • Management
  • Workforce
  • Jun 2022
  • Jun 2023

Underrepresented groups demographics* (U.S. Only)

  • Management
  • Workforce
  • Jun 2022
  • Jun 2023

*Underrepresented groups include the following EEOC categories (U.S. Only): Black/African American, Hispanic/Latino, Asian, American Indian/Alaska Native, Native Hawaiian/Other Pacific Islander, Two or More Races

Accessible Student Literature

In 2022, our New Jersey chapter of the Thrive Business Resource Group (BRG) hosted an on-site event with Learning Ally to make books more accessible for students with disabilities. ADP volunteers performed quality assurance on audio component counterparts to ensure that the spoken words matched each book. They also experienced what it is like to be dyslexic through an activity hosted by the nonprofit to better understand dyslexia and uncover new ways of removing related barriers.

While we do not use the Federal Employer Information Report EEO-1 to measure progress, our annual EEO-1 Report is available here The EEO-1 Report is a snapshot in time of our U.S. demographics and based on categories prescribed by the federal government. These categories do not reflect how our industry or workforce is organized.

(U.S. Only) Jun 2022 Jun 2022
Management Workforce Management Workforce
American Indian/Alaska Native 0.2% 0.2% 0.2% 0.2%
Asian 8.8% 8.4% 8.9% 9.1%
Black/African American 6.9% 12.0% 7.6% 12.4%
Hispanic/Latino 12.7% 16.8% 13.4% 17.5%
Native Hawaiian/Other Pacific Islander 0.3% 0.4% 0.3% 0.4%
Two or More Races 2.7% 2.8% 2.9% 2.9%
White 64.9% 54.3% 63.6% 53.3%
Not specified 3.5% 5.1% 3.1% 4.2%
Overall Underrepresented Groups 31.6% 40.6% 33.2% 42.5%