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)
- PRIDE (LGBTQ)
- 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 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.