Tech & Innovation Blog
What Makes You Stay at Your Job?
Life @ ADP, Career Advice, What We Do
Keep an open mind in your career journeys, explore international opportunities, and work outside your comfort zones.
What Makes You Stay at Your Job?
According to Harvard Business Review, two reasons why employees stay at their companies are job satisfaction and the company environment.
Why does it matter that we understand both? At ADP, we strive to give our associates a culture where they want to stay. It’s great to love what you do, but even better if you do it in a place that you love.
Meet Lindsey B., Sales Channel Manager for ADP Marketplace in Northern Europe. She shares her incredible transcontinental career journey, the power of networking, and how ADP supported her career progression on our Life@ADP Season Two podcast.
We are excited to kick off our season with an international episode! You can expect to hear stories from associates across the globe. Lindsey’s story started when her aunt referred her to work at ADP. She began her career in San Francisco, moved to the UK, and is now in the Netherlands.
“As a Sales Channel Manager for ADP Marketplace, I work with our partners and internal sales teams across multiple countries,” Lindsey said. “I used my strengths and networking opportunities and learned from different teams with ADP’s support.”
Lindsey travels across Europe, working with product development and sales teams across the UK, Netherlands, and Ireland. When we asked her our “why come, why stay?” question, she said she came to ADP for the training and stayed for the people. “The more I move to different countries in different roles, the smaller and more intimate ADP becomes. I work with a group of wonderful people who develop innovative products and business solutions,” Lindsey said. “Every time I turn a corner, I feel like there’s a new job opportunity in a new part of ADP coming, bringing together different people.”
Lindsey describes ADP as an incredibly diverse company with teams of people from all backgrounds and cultures. As a leader, she highlights the importance of letting every associate come to work as themselves, which makes the workplace fun and creative.
Lindsey is on the committee for her local International Women’s Network (iWIN) in the UK and Ireland, one of ADP’s Business Resource Groups (BRG), which organized some events for International Women’s Day, including coffee connections networking opportunities. “We hosted various career progression events and talked to the HR business partners, identifying biases at work while inspiring attendees to grow their career at ADP,” Lindsey said.
Lindsey encourages everyone to keep an open mind in their career journeys, especially in exploring international opportunities and working outside their comfort zones. “If you can identify your strengths and what you enjoy doing, there is absolutely a job for you at ADP. I encourage everyone to listen to the podcast to check out what we do and whom we hire,” Lindsey said. “I’m happy to connect if you’d like to learn more about my journey and the culture! Feel free to reach out to me on LinkedIn.”
Tune in for the full episode here.
Life @ ADP is available on iTunes, Spotify, Google, iHeartRadio, and Amazon Music.
Support us by subscribing to both the podcast and the tech blog.
Let’s work together.
Learn more about what it’s like working for ADP here and our current openings.
Tech & Innovation Blog
Life @ ADP EP6: Why did you come to ADP, and Why do you stay?
Life @ ADP, Career Advice, What We Do
In this episode, our hosts invited Sreeni Kutam, Chief Human Resources Officer, and relative newcomer, Chief Economist, Nela Richardson, to share why they joined ADP and why they stay.
Life @ ADP EP6: Why did you come to ADP, and Why do you stay?
Here comes the final Season One episode of Life@ADP.
Many of us feel great pride working for ADP, but sometimes it’s hard to put into words the cultural elements that resonate with us that make our company more than just a place to work.
In this episode, our hosts Kate and Ingrid invited Sreeni Kutam, Chief Human Resources Officer, and relative newcomer, Chief Economist, Nela Richardson, to share why they joined ADP and why they stay.
Nela Richardson, Chief Economist (left) and Sreeni Kutam, Chief Human Resources Officer (right)
“I looked for the opportunity to bring technology and people together, and that’s why I came to ADP. Innovation is the word that sums it up,” Sreeni said. “There are three things one looks for in their career. First is meaningful work. Second is a group of great people they work with. Third is the opportunity for growth. I’m lucky to check all three boxes at ADP,” Sreeni said.
“The reason why I came is, I felt that ADP was uniquely positioned to answer some of the biggest economic questions coming out of the pandemic. As important as why I came is why I hope to stay. I came to a company that valued people and as an added bonus, they are people who, crazy enough, seem to enjoy the data as much as I do,” Nela said.
We recommend this episode to better understand our culture and why ADP is a wonderful place to work. Sreeni and Nela will also share why it’s a great time to join the organization.
According to LinkedIn’s 2021 Workforce Learning Report, employees who move into new jobs internally are 3.5x more likely to be engaged employees than those who stay in their current positions.
Sreeni shared some great examples of our executive committee members who grew from humble beginnings within ADP to lead our company. “There are many great leaders and opportunities to grow at ADP. For example, Debbie Dyson started as a customer service representative, and she is now the President of our National Accounts business unit,” Sreeni said. “Another great example is John Ayala, who went from working in customer service to leading the function as the Chief Operating Officer.”
Sreeni said there will always be learning opportunities for associates, no matter their start date or department, while Nela shared, “I enjoy the global perspective here at ADP. You can always leverage the experience from one role to another here, knowing your teams will support innovative ideas.”
Tune in for the full episode here. Support us by subscribing to both the podcast and the tech blog. You wouldn’t want to miss more interviews on Season Two, coming up this Spring!
Life @ ADP is available on iTunes, Spotify, Google, iHeartRadio, and Amazon Music.
What are you waiting for?
Learn more about what it’s like working for ADP here and our current openings.
Tech & Innovation Blog
Great Place to Work® Named ADP Brazil Labs one of the Best Companies to Work 2021
Award, Brazil Labs, Why ADP
At ADP Brazil Labs, the top two areas ranked most highly were pride in exercising the profession and teamwork.
Great Place to Work® Named ADP Brazil Labs one of the Best Companies to Work 2021
Great Place to Work® (GPTW), a global authority on workplace culture, named ADP Brazil Labs one of the best companies in the Rio Grande do Sul, Brazil. GPTW has a mission to build a better world by helping organizations become a great place to work for all. ADP Brazil Labs was ranked 20th in the medium-sized category and was recognized as one of the most successful companies implementing people management.
ADP Brazil Labs
How does GPTW rank companies?
GPTW uses a comprehensive method to measure employees’ work experiences and analyze the organization’s practices and culture, setting standards in the industry. The research includes a variety of criteria and ranks the best work environments. The survey covers associates’ evaluations on growth opportunities, quality of life, credibility, a sense of respect, impartiality, and aligning with values in the company. At ADP Brazil Labs, the top two areas ranked most highly were pride in exercising the profession and teamwork.
ADP Brazil Labs Associates Bringing Awareness to Breast Cancer
Over the past few years, ADP Brazil Labs has further strengthened its people management strategies and practices, including team development, improvements, and consolidation to encourage professional growth. The lab values people’s voices, promotes associate engagement and offers management tools. These practices sustain an organizational culture marked by associates’ self-development, leading to great recognition.
The award reinforces ADP Brazil Labs is heading in the right direction. “Being certified by the GPTW RS seal is only possible thanks to our associates,” said Julio Hartmann, the Vice president of ADP Brazil Labs. “They give their best day after day, fulfilling our purpose in building the future of work through technology and innovation.”
Interested in a tech career at ADP Brazil Labs?
Click here to search for your next move and visit Who We Hire.
Tech & Innovation Blog
2022 Workforce Trends
Future of Work, Innovation, Culture
Accessible Video Controls
2022 Workforce Trends
[LOGO: ADP, Always Designing for People]
[TEXT] 2022 Workforce Trends
Diverse workers in a variety of settings.
[MUSIC]
[TEXT] Work is having its Moment
[DESCRIPTION] Workers in offices; a cluster of multi-rise buildings
[TEXT], What will work look like in 2022?
Employee Visibility Redefined.
[DESCRIPTION] A woman, a man.
[TEXT] Where and how people are working has changed
On-site, Remote, Hybrid
A man and a woman.
75% of global workforce changed how or where they live…
85% are among Gen Z
People data will replace physical proximity
Leaders will lean into trust-based approach
Workers who trust their team and leader are 7 times more likely to be strongly connected
People & Purpose Drive Culture
Connection will become a measurement of workforce culture
Strongly connected workers are 75 times more likely to be fully engaged
Diversity, equity and inclusion will evolve to drive measurable progress
More than 50% of companies with DEI analytics took action and realized positive impact – ADP DataCloud DEI Dashboard
Data & Expertise Power Resilience
Leaders will increasingly turn to data to identify gaps
Nearly 20% small-midsize U.S. companies report facing regulatory compliance challenges
Quality data will be key in providing confidence
Workers completed nearly 3 million health status surveys enabling a safer return to workplace – ADP DataCloud Return to Work Toolkit
Innovation Accelerates Growth
Global shifts will force new efficiencies, fuel productivity
Use of ADP Mobile Solutions increased more than 25% year-over-year
Skills based hiring surges transforming the talent landscape
28% workers report taking a new role since pandemic
Visibility
Culture
Data & Expertise
Innovation.
The Future of Work Starts
Now!
[LOGO: ADP, Always Designing for People]
Work is having its moment. Rapid changes have made way for a newly transformed workplace. What can businesses and workers expect in 2022? ADP identifies the top trends reshaping the future of work. For more insights, subscribe to the tech blog and receive monthly newsletters from us.
Tech & Innovation Blog
Life @ ADP EP5: Extraordinary Careers: Mentorship, the Power of Connections, and more
Life @ ADP, Career Advice, What We Do
Tawana, VP of Implementation, shares her perspective on career growth, mentorship opportunities, and power of connections.
Life @ ADP EP5: Extraordinary careers: mentorship, the power of connections, and more
What are the mentorship opportunities at ADP? What does it mean to be a leader? What is the power of connection? We have the answers for you in Life @ ADP Episode five.
In this episode, our hosts Ingrid and Kate invited Tawana, VP of Implementation, to share her career journey. You will hear Tawana talk about her sponsorship connection with Debbie Dyson, President of National accounts at ADP. The mentorship experience transforms Tawana’s professional life and inspires her to take on new opportunities in every role she accepts.
“I’ve been in small business, retirement services, and global business transformation. I’m now in major accounts implementation, an amazing place to learn, grow, and shift perspectives,” Tawana says, reflecting on her career development. “I see myself growing at ADP, continuing to be successful, and leading more associates to advance their career paths.”
Tawana is grateful to be a part of the inclusive culture at ADP. She shares her involvement with ADP’s Business Resource Group (BRG), learning new information and forming connections. “I am an active member of six BRGs. For example, we discuss topics going on in the world at the Cultivate BRG,” Tawana said. “The community respects and supports our internal associates. It’s a safe space to ask questions and exchange thoughts.”
We recommend the episode for associates and future candidates to get a deep understanding of ADP’s culture. Tawana shares her personal experience as a single mother to a 15-year-old son when she talks about work-life balance. “I remember getting promoted to a new role and was ready to dive right in. ADP accommodated my schedule changes, knowing we had to relocate in the middle of the school year,” Tawana says. “I appreciate the flexibility and understanding ADP had. They allowed me to take the time and get my son acclimated to the new school first.”
A positive working environment consists of caring people and leaders. Tawana takes the time to speak more about leadership and the power of connection with the hosts. Whether within Tawana’s global team or balancing relationships outside of ADP, she highlights the importance of celebration, emotional intelligence in communication, and showing appreciation to teammates.
“Not only do we connect at work, but also we connect on a personal level. We always allocate time to catch up and learn about each other,” Tawana said. “This has allowed my team to stay connected during COVID. We take care of each other during difficult times.”
Life @ ADP is available on iTunes, Spotify, Google, iHeartRadio, and Amazon Music. Stay tuned!
Support us by subscribing to both the podcast and the tech blog.
What are you waiting for?
Learn more about what it’s like working for ADP here and our current openings.
Tech & Innovation Blog
Life @ ADP EP4: Support from Military Experience to Corporate Life
Life @ ADP, Career Advice, What We Do
An inspiring episode for those who are interested in learning effective communication.
Life @ ADP EP4: Support from Military Experience to Corporate Life
Ever thought about what it’s like to be on active duty and work in the corporate world? What are the company’s support systems? What is the common ground between the military and business? Meet Michelle N., Global Business Consultant and an active Staff Sergeant in the National Guard.
In honor of Veteran’s Day in the United States, our podcast hosts, Kate and Ingrid, invited Michelle to share her story with us on the show. In Life @ ADP episode four, you’ll hear Michelle’s journey transitions from the military to corporate life and how skills from the military help her succeed in business. She sends powerful messages and talks about the required skillsets in her two roles.
Michelle shares how she mentors other veterans and finds a supportive culture at ADP. “The way you interact with your peers and senior leadership is crucial to success. The mindset doesn’t apply only in the military or in the workplace, but also your relationships,” Michelle says. “The greatest skill most veterans possess is the ability to perform under pressure. Keep in mind that you don’t have to be in a leadership role to have leadership qualities.”
It is an inspiring, encouraging episode for those who are interested in learning effective communication. Michelle gives advice for active-duty members and people transitioning from active duty. She also shares with us the common qualities in military service and the corporate world. “My organization skills, time management, and ability to plan are essential in both roles,” Michelle says. “Every military occupation is translatable to the civilian world.”
In the second half of Michelle’s interview, she discusses her involvement with ADP’s military business resource group (BRG). “Before COVID-19 and deploying, we were heavily engaged with veterans’ shelters. Although outside the BRG space, I was on the panel to answer questions for others who were transitioning,” she says. “I’m always looking for opportunities to give back and be a contributing source.”
Michelle, thank you for your service. We are grateful to have you!
Life @ ADP is available on iTunes, Spotify, Google, iHeartRadio, and Amazon Music. Stay tuned! Support us by subscribing to both the podcast and the tech blog.
What are you waiting for?
Learn more about what it’s like working for ADP here and our current openings.
Tech & Innovation Blog
Life @ ADP EP 3: Tips for Interviewing, How to Make Lasting Impressions, and Helpful Hints
Life @ ADP, Career Advice, What We Do
Hiring Managers want to better understand how candidates overcome challenges.
Life @ ADP EP 3: Tips for Interviewing, How to Make Lasting Impressions, and Helpful Hints
How long should your resumé be? How do you make a good impression? What to prepare for a phone interview?
Life @ ADP, our monthly podcast, answers them in the third episode! In this interview, hosts Kate and Ingrid sit down with Dave Demchik, one of our senior tech recruiters, to discuss what attributes make a top candidate. For those who are interested in a career at ADP, you won’t want to miss it! You will hear Dave discuss helpful tips for interviewing both remotely and in-person and how to make a good impression during and after the interview.
“Recruiters look for candidates who are knowledgeable in the field they are hiring. Be prepared to answer technical questions and have your tool kits ready,” Dave says. “Hiring Managers want to better understand how candidates overcome challenges.”
Dave has been recruiting for about five and a half years and shares the qualities he looks for in candidates. He believes researching and preparing are the first step to a successful interview. Candidates are encouraged to speak with ADP associates on LinkedIn to better understand ADP’s culture before entering the discussion or visit tech.adp.com, our tech careers site and tech blog. Another tip to make a lasting impression is attention to detail, including crafting relevant points on résumés. The conversation dives deeper into tailoring, formatting, and fitting résumés to specific jobs.
The discussion in episode three allows both current associates and future talents to understand what values they bring to ADP, contributing to the community.
“It’s a great time to be a part of ADP!” Dave supports the cybersecurity team, a global security organization at ADP. He is happy to answer any questions and provides his contact information in the podcast episode.
Life @ ADP is available on iTunes, Spotify, Google, iHeartRadio, and Amazon Music. Coming up next, we are going to interview one of our veterans and talk about transitioning from the military to civilian life. Stay tuned! Don’t forget to subscribe to both the show and the blog.
What are you waiting for?
Learn more about what it’s like working for ADP here and our current openings.
Tech & Innovation Blog
Podcast Launch: Life @ ADP
Life @ ADP, What We Do, Voice of Our People
Always Designing for People.
Life @ ADP will give you a look into our associates’ stories, our culture, and our company.
Podcast Launch: Life @ ADP
ADP is proud to launch its monthly podcast Life @ ADP, sharing with you our associates’ stories, featured interviews, and working culture. Season One is scheduled to have six episodes with content from technologists, talent acquisition, and industry leaders.
We released Episode One – Life @ ADP on September 22, introducing hosts Kate and Ingrid with their ideas behind launching the podcast. Episode Two celebrates Grace Hopper and Hispanic Heritage Month, featuring Giselle Mota. As the Principal of ADP’s Future of Work, Giselle shares with us her journey to ADP, experience with the company, and impacts on the community.
Our podcast is available on iTunes, Spotify, Google, and Amazon Music. Don’t forget to subscribe to both the show and the blog!
Learn more about what it’s like working for ADP here and our current openings.
Tech & Innovation Blog
Innovating Retirement: How ADP Uses Machine Learning to Plan for the Future
How We Work, Culture, Team Collaboration
At ADP, people don’t have to be a leader by title. If there is an idea, and you can think big and innovate, that’s all you need.
Innovating Retirement: How ADP Uses Machine Learning to Plan for the Future
As one of the country’s leading HR technology companies, ADP uses its unmatched data in exciting and new ways. We had an opportunity to catch up with two people critical in recognizing the opportunity to innovate and create a machine learning product for Retirement Services.
Hemlata R., Director of Product Development, oversees the entire product development process. In addition to managing scrum masters, architects, developers, and tech leads, she also heads web development, mobile development, and the machine learning strategy for the entire Retirement Services team.
Sanjay V.R. is the Lead Application Developer and oversees the machine learning practice within Retirement Services.
We asked them how their small team creates cutting-edge technology to build data-driven solutions for their customers, and here’s what they said:
First, let’s hear a bit of what brought you to ADP.
Sanjay V.R.
Sanjay: I started at ADP as an intern while I was attending school in upstate New York. Once I completed my internship, I actually had multiple offers to join other companies. I chose to stay at ADP because getting good opportunities is one of the most challenging obstacles in today’s job market, and at ADP, if you put in the work, getting rewarded is the easiest thing.
Hemlata has been my director for 80% of my career, and I’ve been able to turn to her if I have an idea or if I want to pick up a new role or responsibility. She’s always encouraged me. My senior leaders make sure to recognize me for my hard work. I’ve been promoted three times in my three years at Retirement Services, and that speaks volumes.
Hemlata: I also had several offers when I was looking for a change after my last job. I was attracted to ADP because I’d heard that it was moving toward being more of a technology company that valued innovation—and that its leaders prioritized diversity and inclusion. I’ve seen first-hand that you don’t have to have an impressive title to be a leader here. You can be a leader at any level. You can innovate at any level, and ADP supports and invests on that front. I’m so happy and thrilled that everything I had heard about ADP turned out to be more than true.
Speaking of innovation, tell us about the Retirement Services product you built.
Sanjay: People Like You is a new feature based on machine learning algorithms; it helps participants better prepare for their retirement by offering benchmarks on how people similar to them are planning their retirements. For example, we can show you what percentage of your coworkers are contributing to their 401(k)s and how much of their income they’re contributing. Maybe you contribute 5%, and when you see that your peers contribute 8%, you have the confidence to invest more.
In the retirement industry, advisors usually group people by age or salary and then start giving advice. We wanted to answer the question better and offer advice based on what others in similar socioeconomic situations are actually doing.
Hemlata: ADP pays one out of six Americans; the amount of data we possess is unparalleled. When I joined the company, we discovered that many of our clients’ employees do not contribute to 401(k)s. Since we work for Retirement Services, we saw this as a problem. People often look at their peers and follow them, so we asked ourselves how our data could help create a solution.
How did you go about building People Like You?
Hemlata: We tried to combine the mind and the machine by leveraging our experts’ expertise at ADP and machine learning.
Sanjay: We have folks at ADP who have over 20 and 30 years of experience in Human Resources and Retirement Services. As much as data is our strength, our people and their expertise are equally valuable. So first, we talked extensively with our internal stakeholders since they already know the ins and outs of the industry intimately. Then we conducted market research to understand people’s motivations and concerns better about retirement investing.
After that, we went back to our data sets—everything we have from our payroll and retirement resources—and we started looking at this socioeconomic information to see any relevance between multiple parameters. For example, does age or compensation influence your retirement decisions? What if you’re married, single, or have kids? Based on our internal and external research, we were able to identify somewhere around 30 factors that make an impact; we then narrowed those factors based on the extent of their influence on an individual’s decision. Once we started analyzing that data and built models to create the personas, we realized that we had something worth integrating with our existing retirement products.
When we began this project, it started on a small scale. It was just one other data scientist and me. The two of us created the machine learning part of it, but as we built specific pieces of code for the APIs, we pulled in engineers as we needed them.
Were there any complications you had to work through?
Hemlata R.
Hemlata: The tricky part for me was to make sure that we were compliant with all the security olicies. People trust ADP. It’s our brand. That’s why they come to us for payroll, compliance, workforce management, legal, and security solutions. ADP knows what to do and takes excellent care of its customers, and we take this to heart and always obtain the consent of our clients and employees before we include their data. We’re extremely careful to keep all the data anonymous and not look into any specific client or individual employee data.
Sanjay: Yes, ADP is very sensitive toward privacy laws, so we were very specific about reading only as much data as people were comfortable with. One of the biggest advantages we had was that we partnered with ADP’s DataCloud team. They acted like a data custodian in the project and were responsible for making the data anonymous. They also made it possible to identify an employee—only with their consent—if I needed to access that data to connect specific pieces of information.
I’m a millennial, and I’m one of those people who always clicks on “Do Not Sell My Info” on websites. So, I’m particular about my data, and I think I always had that in the back of my mind. DataCloud made my job easy in that regard.
How do you think machine learning will affect your future work?
Hemlata: We are looking at leveraging this concept of combining the mind and the machine on other aspects of our business, such as compliance processes. As of now, we have used descriptive and prescriptive analytics. Next, we are planning to use predictive analytics to help our clients predict the upcoming required actions. ADP and our clients can solve any predicted problems upfront. We’re always trying to see how we can take our ideas and solutions to the next level.
Sanjay: This is the beginning of an entirely new way of thinking about improving our clients’ experience. We want to look beyond traditional solutions to ensure our clients and their employees feel empowered by our products. ADP also has a general excitement to identify pain points to be resolved and processes we can enhance using machine learning.
Speaking of your customers, do you see any results from People Like You? Are more people signing up to contribute to their 401(k)s?
Hemlata: The results are way better than what we expected. Employee contributions and new enrollments have definitely increased. We also saw this product gain so much attention internally within ADP that several other teams contacted us to see how they could leverage similar solutions within their departments. It’s been fascinating to see the outcomes and the interest from all the other teams.
Sanjay: It’s funny because a bunch of my peers was like, “Oh, I don’t really need a 401(k). I’m too young for that.” Then, two or three months after we released People Like You, someone remarked during lunch, “Hey, did you know that I just signed up for my 401(k)?” Then others joined in—four people also signed up. It’s just a wonderful experience when you hear people say your solution impacts their lives.
After we launched, Don Weinstein pinged me on Webex Teams and said what a great job I’d done and that he was looking forward to what I’d build next. It was a total fanboy moment for me.
Hemlata: This goes to show you what I was saying earlier. At ADP, people don’t have to be a leader by title. If there is an idea, and you can think big and innovate, that’s all you need. Once you have that, you can take it to any level, and people will be so open to talk to you, encourage you, and help support any of these thoughts. It’s really amazing to see that!
Interested in a tech career at ADP?
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Tech & Innovation Blog
Being your Authentic Self: Out and Proud Technologist @ADP
Culture, Inclusion, Pasadena
Andrew Luria, Senior Director, Major Incident Response located in Pasadena, California, shares his personal journey about what it’s like to be LGBTQ+ in a technology company.
Andrew Luria, Senior Director, Major Incident Response located in Pasadena, California, shares his personal journey about what it’s like to be LGBTQ+ in a technology company and encourages anyone reading this to be open to the idea of being Out and Proud at work. At ADP, we stand behind our belief in bringing your authentic self to work as part of an inclusive culture focused on creating a safe space where everyone can thrive.
I wasn’t out when I first started at ADP back in 1995, not just to my coworkers but to anyone. I moved from Arizona to Georgia, not for a job but a fresh start. Living a ‘double life’ during college grew increasingly challenging to the point that hiding my authentic self started to take a toll on my health. After a while at ADP, I made friends with many of my coworkers. As with any friends, conversations steer from work to life outside the office. Before I was out, I had to edit what I told them, which made me feel like I’d never left Arizona. I finally said, “no more,” and decided to trust them and myself, and slowly came out.
I remember the first time I thought, “Wow, I really belong here at ADP.” In 2001, my husband and I hosted a Holiday Wine Tasting party in our home with all my ADP coworkers, who had become true friends. We shared an amazing, fun-filled night.
In 2016, I joined ADP’s Pride Business Resource Group (BRG) as a local Chapter Director for the West and ultimately transitioned into the VP of Chapters. As a member and leader for Pride, I have the opportunity to drive direction and connect with LGBTQ+ and Ally’s in an embracing community.
There are three things I learned personally and professionally on my journey:
First, in my twenty-five years here at ADP, mainly in technology, I can attest that my choice to be open about who I am has made my job easier and strengthened my relationships with my peers, leaders, and the people I lead.
I’ve chosen to be out and proud, regardless of the audience. I speak openly about my life and my husband. Outside of work, I spend all my time with him, so excluding him from the conversation would be like keeping a big part of my life hidden. Being able to speak openly about my life with my coworkers keeps us more connected, and that connection builds better and more genuine relationships. Those relationships have had a lasting, positive effect on my work and productivity.
Second, as a leader, I feel coming to work as my authentic self allows me to lead with a stronger sense of kindness and empathy than before. I can give my team 100%+ of my time and energy, knowing I’m not worried about people finding out I am gay. This authenticity provides the foundation of my health and happiness and makes me a better leader. Allowing me the ability to lead at my fullest potential not only gives the company the best leader I can be but has an immeasurable impact on the people who work for me.
Third, for anyone LGBTQ+ thinking about a career in technology, you are in a unique position to influence the downstream impact of new products and technologies that support Diversity, Equity, and Inclusion. Recently, ADP enhanced several of our payroll products to include Self-Identification. The enhancement allows employees using our payroll products to self-identify as LGBTQ+. Just imagine decisions made about products and services without our input! As a technologist, we have a seat at the table.
Working in tech at ADP has been an incredible journey for me—one that contributed greatly to my personal success and the fingerprint of DEI at ADP.
I understand this isn’t an easy task for many members of our community. But at ADP, our strong commitment to Diversity, Equity, and Inclusion by our CEO, our Executive Committee, and all our senior leaders across the globe have made it possible.
I’ve experienced a lot of support here. I never have to hesitate when speaking about my husband. There’s no need to hide who he is to me. I think ADP’s commitment to diversity, equity, inclusion, and belonging, and respect for people of all backgrounds is one reason I love working at ADP and why I’ve built a long career here.
