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.”
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Tech & Innovation Blog
Brazil Lab’s Alberto Boa Vista, Principal Technology Architect, Wins ADP’s 2021 President CSR Award
Impact, Innovation, Award
Alberto’s Full Stack Social program focused on web development and behavioral skills, tackling the massive gap of the technology workforce by empowering socially vulnerable youngsters.
Brazil Lab’s Alberto Boa Vista, Principal Technology Architect, Wins ADP’s 2021 President CSR Award
Social responsibility is one of ADP’s core values and is integral to our brand. We recognize two associates each year by presenting the Corporate Social Responsibility Award, acknowledging associates whose commitment to social responsibility has a positive, measurable impact on the communities where we live and work.
President’s Corporate Social Responsibility Award
Bob Lockett, Chief Diversity & Talent Officer, presented the 2021 President’s Award to Alberto Boa Vista, Principal Technology Architect, GPT. “Alberto played a critical role in organizing a course called Full Stack Social, a 14-month theoretical and practical training program to help socially vulnerable children enter the labor market,” Bob said. “He continued to engage other volunteers and presented the project to ADP’s Brazil Lab. The goal of the project is to alleviate poverty by giving software development skills to young people that otherwise would probably never have access to it.”
Alberto (right) with ADP Associates at Award Ceremony
Alberto’s Full Stack Social program focused on web development and behavioral skills, tackling the massive gap of the technology workforce by empowering socially vulnerable youngsters. It is conducted by Marist Social Center (CESMAR), a philanthropic and nonprofit institution with more than 20 years of history dedicated to social responsibility. The center is strategically located in Porto Alegre, Brazil, one of the lowest Human Development Index regions.
Alberto playing the electric guitar
“I play a role in organizing the course’s curriculum, engaging other volunteers, and presenting the project to potential sponsors. I’ve been doing it for almost a year now, and I’m sure it’s just the beginning of this relationship,” Alberto said. “I also believe the market of digital products contribute to this generation’s social and commercial goals.” By volunteering his time and giving back, Alberto feels grateful for every opportunity he gets to share knowledge, collecting beautiful stories from people around him.
Alberto with his family
The recognition was accompanied by a donation, which went to CESMAR, a social center with professionals who focus on education and health. Alberto is confident their well-organized program will continue to transform many more lives. He views the award as a reaffirmation for many people who chose to dedicate their lives to social responsibility. “It’s not easy, and I know it builds on the long history of this institution,” he said. “Thank you, ADP. The donation will surely bring positive changes to the communities.”
Alberto also shared the solid internal communication and a network of contacts he received. “I had no words to describe how proud I am. I received tremendous support from ADP throughout the project. It is inspiring to see people embrace and spread the ideas,” Alberto said. “Every contact I spoke to contributed to actions with inclusion and diversity.”
Congratulations, Alberto!
Thank you for contributing and giving back.
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Tech & Innovation Blog
AWS re:Invent 2021 – ADP Uses AWS to Enable Workforce Insights
Video, Leadership, What We Do
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Video: AWS
[JACK] Having spent more than 30 years in the tech industry working on analytics in the cloud,
[JACK] I was drawn to ADP because of its mission.
[JACK] It’s a mission that’s aligned to my core values.
[JACK] Those values about helping people improve their lives by unlocking the power of data.
[JACK] But before I tell you how we do that, we need to start at the beginning.
[JACK] ADP started in 1949 in New Jersey, helping businesses pay their employees.
[JACK] From its early days, the company has always been focused on invention and innovation.
[JACK] We’ve had a proud history of a lot of great products and great firsts, fast forward to today, we’re the largest provider of human resource software and services.
[JACK] So, what does that mean in terms of the size and scale of our business?
[JACK] Well, those numbers are pretty impressive. We have over 920,000 clients doing business in over 140 countries.
[JACK] Our technology powers, payroll processing, tax payments, job applications, timesheets.
[JACK] That means a lot of data, and a lot of money is moving through our systems on a daily basis.
[JACK] In fact, we move over $2.3 trillion a year.
[JACK] This is the money that’s used to pay you, pay me, and to submit our taxes, and to put money into our retirement funds.
[JACK] Now, the issue with $2.3 trillion is a massive number.
[JACK] And for me, it’s a hard number to understand.
[JACK] So, I thought about it a little bit, and I said, how can I conceive of that?
[JACK] Well, what if it was GDP?
[JACK] It’s not GDP. But if it was GDP, how big would that number be?
[JACK] So, we kind of took a look at it.
[GRAPH] Comparison charts of GDPs in other countries.
[JACK] Here’s the top ten GDPs.
And if that $2.3 trillion was a GDP, ADP would land somewhere between France and Italy.
[JACK] So, all of that data, all of this information gives us a unique perspective on the world of work.
[JACK] In fact, every month we issue a report in the public interest called The National Employment Report, came out just this morning.
[JACK] And so, as you can see, we deal with all this data,
[JACK] It takes a special ability for us to be able to scale and manage it.
[JACK] We started our journey to the AWS cloud for this data in mid 2019, and we did it for three important reasons.
[JACK] One, so that we could tap the new capabilities.
[JACK] Second, so that we could get elasticity in the cloud.
[JACK] And third, it really has helped us create a data driven culture, so that we are more reactive, more understanding about what’s going on in the world.
[JACK] Today, we’re processing over two and a half petabytes of data with over 25 billion individual data points represented, and that’s boiling down to 312 trillion decisions a month being taken by our analytics and machine learning processes.
[JACK] Our team is at the very heart of that treasure trove of data.
[JACK] We build data analytics products, including the ADP DataCloud, which provides people analytics and HR benchmarking to help companies measure, compare, predict, and understand their workforce and support them.
[JACK] This allows them to see trends, allows them to see if the programs and policies that they’ve put in place are effective.
[JACK] Everything you’re seeing here is calculated on AWS using a full range of data analytics and machine learning capabilities.
[JACK] We use Amazon Sage Maker for our machine learning, Amazon EMR, Amazon DynamoDB, Amazon Redshift, and Amazon Neptune to perform aspects of our overall data processing.
[JACK] These capabilities have enabled us to keep innovating on behalf of our clients, and one way we’re doing this is to help them with some pressing needs in terms of diversity, equity and inclusion across their workforce.
[JACK] That’s why my team developed the new Diversity Equity Inclusion dashboards that we launched earlier this year.
[JACK] It helps a company baseline and understand their diversity program and not only internally, but for the first time in the industry, to be able to compare themselves to other companies, not just other companies in their location, but also other companies in their industry, and by company size.
[JACK] And this baseline information allows them to see whether or not their programs are having a positive and beneficial impact on the diversity programs that they’ve put in place.
[JACK] We still have issues, though, to address in terms of pay equity, but before we get into that, let’s step back and take a look at what’s happened in the US employment market over the past 20 months.
[JACK] What I’m showing you here is data from ADP that shows you what happened in the total US employment over those past 20 months.
[JACK] You can see when the COVID crisis began.
[GRAPH] Total US Employment Rate Change
[JACK] Unfortunately, there were differences in terms of the types and genders of people losing work.
[JACK] In fact, what you can see is, yes, a lot of people lost their jobs. Those jobs are coming back, but men actually fared a lot better than women during the pandemic.
[JACK] Certain industries were affected a lot more as well, hospitality, manufacturing, retail; areas that have not yet made full recoveries.
[JACK] If we look at pay, you can see, though, that the gap between men’s pay and women’s pay is not where we all want it to be, but it seems to be level over time.
[JACK] However, these numbers are a little bit misleading, because if we add back in those jobs that women lost at a larger extent in those industries from hospitality, transportation, the pay gap is actually getting worse.
[JACK] In fact, my associates at the ADP Research Institute tell me that 20 years of progress for women have been lost in terms of pay equity gaps over the pandemic.
[JACK] But collectively, we have an opportunity to improve that.
[JACK] So how do we do that?
[JACK] Well, our team has also recently built and launched a new capability called The Pay Equity Storyboard.
[TEXT] Pay Equity Storyboard
[JACK] It’s a set of insights and tools and explanations and visualizations that allow companies to understand the pay equity issues that they have and to do plans and to make changes proactively, taking insights straight to action to correct pay gaps.
[JACK] Now we released this just a few months ago at the beginning of the summer.
[JACK] So, on just a few months of data, we’re starting to see some pretty incredible reactions.
[JACK] About 1000 clients have started to use the pay equity storyboard, 65% of them showing pay equity improvement.
[TEXT] Improving Pay Equity
1,000+ clients using the storyboard
65% showing improvements in pay equity
$1.1 M average impact
$728 M returned to communities
[JACK] On average, per client, they’ve made a $1.1 million impact, that’s over $720,000,000 returned to communities.
[JACK] This is about people, individual people, and for an individual person that’s equated to about three $500 for 210,000 people and for workers whose industries are hit hardest by the pandemic.
[JACK] This is meaningful money.
[JACK] This could mean making a need of car repair. It could mean enabling children to participate in extracurricular activities, or simply saving money for a rainy day.
[JACK] At ADP, we’re always designing for people and data informs how we do that.
[JACK] At the end of the day, all of our data and everything we do starts with them and you and I, and tens and hundreds and thousands of people.
[JACK] Now is the time to use data to help people, to understand what actions we can take, to create a more diverse, more equitable and a more inclusive work environment and to build the future we all want to create.
[LOGO] ADP, Always Designing for People.
[JACK] Thank you.
ADP helps more than 900,000 businesses manage their people and processes payroll for nearly 70 million workers, generating a massive amount of data in the process. Jack Berkowitz, Chief Data Officer, presents how ADP uses AWS to enable workforce insights and raises awareness of payroll equity by using data measurement, analytics, and machine learning capabilities.
“Now is the time to use data to help people,” Jack said. “Together, we create a more diverse, equitable, and inclusive work environment.” ADP continues to help companies measure, compare, predict, and apply futuristic knowledge to their workspace. Watch the full presentation now.
More from our tech blog:
Great Stories: From LEGO® Bricks to Data By Jack Berkowitz, Chief Data Officer.
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Tech & Innovation Blog
Innovate with ADP: AfroTech Conference
Inclusion, Belonging, Voice of Our People
ADP was proud to sponsor AfroTech 2021, an innovative conference for leaders in technology and business. We sat down with six ADP associates who attended the event and learned about their career interests.
Innovate with ADP: AfroTech Conference
ADP was proud to sponsor AfroTech 2021, a multicultural tech conference in the United States, bringing together leaders in technology and business. This year, the panel included a series of in-person and digital events happening during the week of November 18. The attendees got the opportunity to exchange ideas and together built a strong black tech community.
AfroTech World: November 8 – 13
“It’s about connecting and learning from a diverse group of people,” Denise J., Principal Product Manager, shared her perspective.
Dawn D.R., Senior Tech PM
Dawn D.R., Senior Tech Project Manager, believes AfroTech is an opportunity for associates at ADP to think about the future of technology. “Being able to share these ideas and have discussions with others who may have crossed the Digital Divide is special. It’s a win-win. I got to learn from a technology community with cultural similarities and served as a representation for people of color,” Dawn said. “Representation is sometimes all that’s needed to encourage someone and show his/her interest in technology can be more than just a hobby.”
Denise R., Manager of Apps Develop (middle)
“Technology is a bridge to unity, and I was excited to be part of it. I wanted to see how others use their talents to build the bridge and find out how I can share my talents as we move toward continuous improvement and growth globally,” Denise R., Manager of Apps Develop, said. She believes AfroTech is about connection, inspiration, and motivation. “It was wonderful to be a part of the group. I was ready to contribute, exchange ideas, and build a community,” Denise said.
“For me, AfroTech is a place to find acceptance and foster new ideas,” Hafeez R., Director of UX Design, said. He looked forward to discussing technology trends that impacted and enhanced the people of color’s community.
Nathaniel T., Lead UX Designer
Nathaniel T., Lead UX Designer, believes AfroTech is a culmination of hard work, perseverance, and a true testament to the community’s determination. “I was so excited to attend a conference like this. While there are few of us represented in tech, it gave me hope and encouragement when we listen, learn, share, and pass the knowledge along for the folks up next,” Nathaniel said.
“To me, AfroTech was a new experience. It was my first time attending a professional conference. I was very excited to take this opportunity and find out what makes our industry so special,” Sean G., Associate Application Developer, said. He was curious to learn how difference and diversity help innovation in tech.
Who We Are: Belonging and Designing for People
“It’s exciting to hear ADP is a sponsor of AfroTech 2021! ADP proves every day that they are at the forefront of inclusion and diversity, encouraging associates to learn from each other and be who we are,” Nathaniel takes pride in working for ADP.
When it comes to team dynamics and mentorship, Hafeez is grateful for genuine relationships with his peers and teams. The environment motivates him to take part in conferences such as AfroTech. “I am grateful for ADP as I recently took part in a management accelerator program sponsored by McKinsey, in which I learned about business strategy, operations, and leadership training,” Hafeez used the opportunity to broaden his horizon.
We offer a variety of programs and conferences to our associates across the globe. “AfroTech is one of many different opportunities that helped me fuel my growth. The GPT program I joined taught me brand new concepts and ideas about the industry,” Sean said. He also told us he met some of his best colleagues through the program.
Sean G., Associate Application Developer
“I have had the opportunity to attend numerous industry conferences and take advantage of ADP’s tuition reimbursement program. In the past few years, I have achieved two professional certifications from Stanford University using this wonderful program,” Denise J. said. “I feel like I belong when I know my opinion counts. I have also built many valuable relationships throughout the years and created life-long friendships.”
Denise J., Principal Product Manager
At ADP, we value associates’ personal growth and encourage everyone to continue learning. “There is no room for stay comfortable or stagnant, especially in technology. I have access to different learning tools and opportunities to attend conferences like AfroTech, Grace Hopper, and many more! The possibilities are amazing,” Denise R. said.
In addition, Denise said, “I learned about different communication tools from a mentor, and I applied the insights at work and in life. I’m super grateful for the resources provided by ADP! I am looking forward to what’s to come in the future.”
Hafeez R., Director of UX Design
We want to make sure every associate feels supported and performs at their best. “I am always challenged. Growth is valuable to me. ADP, once you are deemed a Subject Matter Expert (SME) in an area or topic, you can seek and offer something completely new. In the beginning, you may feel uncomfortable, but there will always be support,” Dawn said. “There are a few categories in our timesheet that always make me feel supported because I know ADP values my learning and philanthropic growth – Training & Volunteering. Seeing these options listed has encouraged me to explore personal goals and aspirations.”
In the future, ADP will continue providing training and conference opportunities for associates. We encourage our technologists to ask questions and problem-solve, investing in personal growth and learning from each other.
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Tech & Innovation Blog
AnitaB.org Named ADP the Top Large Company for Women Technologists
Women in STEM, Grace Hopper, Recognition
The nonprofit social enterprise AnitaB.org, host of GHC, names ADP to be 2021 Top Companies for Women Technologists Winner in the Large Technical Workforce category.
The nonprofit social enterprise AnitaB.org has named ADP the 2021 Top Companies for Women Technologists Winner in the Large Technical Workforce category. The national program from AnitaB.org is the only benchmarking program that looks specifically at technical employees and awards companies that are embracing accountability and making the most progress toward the equity of women. Read the full press release here.
AnitaB.org recognized ADP for providing opportunities for women in tech, driving better representation of women in the industry. We value diversity in the organization and are proud of supporting women in technology.
Interested in a tech career at ADP?
We met up with four ADP women in tech attending this year’s Grace Hopper Celebration. They shared their inspiration and what it means to be a part of this incredible community. Read the full story here.
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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.
Disability Inclusion in the Workplace
Disability Inclusion in the Workplace
In this second blog in a series focusing on breaking barriers and influencing social change, we celebrate International Day of Persons with Disabilities and offer ideas for promoting disability inclusion in your organization and in our communities.
December 3rd is International Day of Persons with Disabilities. The annual observance was proclaimed in 1992 by the United Nations General Assembly. It aims to promote the rights and well-being of persons with disabilities in all spheres of society and development, and to increase awareness and disability inclusion in every aspect of political, social, economic and cultural life.
This year also marks the 30th anniversary of the passing of the Americans with Disabilities Act (ADA). The ADA prohibits discrimination against individuals with disabilities in all areas of public life, including jobs, schools, transportation and places that are open to the general public to ensure that people with disabilities have the same rights and opportunities as everyone else.
You are no doubt familiar with the need to comply with the ADA in all areas of your business, but disability inclusion reaches far beyond compliance with the law. Proactively supporting inclusivity in your organization can have important and meaningful impact for your employees, customers and communities. CEB, now part of Gartner, found that highly diverse and inclusive organizations had a 26% increase in team collaboration and an 18% increase in team commitment. A study by Harvard Business Review showed that companies with higher-than-average diversity had 19% higher innovation revenues. So, how can you effectively and respectfully promote disability inclusion in your organization?
These are our clients, prospects, coworkers, and employees. How can your organization think about greater equity and inclusivity, especially during these times?
– Giselle Mota, board member of the ADP BRG, Thrive
Practice inclusivity
Be sure that your staff and leadership includes a diverse a range of employees and perspectives. When developing anything from internal policies to new products to client-facing marketing campaigns, getting input from employees and clients with disabilities helps ensure that you are addressing their needs rather than operating on assumptions. Martha Bird, Chief Business Anthropologist at ADP says, “It is important to design WITH excluded and diverse communities, not FOR them. Seek their expert input in the process.”
Representation is key to meaningful and genuine inclusion. If you have Employee Resource Groups (ERGs) or Business Resource Groups (BRGs) in your organization, you can partner with them on inclusivity initiatives to get valuable firsthand perspectives. At ADP, the Thrive BRG has a mission to understand the diverse impact of disabilities, end the stigma, and bring awareness and education to ADP associates about people living with disabilities. Susan Lodge, a Thrive board member and mother to a son with a genetic disease says, “This BRG has given me a new appreciation for the company I work for and the people that I work with. I no longer feel like I am the only one who faces the challenges that disabilities can bring. We are all in this together.”
Work to overcome bias
Inclusivity isn’t an “issue” just for people with disabilities; it’s important for everyone in your organization. Once you set the goal and expectation for a diverse and inclusive organizational culture, follow up with education aimed at promoting understanding and awareness of unique challenges of people with disabilities as well as the importance of inclusion. For example, adopt a policy of using people first language (PFL). People first language is a way of communicating that shows respect for people with disabilities by focusing on the individual and not their disability. For example, if you were discussing modification to your retail space for your clients, instead of saying “disabled customers”, you would use “customers with disabilities.” This recognizes that they have disabilities and allows you to be inclusive and respectful in your planning but doesn’t use their disabilities to define them entirely.
Disability inclusion in post-COVID business
Inclusion is particularly important right now. The global health crisis has highlighted inequities for people with disabilities. Routine healthcare needs like diagnostic testing and therapies are no longer as easy to access. Virtual and masked communications also present challenges that disproportionately affect people with disabilities. As Giselle Mota, board member of ADP’s Thrive BRG, Principal Consultant at ADP on the Future of Work and moderator of an ADP webcast on disability inclusion said, “These are our clients, prospects, coworkers, and employees. How can your organization think about greater equity and inclusivity, especially during these times?”
Learn more
Register for or replay this webcast for more discussion of this question and tips from ADP experts: Disability Inclusion in the Workplace: Best Practices for Engaging and Supporting ALL of Your People.
To learn more about ADP’s commitment to diversity, equity and inclusion, please visit our Corporate Social Responsibility site.
Tech & Innovation Blog
ADP – Diversity and Inclusion and CSR
Giving Back, Inclusion, Belonging
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Video: ADP – Diversity and Inclusion and CSR
[MUSIC PLAYING]
[TEXT] At ADP, we believe the best ideas thrive in an inclusive environment that values diverse perspectives.
That’s why we made it the cornerstone of our one-of-a-kind culture. We’ve earned accolades from some of the industry’s most respected thinkers.
Fortune: World’s Most Admired Companies.
Forbes: America’s Best Employers for Diversity.
Human Rights Campaign Corporate Equality Index: Best Places to Work for LGBT Equality.
Military Friendly: Military Friendly Gold Employer.
Fairygodboss: Best Companies for Women.
Working Mother: 100 Best Companies.
Working Mother: Best Companies for Multicultural Women.
Comparably: Best Company Culture.
#ADPLife.
[DESCRIPTION] Photos of smiling employees at events.
[TEXT] Making an impact at work and beyond.
We support and encourage our associates’ passion to volunteer in their communities.
Did you know that ADP offers associates 8 hours of paid volunteer time to give back to their communities? For US Associates.
For the last 2 years, ADP associates contributed over 104,000 volunteer hours with more than 4,000 charitable organizations positively impacted!
#SocialGood.
Additionally, ADP offers a gift matching program. Just another way we make an even bigger impact together.
Discover our commitment to the world in which we live and work at tech.adp.com.
[LOGO] ADP, Always Designing for People.
[TEXT] ADP, the ADP logo, and Always Designing for People are trademarks of ADP, LLC. Copyright © 2020 ADP, LLC. All rights reserved.
ADP consistently recognized for diversity, inclusion, and giving back to our communities. Some of the highlights!
All-Female 48-Hour Hackathon Attracted 200 Virtual Participants
ADP supports events such as this in an effort to encourage more young women to pursue STEM careers.
During a global health event with social distancing in full swing, is there any group better prepared to embrace a 48-hour virtual gathering than tech-savvy female students? Probably not. For the second time, ADP sponsored the Major League Hacking (MLH) Hack Girl Summer Hackathon to encourage female software engineers to pursue their dreams. But this was the first time the event was not held in person.
The June 19-21 virtual hackathon attracted more than 200 participants and at least 50 ADP associates volunteered as organizers, mentors, judges and participants for this event.
Daina Bowler, ADP Vice President of Sales and iWIN board chairperson, kicked off the event, delivering her remarks via streaming platform. Daina told viewers that the ADP iWIN business resource group is comprised of 5,000 ADP women from around the world who are dedicated to encouraging and preparing women and young girls to achieve successful careers in STEM.
After the welcome, participants quickly organized into 70+ teams and then started the creative process and coding effort to develop the best application. The popular gaming chat application Discord was used to find team members to work with and to find mentors to chat with while hacking.
ADP volunteer mentors had their own active Discord channel where coders could ask for guidance on project ideas or pose technical questions to troubleshoot issues. As the corporate sponsor, ADP also presented two well-received workshops.
Workshops
Aini Ali, ADP Vice-President, SBS Operations and iWin Empower Board Chairperson; and Laura Colon, Senior Program Manager – SBS Operations; conducted the first workshop, “Up and Coming Technology” which described all the amazing ways technology has changed the world. She described the incredible advancements in robotics, artificial intelligence, machine learning and automation that will drive future innovation. It is a very exciting time to be a techie!
Ellen Hongo, ADP Senior Director of Strategy GSS, conducted the second workshop “Crafting a Chatbot People Want to Use.” Ellen described what goes into designing and creating chatbots using IBM Watson technology, and how they are used at ADP to improve client experience and support. Ellen’s workshop opened a new area in automations for the young women to consider as they prepare to enter the workforce of the future.
The ADP challenge “Happy at Home Presented by ADP” was to create a hack that helps folks stay happy at home. The participants’ project could be designed to tackle at-home productivity and entertainment, make working remotely easier, or help users connect with friends and family remotely.
After 48 hours of intense coding and a long sleepless weekend, it was time for the judges to see all the application demos and presentations by the students. There were 27 terrific submissions on DevPost for the ADP challenge. DevPost is a global community where software developers share their projects to inspire and learn from one another. The ADP volunteers on the judging panel evaluated and rated the projects on originality, technology, design, completion, learning and adherence to theme. There were so many fantastic projects made by women, for women. It was no easy task to choose the winner of the ADP challenge.
Challenge Winner
During the closing ceremony, Aini Ali announced the ADP challenge winner which was the application called “Inspiration.” This creative iOS application was developed by a high school student who wanted to empower other young women to pursue their interests in STEM because diversity is important in the STEM field. The Inspiration app allows young girls to explore different STEM careers through simple objects.
Users point their phone’s camera at an object and take a picture of it. Using machine learning and object detection/image labeling, the app detects what object is in the photo. It then displays relevant careers in STEM involving the object and prompts the user to view an influential woman in the same career. Every day, the app’s home page displays a new influential female for girls to learn about.
The iOS app was built using Xcode and SwiftUI. For the front end, the student designed all the UI using Sketch. For the backend, she used machine learning API and Firebase. The machine learning API uses the ML Kit Image Labeling’s base TensorFlow model in order to predict the objects in the photos. The Inspiration app was truly a very creative and innovative application!
The Major League Hacking Organization (MLH) organizers truly appreciate ADP’s sponsorship and partnership. We look forward to doing many more hackathons together in the future. Thank you to all the ADP volunteers for the outstanding energy they brought to this event. We all learned so much about new technologies used to conduct a virtual event of this magnitude and it was an amazing experience.
ADP is proud to support women’s hackathons to encourage more young women to relentlessly pursue their dreams of changing the world using innovative technology. Through this hackathon sponsorship and our significant partnership with Girls Who Code – focused on closing the gender gap in tech — ADP demonstrates our commitment to Diversity and Inclusion by promoting and supporting women in technology careers.
Learn about STEM career opportunities at ADP by visiting tech.adp.com.
Employees of color rated their CEOs and ADP makes the list
Everyone wants to work at a place where they feel like they belong. And often, that kind of culture is set at the highest levels of an organization. With that in mind, Comparably polled employees of color to find out the best CEOs to work for. The top 10 from companies with more than 500 employees are:
- Satya Nadella, Microsoft
- Vlad Shmunis, RingCentral
- Sundar Pichai, Google
- Eric Yuan, Zoom Video Communications
- Carlos Rodriguez, ADP
- Steve Bilt, Smile Brands
- Sid Sijbrandij, GitLab
- Tim Cook, Apple
- Mike Walsh, LexisNexis
- Chris Caldwell, Concentrix
This is the third year that Comparably gathered anonymous feedback from nonwhite employees from 60,000 American companies of all sizes. Employees were asked how their CEO would rate as well as to measure other culture factors like trust in their employer.
Among the findings:
- Satya Nadella is the first CEO of color to rank No. 1 among large companies over the past three years.
- This year’s top three CEOs are all immigrants. Nadella and Pichai were born in India, and Shmunis hails from Ukraine.
- Nadella is one of five CEOs who made the list for three consecutive years. Others are Accenture’s Julie Sweet, Apple’s Tim Cook, Fanatics’s Doug Mack, and Google’s Sundar Pichai.
“This year the topic of diversity and inclusion has gained even greater significance, and it has never been more important to reflect the positive workplace experiences of underrepresented—and historically discriminated against—people,” the report’s authors wrote. “After all, studies show that leaders who inspire, encourage, and support diverse voices and contributions benefit business growth, creativity, and innovation.”
