Diversity And Inclusion

At ADP, we believe the best ideas thrive in an inclusive environment that values diverse perspectives. We want to be a place where everyone is appreciated for who they are. That’s why we make diversity and inclusion the cornerstone of our one-of-a-kind culture.

Since October 2017, our CEO Carlos Rodriguez has been a signatory for the CEO Action for Diversity and Inclusion Pledge. This pledge demonstrates how diversity & inclusion are top priorities at the company and exemplifies the buy-in from ADP leadership. This helps our organization to be recognized as an industry diversity & inclusion champion and leader.

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

To learn more, please visit our website.

CEO Action Pledge

The best organizations embody an inclusive culture that extends beyond the D&I function. Their leaders drive performance and innovation by demonstrating to their employees and to the world that people belong and are integral to the organization’s purpose."
Bob Lockett, Chief Diversity and Talent Officer

Global workforce demographics

Our tens of thousands of ADP associates reflect the cultural diversity of the markets we serve. In June 2020, women represented 53% percent of ADP’s global workforce, with our minority female workforce growing, and 42% percent of our managers are women.

2020 Female Demographics (Global)
  • Management
  • Workforce
  • Jun 2019
  • Jun 2020
2020 Minority Demographics* (U.S. only)
  • Management
  • Workforce
  • Jun 2019
  • Jun 2020
Generation Demographics (Global)
  • Baby Boomer
  • Gen X
  • Millennial
  • Gen Z
  • Jun 2019
  • Jun 2020
Jun 2019 Jun 2020
(U.S. Only) Management Workforce Management Workforce
American Indian/Alaska Native 0.2% 0.2% 0.2% 0.2%
Asian 7% 8% 8% 8%
Black or African American 7% 12% 7% 11%
Hispanic or Latino 11% 15% 11% 15%
Nat Hawaiian/Oth Pac Islander 0.2% 0.4% 0.2% 0.4%
Two or More Races 3% 3% 3% 3%
White 69% 57% 67% 56%
Not Specified 3% 5% 3% 5%
OVERALL MINORITY 28% 38% 29% 38%

*Minority includes the following EEOC categories (U.S. Only): Black/African America, Hispanic/Latino, Asian, American Indian/Alaska Native, Native Hawaiian/Other Pac Islander, Two or More Races

Women and minorities in executive roles

The business case for workplace diversity is simple: By establishing a culture of inclusion, businesses gain intrinsic rewards and improved results.

Therefore, we have set directional targets that support our business objectives and allow us to measure progress. In 2018, after the successful conclusion of our last target cycle, we issued new three-year targets through 2022 for female and minority representation in executive positions.

As we approach 2021, we are pleased to announce that we reached our 2020 executive goal of 33 percent female representation as of June 2020 and increased our minority representation to 23 percent, 3 percent above the 2020 executive goal.

Workforce initiatives

Targeted development

Business resource groups

Our business resource groups (BRGs) are voluntary groups of like-minded associates that help shape our culture and foster engagement and talent development. They are instrumental in allowing us to make everyone feel welcome and included. They are also invaluable drivers of talent acceleration, talent referrals, increased retention, and facilitate entry to diverse markets.

BRGs are experiencing explosive growth at ADP. In 2019, global membership grew by 28% to 14,350 members, and 23% of ADP associates are now affiliated with at least one BRG. 30 new chapters were added in the United States and additional chapters have expanded into Canada, LATAM, APAC and Europe. During 2019, ADP launched a disabilities BRG to shape a culture that enables associates and those connected with disabilities to achieve their full potential. The importance of BRGs for ADP’s business objectives and our associates’ fulfillment at the job cannot be underestimated as 31% of employee referrals came from BRG affiliated associates, and both leaders and members of BRGs are promoted at a significantly higher rate than non-affiliated associates.

Active BRGs in 2019 included:
  • Thrive (Disabilities)
  • Adelante (Hispanic)
  • A.S.I.A (Asian)
  • Cultivate (Black/African-American)
  • Military Strong (Military)
  • Inspire (Innovation)
  • Generations (Multigenerational)
  • iWIN (International Women’s Inclusion Network)
    • WiSL (Women in Sales Leadership)
    • Empower (Women in Technology)
  • Women in Leadership (Executive Women)
BRG Connect

BRG Connect is a pilot technology-enabled mentoring program that was launched by BRGs in 2019. During the pilot, 727 mentoring connections were made – the largest mentoring cohort ever at ADP - and close to 3,000 hours of mentoring recorded. The program was a huge success and will be expanded for availability to all BRG affiliated associates.

Advancing Women in Leadership (AWL)

ADP’s global Advancing Women in Leadership (AWL) program is designed to fill our pipeline of future executives in a way that is equitable and reflective of the workforce population. It gives high-performing women, starting at the manager level, the opportunity to define and bolster their career aspirations through facilitators, speakers and exposure opportunities to senior leadership.

Creating an inclusive workplace

Disrupt bias, drive inclusion initiative

To date, we’ve trained our Executive Committee members and over 800 of our hiring leaders around the United States on unconscious bias, with plans to expand across the enterprise in 2021. Training includes how unconscious bias affects talent decisions and how it can be minimized by modeling inclusive behaviors. In addition, training on inclusive leadership and allyship was provided to 480 leaders; with another 750 leaders receiving lean-in training during crisis. During 2020, ADP created an enterprise taskforce focused on hiring, development, promotion and pay retention for people of color.

Fair and equal hiring practices

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. Further, ADP works with community partnerships to increase our pipeline in underserved communities for roles that do not require a college degree.

Hiring for success

Our Talent, Performance and Acceleration team launched Hiring for Success — a new training course designed to teach managers how to interview the right way. It reinforces the messages of unconscious bias training and recommends diverse interview panels as best practice for each open requisition.

Diverse slates and panels

As we strive for greater gender diversity globally and greater ethnic representation within the U.S., ADP is committed to leveraging best-in-class strategies to achieve our goals. Beginning in 2020, to mitigate the risk of similarity bias that may favor those who think, act, or look like the hiring manager, we rely on diverse interview panels and diverse slates. We still select the most qualified candidate for each role, but these tools minimize bias and systemic barriers for women, people of color and other historically marginalized or underrepresented groups including people with disabilities, LGBTQ+, and Veterans.

Supporting working mothers

In 2020, ADP was named one of the 100 Best Companies to work for by Working Mother® Magazine for the fourth time.

Doing our part to support “pay equity”

During the early stages of COVID-19, the global economy started to shrink due to business closures and a decrease in consumer spending. As the economy began to recover, wages started to increase back to pre-COVID levels. However, wages did not increase evenly across demographics. In a recently published article from the ADP Institute, it became clear that women’s wages were not increasing at the same rate as men’s wages.

At ADP, we are deeply committed to fair and equitable pay as it is critical to creating an inclusive and engaging culture to nurture and develop all associates so they can reach their full potential. We make pay decisions based on skills, job-related experience, the market value of the job, and performance.

As of July 2018, ADP took a proactive stance in 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 also implemented the salary history ban in Canada in 2019, and we continue to work with our colleagues outside of the U.S. and Canada to examine the feasibility of expanding this practice globally.

We also continue to build on our focus on global pay equity gap and better leadership representation of women globally and underrepresented groups in the U.S.

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, our African American and Black Business Resource Group, and have been a proud host of the annual Black Enterprise Women of Power Summit for six years. Each year, our businesses sponsor approximately 40 African American women leaders to participate. In addition to the Summit, ADP organizes a follow up Cultivate Your Career leadership development event for the current-year summit cohort, as well as members of Cultivate, designed to advance multicultural talent.

Men as allies

Spearheaded by an Executive Committee member with a deep commitment to gender parity, ADP launched its Men as Allies program in late 2019. Key program goals are to engage men by including their voices in D&I and equity solutions, and to create a global sponsorship network of male influencers committed to advancing women and minorities in leadership. In early 2020, a first focus area was identified: advocate for and sponsor high-performing women of color at the Manager level and help them get promoted to Director-level roles. Our Men as Allies network supports programs like Advancing Women in Leadership in providing career insights, advocacy and sponsorship.

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 are all-inclusive and awarded to any domestic partner—a major milestone development in 2019.

Human Rights Campaign

In 2020, for the twelfth consecutive year, ADP received a 100 percent rating in 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.

We proudly hire veterans

ADP highly values the unique perspectives, dedication, adaptability, and leadership qualities veterans bring to the table. We strive to give them and their spouses a career they can be proud of. We designed several initiatives to attract veterans to ADP, ease them into their new positions and help them succeed. We have a dedicated veterans careers page, which was enhanced with a Military Occupational Specialty (MOS) translator in 2019. Now, candidates can enter their MOS, and the system will suggest positions best suited to their profile. We also actively look for veteran candidates as part of our campus recruiting program. Given ADP’s close proximity of OneADP locations to military installations (El Paso – Ft. Bliss, Norfolk – Norfolk Naval Station, Augusta – Ft. Gordon, Tempe – Luke Air Force Base, and Louisville – Ft. Knox), we have a very close relationship with our local military bases and non-profit organizations who assist transitioning service members to find new careers.

Our business resource group for veterans, “Military Strong & Allies,” provides veterans with invaluable networking opportunities as well as opportunities to continue to serve their communities. In 2019, the BRG also participated in BRG Connect. Newly hired veterans, who are members of our military resource group, can now formally be matched with an experienced associate from our existing military population or others from across ADP. The mentor will assist them with their specific needs as they transition to a corporate job. In addition to our unique company culture, we believe mentoring has helped ADP maintain a very low 13.6% voluntary turnover rate for our veteran population within the United States in 2019.

Hiring veterans is only one way that ADP supports veterans. We also partner closely with non-profit organizations that assist this community. One example is FourBlock, a non-profit that works with student veterans who are exploring future career options. ADP is also an important partner to the Johnny Mac Soldiers Fund, which honors military service and sacrifice by providing scholarships to veterans and military family members, especially to children of our nation’s fallen or disabled. Within the last year, ADP has begun a partnership with Bunker Labs, an organization committed to helping veterans start their own businesses. As part of our partnership, we have sponsored and hosted events and provided Human Capital Management (HCM) education to veteran business owners. In addition, we also provide discounts for ADP HCM solutions to the businesses working with Bunker Labs. We have won several awards for our supplier diversity program’s support of veteran owned businesses, including a 2020 Military Friendly Supplier Diversity Award.

To learn more about how we make veterans feel welcome, and awards we have received for these efforts, please visit our veterans website.

Diversity Partnerships

ADP builds and nurtures partnerships with diverse external organizations that encourage action, learning, and collaboration. External partners are leveraged by our ADP BRGs, Executive Sponsors and Diversity Champions.

ADP has external diversity partnerships with 16 different organizations, across all diversity groups. The partnerships offer resume databases, events and networking opportunities/job boards.

Alongside our robust diversity and inclusion strategy, we leverage partnerships with research and benchmark organizations to establish best practices and influence the evolution of diversity, equity and inclusion.