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Tech & Innovation Blog
My ADP Coming-Out Story
Culture, Voice of Our People, Inclusion
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?
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
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
Remote Work Era: Three Challenges to Overcome
Impact, Voice of Our People, Future of Work
Time to grab on to the perfect opportunity to learn organizational skills, independence, and self-motivation!
Remote Work Era: Three Challenges to Overcome
By Amy H. Chiu, Tech Brand Content Developer
In May 2022, Airbnb’s career page received 800,000 visits since its remote work announcement. What’s the hype? When people say, ‘I work remotely,’ do you think of working from home in pajamas and not worrying about being stuck in traffic?
Remote working is more than that.
As we embrace hybrid and remote workspace, there are more conversations you and your team will be having, including challenges and solutions. As a full-time remote associate who works from a different time zone, I’ve learned methods to stay connected with my team.
My friends in tech often ask me what it’s like working remotely because some of them are considering switching their workstyle. My short answer is remote working is not for everyone.
The story began when I started working remotely as a freelancer a few years ago. Without going to the office, I engaged and experimented with various strategies to complete projects with accuracy and efficiency.
Challenge One – Communication
Are you afraid of missing the hallway conversation that could potentially build trust and work relationships among the team? As an extrovert, my solution is to speak up and share my updates during virtual happy hours and video calls. For example, I challenge myself to say more than “how are you” and answer more than “I’m good.” Having a real, human-to-human conversation during virtual happy hour has taught me to be more empathetic and understanding. I’d check in with my coworker from the other side of the country who caught the flu and adjust the calendar priorities accordingly.
I imagine reaching out can be a challenge for those more reserved in a new environment when they first start in a full-time remote position. This is when turning on video cameras can be helpful during online meetings. We recognize facial expressions during conversations that help us understand the tone of voice without saying too much, and smiling is always a plus!
Challenge Two – Time Management
Another challenge comes in time management, which is especially important for those who work with teams from different time zones. I recommend productivity and time tracking tools such as Toggl and DeskTime that allow you to log the time you spend on each project. The key is to build a schedule for yourself and stick to it. It’s easier to have a routine despite having scheduled meetings on the day or not.
Knowing when to start and pause working is the key for ambitious individuals. Since there’s no hard stop or visually seeing your coworkers packing up to leave at five in the afternoon, give yourself the reminder and permission to finish tasks during your working hours.
Challenge Three – Work Motivation
For those who enjoy the office atmosphere, I recommend joining coworking spaces such as WeWork and Galvanize. You could find a variety of office layouts and meeting spaces, using them to focus on your business. The community can also be an excellent opportunity to network and increase motivation at work.
I work from home and dedicate a space for work only. Having the habit motivates me and sets me in business mode every morning. According to a Social Psychological and Personality Science paper, the researchers asked subjects to change into formal and casual clothing before cognitive tests. They found wearing formal business clothing increases abstract thinking. On the days when I need an extra energy boost, I put on business clothing, even off-camera. The formal attire makes me focus better, and I tend to complete my tasks faster with accuracy.
Welcome to Remote Work
Remote working requires self-discipline, communication skills, and an open mind to collaborate. There will be challenges working with time zones and across teams when you are not sitting across from your coworker in the same office. However, the rewarding feeling of accomplishing projects remotely with the team makes the experience valuable. Please grab on to the perfect opportunity to learn organizational skills, independence, and self-motivation!
We are hiring!
Learn more about what it’s like working for ADP here and our current remote openings.
Tech & Innovation Blog
We are Proud to Design and Create a Workplace for Everyone
Impact, Innovation, Award
ADP will continue to strive to be the best place to work, creating a workplace for diverse talents.
We are Proud to Design and Create a Workplace for Everyone
At ADP, we’re constantly working to provide the best possible experience for our clients and associates. We’re proud to announce that we’ve been recognized with various awards! Whether providing outstanding service or creating a great place to work, we always strive to be the best.
iWIN – Business Resource Group
Women Impact Tech 100
When it comes to gender equity in the technology industry, ADP is leading by example. Our technologists are dedicated to developing inclusive products and services, providing a path forward for all our teams.
Women Impact Tech, an organization focused on improving opportunities for women in STEM, has named ADP one of the top 100 Women Impact Tech companies. The recognition criteria measure employee feedback on workplace culture for women, benefits, diversity, equity, and inclusion efforts.
We are excited to see that our work is reshaping the tech space.
“These top 100 companies are doing the right things that make a difference in women’s ability to have meaningful careers, offering a culture for women to thrive,” said Paula Ratliff, the President of Women Impact Tech.
The good news doesn’t end here! We have also earned recognition from Top 50 Employer by Woman Engineering Magazine, Top 50 Best Workplaces for Women in India, and the AnitaB.org 2021 Top Large Company for Women Technologists for the second consecutive year.
“As a leader, I want to create an environment of empowerment with a diversity of thought and perspectives,” said Laurie Liszewski, VP of Product Development at ADP.
Opportunities across ADP include participation in our Women’s Leadership Development Program, Grace Hopper Celebration with AnitaB.org, and our Business Resource Groups such as iWIN (International Women’s Inclusion Network).
“There’s a lot here to be excited about. We’re all working together, and we’re going to be stronger in the long run,” said Amber Abreu, Senior Manager of User Experience (UX) research at ADP.
We can’t wait to see what’s next!
Next Big Things in Tech
ADP DataCloud has been named on Fast Company’s first-ever list of the Next Big Things in Tech list, honoring the technology breakthroughs that promise to shape the future. We have earned this recognition for our powerful people analytics solution, ADP DataCloud, which leverages our vast workforce data to address the most significant challenges businesses face today, including employee retention, pay equity, diversity, equity, and inclusion shift economic policy. Read the press release here.
In addition to this award, ADP DataCloud has also earned a Stratus Award, the Top HR Product of the Year, and the Data Analytics Innovation of the Year.
We are proud of the product enhancements our teams developed:
- The new Diversity, Equity, and Inclusion (DEI) Dashboard allow companies to see the makeup of their workforce and address underrepresentation.
- Organizational Benchmarks taps ADP’s workforce data to help companies decide how best to deploy workers.
- When paired with ADP DataCloud’s Pay Equity Storyboard, clients can generate a personalized planner and budget to help them close gaps and measure maturity against peers.
This award further validates our clients and prospects of what’s to come and why they need us. Congratulations to everyone who has been a part of the development!
ADP 2022 Built In Best Places to Work
We are the proudest of our valuable people and the culture here. Built In, a top industry source for tech candidates to research and review companies, has named ADP with seven awards, including 2022 Best Places to Work in LA and New York City, Best Large Companies to Work & Best Benefits in both cities.
“Now more than ever, we’re proud to offer an engaging workplace with a dynamic culture that empowers our associates to foster innovation and develop innovative ideas with limitless possibilities,” said Aaron S., Senior Vice President of Product Development at ADP. “We are thrilled to be recognized in New York City and will continue our relentless focus on growing our technology from the energy of our associates.”
“Our highly engaged associates know we’re committed to providing each person with opportunities to use their diverse expertise to develop great products and technology that help deliver amazing client experiences,” said Leonard K., Senior Vice President of Product Development. “Built In LA’s recognition is an honor and a direct reflection of the innovation and dedication of our associates.
Built In’s Best Places to Work program rates companies based on their compensation, benefits, and culture. This year’s list highlights those employers who have created a culture that supports employees in-office and virtually that is diverse, equitable, and inclusive.
Great Place to Work®
Great Place to Work® (GPTW), a global authority on workplace culture, named ADP Brazil Labs and ADP India one of the best companies to work for 2021. GPTW has a mission to build a better world by helping organizations become a great place to work for all.
Here are the award nominations.
ADP India
ADP India
- India’s Best Workplaces for Women 2021
- India’s Best Workplaces™ in IT & IT-BPM 2021
- India’s Best Companies to Work For 2021
- Commitment to Being a Great Place to Work
ADP Brazil Labs
ADP Brazil Labs
- One of the Best Companies in the Rio Grande do Sul.
- Women Impact Tech 2022 Honoree
The awards recognize ADP India and ADP Brazil Labs not only for their talented associates but also for an environment of technological culture and innovation applied in the workspace.
Our clients, associates, and tech recruiting teams remain focused on cultivating valuable relationships in the challenging times of pandemics. We will continue to strive to be the best place to work, creating a workplace for diverse talents.
Thank you, and Congratulations to all our associates who make ADP one of the best places to work!
Interested in a tech career at ADP?
Click here to search for your next move and visit Who We Hire.
Tech & Innovation Blog
AWS re:Invent 2021 – ADP Uses AWS to Enable Workforce Insights
Video, Leadership, What We Do
Accessible Video Controls
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.
Interested in a tech career at ADP?
Click here to search for your next move and visit Who We Hire.
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.
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
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 AnitaB.org’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 AnitaB.org, 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 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.
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.
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.
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
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Tech & Innovation Blog
Designing For All People: Inclusive UX at ADP
UX Design, Inclusive Design, Voice of Our People
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.
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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.
Tech & Innovation Blog
“Building a World of Truly Inclusive Technology,” AnitaB.org Names ADP a Top Company for Women Technologists.
Women in STEM, Recognition, Grace Hopper
AnitaB.org 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.
At this year’s virtual Grace Hopper Celebration hosted by the nonprofit social enterprise AnitaB.org, 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.
AnitaB.org 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.
Since 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
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.
