Tech & Innovation Blog

My ADP Coming-Out Story

Culture, Voice of Our People, Inclusion

Taylor and Jennie - Coming Out Story - Pride Month Design Header

Whether it is Women’s month, Pride month, or every month over, under, or in-between our personal lives and our professional lives, every moment matters. You matter.

My ADP Coming-Out Story

By Taylor L.M., Information Security Project Manager

Woman. Femme. Queer. Daughter. Wife. Mother (of two). Sister (of seven). Friend. High school drop-out and Wellesley College graduate. Political science major. Data Security Professional.

I proudly shared everything listed above except for the queer part when I started working at ADP nearly eight years ago. That’s not to say I didn’t celebrate everyone else’s “out” statuses. I was in ADP’s Pride Business Resource Group (BRG), where I walked in parades. I rejoiced when we won Obergefell v. Hodges and laughed hysterically with friends when Melissa Ethridge handed Ellen a toaster oven. Yet I continued to “hide” that part of myself in the corporate environment. I was in a relationship with a man, so most assumed, and no one asked. When that relationship didn’t work out, I began dating a woman. I just switched her pronouns to him. But that little omission began to feel like a lie, especially as our relationship grew more serious.

Although I knew ADP supported the community and made huge cultural and legal strides, I was still afraid. I was afraid my co-workers would see me differently – afraid my team would wonder why I had been keeping this secret. Mostly I was afraid that my experience didn’t really “count.”

Did I deserve to be a member of this community that I was simultaneously supporting and keeping at arms-length? In hiding who I was, would people think I had been ashamed before I told the truth, even as I had rallied alongside this community and stood up for their and our beliefs? Had I somehow been complicit in the negativity, ignorance, and distrust of those who do not support us?

Taylor and Jennie's wedding photo

I no longer wanted to hide when I fell crazy, madly, deeply in love with Jennie. I wanted to stand up and shout to the rooftops. I wanted to bring my whole, authentic self to work. To be clear, I didn’t climb on the roof at Windward Parkway (don’t do this, it’s dangerous, and you will likely end up hospitalized or in jail). Instead, I chose to take incremental steps to test the waters, as they say. I started by telling one person, then another. I gradually changed he/him pronouns to she/her pronouns in conversations. I showed up at our team’s holiday party with Jennie on my arm.

Jennie and I got married last September, and I proudly displayed one of our wedding pictures on my laptop. Every time I screen-share, I share the bliss of two people in love. I never did see a raised eyebrow, a smirk, nor detected a micro-aggression. That’s not to say that those things don’t still happen all over the place. If you or someone you know is facing discrimination at work, research your rights and get help.

Taylor and Jennie's wedding photo

Taylor and Jennie

I’m glad to share that my experience of “coming out” at ADP has always been met with kindness and acceptance. We live in a time when labels can be ascribed to all of us – each is a unique, complex human, yet we are all the same. We struggle. We rejoice. We feel pain. We feel joy. We heal from the past, and we look to a brighter future. More than anything, we all love and seek to be loved in return. In this journey, I’ve learned that every experience counts. Every step I took made me feel better than the one before it. I could have stopped anywhere on that progression, and the outcome would have been the same: I belong, and so do you.

Whether you are “out” to one or all, not yet ready, or a faithful ally – you too belong. Everyone who celebrates love has a role in our community and this movement. Whether it is Women’s month, Pride month, or every month over, under, or in-between our personal lives and our professional lives, every moment matters. You matter. (And our community is always giving out free toaster ovens.)

Let’s work together!

Learn more about what it’s like working for ADP here and our current openings. 

Tech & Innovation Blog

Innovate with ADP: AfroTech Conference

Inclusion, Belonging, Voice of Our People

ADP Sponsored AfroTech Conference 2021

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 Project Manager

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)

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

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., Assoc App Dev-GPT DP

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

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

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. 

Don’t forget to subscribe to our tech blog! #ADPTech #ADPLife

Learn more about what it’s like working for ADP here and our current openings. 


Tech & Innovation Blog

Grace Hopper Celebration – Opportunities for Women in Tech to Connect #vGHC21

Women in STEM, Grace Hopper, Voice of Our People

Grace Hopper Celebration

We met up with four ADP women in tech attending this year’s Celebration. They shared their inspiration and what it means to be a part of this incredible community.

Grace Hopper Celebration – Opportunities for Women in Tech to Connect — #vGHC21 

ADP is proud to sponsor our 12th consecutive year of’s Grace Hopper Celebration (GHC) held this year, September 27 – October 1. This year’s virtual Celebration theme is “Dare to Transform” and provides attendees with over 240+ sessions, Sponsor Hall, and 1:1 Meetings. All attendees will have great opportunities to network, inspire, and create long-lasting relationships with professionals. If you are attending, stop by our booth and say Hello!  

We are even prouder to announce that, host of GHC, named ADP 2021 Top Companies for Women Technologists Winner in the Large Technical Workforce category. The assessment considered key factors including representation by diversity, trends in hiring, advancement, and leadership. While facing a global pandemic, we continue to take multiple steps in supporting the technical talent pool. Read the full press release here.

The annual Grace Hopper Celebration – now in its 28th year – has been designed to connect women in technology to discuss career and research interests. We met up with four ADP women in tech who will be attending this year’s Celebration. They shared with us the inspiration and what it means to be a part of the incredible community.  

Sree in ADP shirt

Sree B.

Isabel E., Vice Present in Product Development, believes Grace Hopper is a beacon of hope for change. ”Being a woman in tech who usually is one of few women in the room, it gives me goosebumps to see the sea of women and diversity at Grace Hopper,” Isabel said. “It makes me feel optimistic for the future.”  

Sree B., Senior Director in Application Development, tells us the Celebration is a wonderful opportunity to learn the journey of the highly talented and courageous women in technology, all dedicated to making a difference. “Hearing their stories; of success, failures, hopes, and achievements is truly inspiring and empowering,” Sree said.

“It offers a unique chance to

celebrate us the women in tech.”  

Tanuja G., Director in Application Development, attended the conference in person a few years ago and remembered the energizing experience. “Grace Hopper is a celebration of all things in tech! It’s a fabulous time and place to reflect on and celebrate everything women have achieved in the world of technology with the support of their allies in tech,” Tanuja looks forward to attending the virtual conference this year.   

Tiffany D., Lead Data Scientist, shares with us Grace Hopper to her represents a chance to collaborate and learn from other females in technology. “I am very grateful for this amazing opportunity,” Tiffany said.  

We also spoke to these women about their experiences as technologists here at ADP.  

Isabel E. headshot

Isabel E.

Isabel describes ADP as a nurturing environment where associates are treated with dignity, respect, and supported professionally and personally. “I have had the opportunity to grow as a person and a professional with support from my leaders and my peers,” Isabel said. “I feel like I belong because I share a common empathy for clients and associates with my peers.” 

“People matter first

  and matter most.” 

Sree sees ADP as one big family as she reflects on what Carlos, CEO of ADP, often says. She resonates with ADP’s core values, with a philosophy to care for its people and values. “I’m so glad to be part of ADP’s DataCloud team. I lead a cutting-edge technology team, where we focus on data monetization and provide solutions to our clients to bridge the pay equity gap, whether it’s gender-based or ethnicity-based,” Sree says, taking pride in working for ADP.  

Tanuja G. headshot

Tanuja G.

When it comes to mentorship, Tiffany and Tanuja share similar experiences. Tiffany values the support she has received from her management, organization, and fellow associates; they make her feel like she belongs at ADP.

“My managers, mentors, and team members all made me feel like I was already a part of the family,” Tanuja said.

“Over the years, and moving across different product teams, that feeling has followed me, and I have been lucky to impart that same sense of belonging to other team members whom I’ve had the pleasure to welcome into the fold.”  

This year’s Celebration will be Sree’s third year attending GHC, and she feels rewarded as a nominated attendee. “I’m often the only female in most of the technical meetings, and I’m glad that GHC provides an avenue to hire more female techies and strengthen our presence around the room.” Sree looks forward to working with more female technologists.   

In addition, Sree said, “ADP strongly encourages inclusive culture among the associates. With GPT sponsored mentorship programs, women are strongly encouraged to focus on their career growth and aim for leadership roles. I’m well respected across the teams I work with, not just because of the knowledge and skills I possess, but because of ADP’s culture to remove gender parity and provide an equal opportunity for everyone.” Sree also believes that ADP continues to support their associates in learning and future development. 

Tiffany D. headshot

Tiffany D.

When it comes to training and resources, Tiffany shares her career journey, “ADP empowered me to make a career transition from Finance to Technology.”

“ADP provided me with the tools to learn

and grow in this industry.” 

“ADP has supported me throughout the stages of my career through mentorship, conferences, technical and leadership training, speaking opportunities, and support to pursue an advanced degree,” Isabel said.  

“I am encouraged to use the knowledge I’ve gained and receive a chance to work on new and challenging projects, using cutting edge technology,” Tanuja said, and feels grateful to be attending the GHC for the second time.  

In the future, ADP will continue providing opportunities and an environment for technologists to ask questions and learn from industry leaders. We encourage all women in tech to challenge, inspire, and celebrate what’s to come. 

#WomenInTech #ADPLife 

Interested in a tech career at ADP?  

Click here to search for your next move and visit Who We Hire. 

Tech & Innovation Blog

Designing For All People: Inclusive UX at ADP 

UX Design, Inclusive Design, Voice of Our People

Amber's Header

Amber Abreu, Senior Manager of User Experience (UX) research at ADP, speaks with us about the essentials of inclusive design, educating with empathy, and the future of UX innovation at ADP. 

Designing For All People: Inclusive UX at ADP  

Amber Abreu, Senior Manager of User Experience (UX) research at ADP, has devoted her career to working in the field of inclusive and accessible UX design. She speaks with us about the essentials of inclusive design, educating with empathy, and the future of UX innovation at ADP. 

What are you working on these days?  

I just started a new role as Senior Manager of UX Research for the Growth team. ADP’s Global Product & Technology organization has three UX teams working under an “OneUX” umbrella: Our Generative team focuses on foundational understanding of our customers and internal associates, the Emerge team handles next-generation products, and the Growth team, my team, does boots-on-the-ground, day-to-day research for various product teams. OneUX is a huge effort with a focus on inclusive and accessible design. It’s a new initiative, and we’re all sort of holding hands as we move through this process together. 

As a team leader, I’m excited to support people who are making a positive impact. The work we do on this team really does help people in their lives. I like having a sense of purpose that gets me out of bed every morning, and I want to share that feeling with the rest of my team. 

You’ve had quite a career journey and came back to ADP. What brought you back? 

Someone I used to work with at ADP remembered me, told me they had an opening and asked if I was interested. I liked the people and thought it was a good fit. It was that simple. But I also saw it as a place where I could make a difference. In the 15 years since I’d previously worked at ADP, I’d worked on UX teams at companies like Delta and AT&T, where I’d been able to educate so many people about accessible design.  

I think lots of organizations don’t fully understand what inclusive design actually means, even if they think they do. They might have UX teams, but sometimes they’re just checking a box—though I see this less and less as more people become aware of what smart user experience design can achieve. I was happy to come back to ADP because their commitment to inclusive UX matches my own. 

Your passion for inclusive design is evident. How did you follow that career path? 

In art school, we had only one semester on inclusive design, touching only a small facet in the much larger field of research and design. Inclusive UX is very technical, but the way you implement and deliver technical requirements can be so innovative. I’ve always been drawn to the intersection between problem-solving and really technical aspects of design. Think of some of the technologies we take for granted, like Alexa or Siri. Those ideas came out of inclusive UX design trying to help people with different capabilities and needs. Now everybody uses them, not just people with disabilities. Also, consider people who, for whatever reason, can’t use a mouse. What’s their user experience going to be?  

My personal story is one of the reasons I’m passionate about inclusive design. I was paralyzed due to one of my pregnancies and lost the use of one side of my face. I couldn’t drink from a cup anymore. I couldn’t close my eye. I had to relearn how to do all sorts of things. My experience isn’t the same as someone who is permanently disabled or missing a limb or blind, but I think going through that and being willing to share the experience helps us talk about how UX can affect people and how it can help. 

Probably the most significant technological innovation in modern history has been computerized technology and the internet. Technology was supposed to make our lives easier—but an entire segment of the population wasn’t considered and was left behind, which is antithetical to the whole purpose. If anything, computerized technology should create more equity instead of causing a great divide. I’ve been working my entire career to close the gap. 

What’s your approach to inclusive design? 

I try to educate and create empathy. At previous companies I’ve worked for, I’ve tried to bring people from the community to help inform designers of their particular experiences. I’ve also taken designers to an exhibition called Dialogue in the Dark that simulates total blindness. When you go in, you’re in utter darkness. You can’t see the hand in front of your face, and you confront the challenges blind people face every day. People who aren’t blind know it must be challenging, but being exposed to their daily experience helps us understand what that means. 

It’s important to ask a lot of questions, seek knowledge, and share that knowledge. I tell this to people all the time: You’re not the first person to have this problem; someone has solved it. We just need to talk to each other.  

How do you see your work shaping the future of ADP? 

We’re still in the early days of evolving our UX teams. One area we are focusing on is the employee experience—if you’re an employee and you have to go out and check your payroll statement or your W-2, you’ll see changes there. We’re also updating our all-in-one platform for payroll and HR software targeted at mid-market clients. We’re working to make all of our visual design and interactive components accessible from a shared library. Once we get further, those changes will be visible across other products in our portfolio. 

In the next six months to a year, I would like to put in place a solid foundation for an inclusive research program. It would include recruiting partnerships to bring people into research who have different disabilities and language capabilities and people from communities outside of ADP offices. Long term, I’d like to stand up a dedicated research program focused on informing future-thinking designs so we can operate on an international scale in countries with stricter accessibility requirements like Australia, UK, and Canada. 

What excites you about what’s next? 

There’s this misconception that the accessibility guidelines are only for people with disabilities, which is not true. They are for people whose first language is not in the system language. They’re for people who are older or less educated. There are different tiers of accessibility. And the core fundamental principles are that this work should lift up everyone.  

There’s a lot here to be excited about, and because we’re all working together, we’re going to be stronger in the long run. Our team is growing, and we want people who care, who are willing to say, “I don’t know, but I’m willing to learn.” Every person who works on the project will say that they directly impacted someone with a disability in a positive way.  

Interested in a career as a UX Designer or Researcher?

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Tech & Innovation Blog

“Building a World of Truly Inclusive Technology,” Names ADP a Top Company for Women Technologists.

Women in STEM, Recognition, Grace Hopper Top Companies for Women Technologists Winner recognized ADP for making the most progress toward the equity of women among companies with large technical workforces. We know that having a more diverse organization makes us stronger, and we are proud of supporting women in technology. Hear from Krupali who describes her recruiting experience with ADP at Grace Hopper.

DylanAt this year’s virtual Grace Hopper Celebration hosted by the nonprofit social enterprise, they announced ADP earned the distinction as a 2020 Top Companies for Women Technologists Winner in the Large Technical Workforce category. Read the full press release here. recognized ADP for making the most progress toward the equity of women among companies with large technical workforces. We know that having a more diverse organization makes us stronger, and we are proud of supporting women in technology.

Our Global Product and Technology (GPT) organization stays close to industry benchmarks and has adopted measures to continue to drive progress. ADP also supports philanthropic organizations that nurture the career development of girls and women in the technology field, helping them to fulfill their potential as future tech leaders.

Our technology leaders are committed to driving diversity, including recruiting and developing women technologists while providing opportunities for them to grow their careers.

KrupaliSince we are celebrating Grace Hopper, let’s check out a post about one of our attendees and hear from Krupali as she describes her recruiting experience with ADP & Grace Hopper.

#WomenInTech #ADPLife

To learn more about our Campus Programs, visit Who We Hire.

Tech & Innovation Blog

ADP Recognized on the 2020 Working Mother 100 Best Companies List

Working Mothers, Recognition, Best Companies

Mother types on a laptop computer with child seated next to her

Working Mother magazine recognized ADP for the fourth time as one of the 2020 100 Best Companies for its leading commitment to creating inclusive benefits that support working families. This year’s list applauds companies for supporting families in the face of a changing world of work through programs from gender-neutral parental leave to accessible, affordable childcare.

Working Mother magazine recognized ADP for the fourth time as one of the 2020 100 Best Companies for its leading commitment to creating inclusive benefits that support working families. This year’s list applauds companies for supporting families in the face of a changing world of work through programs from gender-neutral parental leave to accessible, affordable childcare.

“Our 100 Best Companies are the standard of excellence and continue to pave the way with the work they are doing on behalf of working parents and caregivers in the US,” says Subha Barry, president of Working Mother Media. “These companies were well ahead of the curve when it came to supporting their employees during this time of profound change with their family-friendly policies already in place. We celebrate their efforts and applaud them for addressing the needs of this important and ever-growing sector of talent.”

The 2020 Working Mother 100 Best Companies list evaluates companies on key considerations including leave policies, workforce representation, benefits, childcare, advancement programs, flexibility, and more, surveying the availability and usage of these programs, as well as the accountability of the managers who oversee them.

Read the full Press Release.

Tech & Innovation Blog

Stronger Together

Video, Culture, Pandemic

Video: Stronger Together

2020 has been a challenging year, and during challenging times, we are tested the most. At ADP, our associates never wavered in their commitment to our clients, our communities, and one another. We want to share what it means to be #ADPStrong and never to stop spreading hope. Watch our story.

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Hands holding a white walking stick

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.

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Tech & Innovation Blog

ADP – Diversity and Inclusion and CSR

Giving Back, Inclusion, Belonging

Video: ADP – Diversity and Inclusion and CSR

ADP consistently recognized for diversity, inclusion, and giving back to our communities. Some of the highlights!

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All-Female 48-Hour Hackathon Attracted 200 Virtual Participants

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.

ADP 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.

ADP happy at home 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