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Tech & Innovation Blog
Data Privacy: The Future is Now
Innovation, Tech Trends, Career Insights
As a leader in the industry that collects a wide range of data from employees, we ensure the information is safe with us.
Say you met a technologist at a hackathon and want to connect with the person more. Instead of exchanging business cards like before, you’ll likely pull out your phone and exchange information digitally.
From LinkedIn profiles, Instagram usernames, hometown, and family relationships to mentions in articles from years ago, the internet and digital world do not erase one’s footprints in most cases.
With all information and data becoming digitalized in the 21st century, it’s time to utilize them in a way that’s never been done before. Data is not just your social media photo or where you went for vacation; it can be numbers and confidential information from financial to hospital records.
We recently had the opportunity to speak with Xiaojing W., our Distinguished Engineer who advocates for data privacy and user-respectful interactions. She shared with us some ways she keeps applications safe and secured at ADP.
Why Data Privacy is important
By Xiaojing W., Distinguished Engineer
On September 7, 2017, a consumer credit reporting agency announced that it had breached the data of approximately 143 million U.S. consumers, including customers’ names, dates of birth, social security, driver’s license, and credit card numbers. These incidents resulted in a loss of consumer trust, therefore, future business opportunities.
ADP takes pride in building applications that put customers’ privacy first with holistic security and privacy practices. In fact, our Chief Data Officer developed a holistic privacy framework instilling the privacy culture and centrally managing the practices in daily data operations. 
Here are some of our methods:
- Identification and classification of sensitive information as a part of data governance and management
- Implementation of enterprise-level and system-level data observability/monitoring
- Safeguarding information through various data security controls and advanced technologies such as privileged access management credential choices, secured APIs, file shares, and encryption through data’s entire lifecycle Implementation of Data Management Capability Assessment Model (DCAM) measurement processes to make privacy and security auditable
When it comes to creating a trusting experience for users, we have five best practices to share:
- Engage users in setting the privacy boundaries they want while getting the desired functionalities.
- Build a consistent consent model whenever we collect or use data
- Always include a system of consent receipts for auditing
- Bring full transparency and visibility into why we collect the data, how the data is processed/stored, and with whom we share the data
- Practice minimal data collection and store only the necessary data for future operations
With over 1M clients (about the population of Delaware in the United States), ADP pays more than 38M workers worldwide (about the population of California in the United States), and just in the US alone, we reach nearly 20% of the private US workforce.
As a leader in the industry that collects a wide range of data from employees, we make sure the information is safe with us. At the same time, we pay attention to the design process, ensuring a safe, user-friendly experience for everyone involved.
Here are five design patterns for creating user-respectful and privacy-aware interactions:
- Users must actively opt-in to having their data collected and used
- Users must give consent to every type of data processing activity
- Users must be allowed to withdraw their consent easily at any time
- Users should be able to check every organization and all third parties that will handle the data
- Use just-in-time data collection
Tech Trend: All about Data
Data is always changing, which means more people want ways to keep their information private. This has led to the development of new techniques that preserve user information in large datasets.
Here are four types of technologies that are getting attention in the industry:
- De-identification: we remove or encrypt PII and CII. Multiple techniques, such as tokenization, K-anonymization, and pseudo-anonymization, are provisioned within a Single Global Data Platform (SGDP).
- Differential Privacy: The idea is to add a layer of privacy by adding noise to the original data sets. The new sets make it extremely difficult to infer information about a single individual, while the accuracy of the data analysis and machine learning tasks is not compromised too much.
- Synthetic Data: is algorithmically generated data that mirrors the patterns and composition of the original dataset. Synthetic data can be significant for engineers to test with production-like data. It is also widely used for training the machine learning models used in fraud detection systems and applications with no data or hard-to-get initial data.
- Zero-knowledge proof: Utilizing cryptographic technology, a claimant can validate assertions of confidential information to its verifier without disclosing the details. By leveraging blockchain-based decentralized identity ledger, individuals and companies can easily control who has access to their digital identities. This provides trustful proof of identity, making it easier for users to manage credentials across the web securely.
You may ask, how does the new landscape in data privacy change our product design thinking?
To better understand our clients and the needs of their employees, we must have a comprehensive view of who they are (i.e., profile data) and what they do, and how that impacts their day-to-day (i.e. behavior).
By following HBR‘s new data privacy rules, our products will empower users with trustworthy technology solutions.
Our private permissioned blockchain also safeguards highly sensitive personal data while simultaneously allowing individuals complete control. This innovative technology enables ADP to craft new products and services that benefit employees and clients.
Closing Thoughts
Data privacy isn’t the Privacy Officers’ job; it’s a collective responsibility. As engineers who are often tasked with the technical aspects of securing sensitive data, we must understand the landscape of privacy-enhancing tools and technologies.
Keep in mind that we must stay up to date with the changes in the data industry as our users trust us with their information. Taking care of the trust and protecting the data should be everyone’s top priority.
#Data #DataPrivacy #WomeninStem #Automation #UserExperience
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Tech & Innovation Blog
Accessibility and Tech: Driving Change at ADP
Impact, What We Do, Diversity
“To me, ADP Tech is Complex, Nuanced, and Comprehensive.”
Before we dive in, get to know our author!
Kelsey H., Head of Accessibility, leads accessibility efforts with the mission to ensure ADP’s product teams deliver fully accessible, disability-inclusive experiences to our users. From writing a monologue to performing on Broadway, she went from studying musical theatre to becoming an accessibility professional. She enjoys hiking and bicycling with her husband and Blue Heeler dog Ollie.
Accessibility and Tech: Driving Change at ADP
By Kelsey H., Head of Accessibility
Kelsey and her husband
Coming to ADP
I came to ADP because it was an opportunity to impact the disability employment divide directly and positively. As an HCM software company, we can empower people to obtain and maintain employment through inclusivity. This is an important goal for me, recognizing a significant number of people in the disability community are un- or under-employed. Technology can be empowering – we have such an opportunity to use technology for good!
Designing for All People
I firmly believe qualifying the word “people” with “all” is important. We’re always designing for *all* people because we want to include everyone. I wish we didn’t have to qualify for that, but we live in a world where we are still breaking down barriers. It’s time to recognize our differences and learn that different ways people exist make our world work – the voices we each have bring meaning and enhance our understanding of community.
My Story – How it Began
I’m not sure if how I got here was entirely “intentional.” My path has been long and winding – it wasn’t planned, and it’s changed at many junctures. There’s something special in seeing a door open and pursuing it wholeheartedly, even if it’s not what you originally planned or saw yourself doing.
I have disabilities and medical conditions, which certainly have both indirectly and directly guided me on my path to my current career – I grew up surrounded by disabilities in a variety of ways. A big part of my background has informed how I show up as an advocate in the disability community and an accessibility professional.
I was trained as a speech-language pathologist, teacher of the deaf, assistive technology specialist, and language/literacy professional. During my career journey, I’ve worked in various sectors, such as early intervention, K-12 education, community transition, sub-acute rehabilitation, higher education, and at large corporations.
The disability community has nurtured me through every opportunity to grow, and I thrive on learning something new every day. The late Stella Young said, “Having a disability doesn’t make you exceptional, but questioning what you think you know about it does,” and truer words have not been stated.
This is not a field for “ego.” Accessibility is a space of constant learning. I arrived at this work by following the path that unfolded before me, trusting myself and the community, and always being willing to wonder, “what if?”
Leading the Accessibility Team
Accessibility is a critical and foundational aspect of the user experience.
I love conceptualizing the positive impact we at ADP can have on disability employment. There is so much work to be done in this space, and this is work that matters. It directly impacts people’s lives.
Accessibility professionals are unique – many of us are members of the disability community or have loved ones who are. The path is both great and challenging. It can be difficult to advocate for your rights and the rights of those in your community while living in the world as a person with disabilities.
The level of empathy accessibility professionals have is unmatched. I also find so much creativity, mindfulness, love, and care leading accessibility teams because the work is often so misunderstood early on that it takes strong comradery and partnership. It’s such a joy leading and growing accessibility teams!
Getting Involved in the Tech Community
At my previous employer, I co-founded their Disability-focused Employee Business Network, DIG (the Disability Inclusion Group). I was so excited to know ADP has a Disability-focused Business Resource Group (BRG), Thrive. I am currently the Vice President of North America, serving Thrive! As for conferences, I attend many – because of my certifications, I must keep up with many continuing education hours.
Here are the conferences I usually attend. I hope to see you there and if you see me, make sure you say, “hi!”
- Assistive Technology Industry Association Conference (ATIA)
- CSUN Accessibility Conference
- ICT Testing Symposium
- Disability: IN Annual Conference
- Inclusive Design 24 (#ID24)
If accessibility is new or something you are curious about, here are three pieces of encouragement I have for you:
- Keep learning – just when you feel like you’re figuring things out, assume there’s more to learn about disability and accessibility (and that’s okay).
- Progress over perfection – accessibility is never done. It’s a forever journey that makes products better, stronger, more usable, and more innovative.
- Never lose your wonder – I cannot stress this enough. Wonder about disabled people. Wonder about accessibility. Never stop asking questions, even if you don’t get concrete answers. I fear many professionals, particularly in corporate environments, have lost their ability to wonder. I think this is dangerous!
Photo credits to Disabled And Here Project by photographer Chona Kasinger
It is okay not to know everything and to sit in wonder – it reminds us life is complex and nothing is entirely sure. This is true of accessibility sometimes, too. And I think there’s beauty in working in a field that does not always have a concrete answer. Sometimes we must pave the way through a great unknown!
Leadership: Making an Impact
Kelsey and her husband
I’ve shared my journey and how I entered this impactful role at ADP. So, what does the future look like? Well, I hope to be a catalyst for people’s understanding of accessibility. Everyone has a stake in creating accessible and inclusive experiences – whether it’s due to a person or a peripheral connection. The disability community is the largest under-represented population in the world, and it’s also the one anyone can become a part of at any time.
With age often comes disability. Accidents happen that change how people navigate the world. We are a highly connected society that expects physical and digital access. I remember a non-disabled designer once telling another non-disabled designer, “You’re not designing for the current you; you’re designing for the future you.”
Disability is a natural part of any living being’s community and experience. It is a way to exist in the world. If I do nothing else, I hope I can help impact people’s understanding of disability and the role(s) they must play in making or breaking someone’s ability to show up and engage.
Listen to and learn from the disability community. Understand their experiences – include them in conceptualizing and building products. Don’t assume their needs and make choices on their behalf of them. Make mindful choices with them.
Interested in a tech career at ADP?
Search for your next move, and visit Who We Hire.
#Accessibility #Disability #Community #DesigningForAllPeople #Technology
Data’s Power to Inform Decisions in Business and Work
When faced with decisions to make — no matter the topic or implication — it’s human nature to seek data. We all want information to help us make the right choice, to prove our assumptions, to validate the courses of action we’re about to take. In business, data is driving important decisions in marketing, operations, logistics and other essential business functions. We’ve seen that the insights drawn from data can provide a reliable path to better outcomes.
But data about people has perhaps never been valued like it is today. People data is propelling better assessments about the workforce and the global economy. From hiring to compensation to promotion and everything in between, each data point reveals a truth that can help business leaders and human capital management (HCM) professionals make better choices when it comes to their workforce. Collectively, such data-driven decisioning can unlock the doors to a more diverse, equitable and inclusive world of work.
How Data Can Inform People Decisions
With the technological tools we have today, we can mine and use real-time data to track important HR metrics, but more importantly, we can proactively help solve HR issues like turnover and retention. Through aggregated and anonymized real-time data, we can start to see trends emerge and even predict the likelihood. Data detailing how long people stay at a job, how much they earn and how often they get promoted can help businesses get a clearer picture of where they stand against the backdrop of the global economy. For example, analyzing their people data enabled one company to discover the reasons for involuntary turnover in their organization. Using these insights, they changed processes, procedures, and policies, which resulted in a 20% reduction in turnover.
Benchmarking data – knowing what other businesses in your industry or geography are paying – can also mean the difference between attracting talent to your organization or losing them to a competitor. Today’s labor marketplace has more jobs than candidates and is in constant flux. Companies need to know how they compare to others on compensation, benefits, and other key employment factors. In this environment, having up-to-date HR intelligence is crucial.
Data as a Flashlight
There’s no question that having access to this level of detail in your people data can help make your organization more competitive in the talent marketplace. But perhaps more importantly, this transparency into your people analytics can help you identify gaps in representation and equity and take meaningful steps to close them. There’s a need in society to continue to push forward with creating an inclusive environment for everybody, and the first way to advance that goal is by measuring progress. If you can’t measure progress, then you can’t adequately assess whether you’re making improvements to people’s situations.
Examining a critical DEI challenge, let’s consider pay equity. At the end of the day, there’s nothing more important than making sure that people are paid correctly and fairly for their contributions. In the past, it’s been difficult to accurately assess differences in compensation. We’ve known for some time about gender pay inequities but they’re often too high-level for companies to tangibly action against. The resulting discussions around the root of the issue and how to fix it also become too high-level in response. This doesn’t help leaders and HR professionals who want to reduce pay inequity in their organizations. By analyzing internal HR data and then comparing it to benchmarks across industry, demographic, geography, function and job titles, companies can now pinpoint where their organization is missing the mark.
One misconception is that hiring people at a better rate of pay will help close the gap. If you bring people in, you’re not actually creating upward mobility inside of the organization. By examining compensation across a wide range of job titles and companies and evaluating what it really means for somebody to move up, organizations can better understand where they might need to adjust course.
Pay transparency is another important and often forgotten element to closing pay gaps. Data can empower and giving employees more information about the pay of their colleagues and for similar roles in their industries can help workers across underrepresented groups gain negotiating leverage.
Data can help organizations resolve these inequities proactively, resulting in higher employee retention and better talent acquisition. Data helps you see around corners and acts as a flashlight into dark places on your path forward. We can use data to identify when people aren’t paid to the level that they should be paid. We can create tools to plan and budget to adjust for those pay gaps. Ultimately, the goal is to turn real-time data into actionable insights and workplace solutions that help businesses and people thrive. By February 2022, 75% of clients using the solution have shown improvement in pay equity, making a $1.1B impact on communities in the US.
Driving Change through Data
It’s important for organizations to reflect on what’s visible within their people analytics, looking for the context and connections that create uneven effects. When patterns emerge, examine what happened earlier to understand potential causes and tailor proposed solutions. When it comes to creating a better, more equitable world of work, focus on removing barriers to progress and building programs and policies into your workplace culture that allow your employees to show up as their best selves. By using data to channel your efforts, you can effect meaningful change and become part of the benchmark that challenges others to follow suit.
Tech & Innovation Blog
2022 IN REVIEW – Top Ten Blogs from Innovation to Leadership
Why ADP, Tech Trends, Career Insights
From Tech Trends, Women in STEM, and Career Advice, to Award Stories, we will continue sharing stories with the community.
2022 IN REVIEW – Top Ten Blogs from Innovation to Leadership
Cybersecurity, hybrid work, and diversity – business is changing.
We started the year with a video on workforce trends, sharing that 75% of the global workforce changed how or where they live. Workers who trust their team and leaders are seven times more likely to be strongly connected. 
With a new year ahead, we continue building a transformed workplace, designing for everyone. Here’s a video on ADP leaders sharing insights about our DE&I strategies and how to lead with inclusive language.
Top Ten Blogs of the Year
1) Looking for an Internship or First Job? Here’s the secret to getting hired
What do I do if an internship requires a specific degree? What if the job required two years of relevant experience and I only have 1.5 years?
Liz Gelb-O’Connor, Global Head of Employer Brand & Marketing, shares hiring stories and qualities recruiters look for in top candidates!
2) How Al/ML are Driving Innovation and Opportunities at ADP
The blog is tailored for technologists interested in Artificial Intelligence (AI) and Machine Learning (ML).
“The future of learning will involve more personalization and customization based on learning styles, competencies, and preferences.”
Hear about the future of Human Capital Management Software and AI applications in the real world from Julio Hartmann, Vice President and General Manager of ADP Brazil Labs.
3) Career Journey from a Filmmaker to a Conversational Designer (CxD)
What does storytelling mean? Meet Azfar R. as he shares his inspiration and career journey from a filmmaker to a conversational designer.
“For anyone who wants to work as a conversation designer, the first step would be to understand how human-computer interactions (HCI) work.”
4) Team APIs: What They Are and Why They Matter to Teamwork
We live in a world where people always look for the next best thing.
Regarding leadership, we know that if you’re engaged with your team, they will be engaged too, which translates into a lack of passion and excitement in the products they create!
Charles explores various team management methodologies in this blog, including four different team types and three interacting models.
5) The Five Key Elements of a Product Champion
Is coding a requirement for working in tech? I come from a non-tech background. Is there a role for me at ADP Tech?
“One of the most critical tasks in product management is to track the team’s steps and measure if they will lead to the desired objectives and outcomes.”
Read the five key elements in product management and search for your next move!
6) Devi R., Senior Director of DevOps, Builds Products with Empathy
“STEM, to me, is beyond degree and credentials. It’s about applying and leveraging engineering knowledge and empathy toward every product.”
How does Day in Life look for the Senior Director, DevOps? What is a piece of advice for young technologists?
Meet Devi R., a technologist who enjoys exploring the world and inspiring others. She joined ADP in 2020, building the ADP’s flagship MyADP with her team in Global Products & Technology.
7) Life @ ADP S2EP4: Let’s Talk #ADPTech
Have you subscribed to Life@ADP? Click the play button and grab a drink.
The episode is great for associates and applicants interested in the scale ADP operates at, including the leadership teams’ strategies and their focus on data security.
Lohit Sarma, a Senior Vice President of Product Development, spoke about various areas in #ADPTech, from User Experience (UX), Security Engineering, to Site Reliability Engineering.
Life @ ADP is available on iTunes, Spotify, Google, iHeartRadio, and Amazon Music.
8) 2022 Workforce Trends – Future of Work
We identified the top trends reshaping the future of work:
- Data & Expertise Power Resilience
- Innovation Accelerates Growth
- Employee Visibility Refined
- People & Purpose Drive Culture
Rewatch the workforce trends in 2022 here. For more insights, subscribe to the tech blog and receive monthly newsletters.
We were proud to celebrate Pride Month in June by featuring Taylor, the Information Security Project Manager, and her story of how she has always been met with kindness here at ADP.
“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.”
10) APIs vs. Web Service: What’s the Difference?
We live in a digital age where almost everything is done through an API or Web Service. Have you ever wondered about the differences? What’s the future of using API standards?
We spoke to Leslie E., Senior Director of Application Development, and she shared her take on integrations for our Human Capital Management (HCM) products.
We’d like to thank our associates across the globe for contributing! From Tech Trends, Women in STEM, and Career Advice, to Award Stories, we will continue sharing stories with the community.
Don’t forget to subscribe to our tech blog and receive monthly newsletters!
Learn more about what it’s like working for ADP here and our current openings.
Tech & Innovation Blog
CSI:UK – Fingerprints to Critical Incident Response
Voice of Our People, Career Journey, Women in STEM
Click the play button below to hear from Elaina.
“Changing careers can be scary, but it was the best thing I ever did for myself. Don’t underestimate your potential!”
Criminal Minds, CSI, Mindhunter, you name it.
For those who love true crime documentaries and podcasts, you must be familiar with the role of forensic scientist – the person in a white coat analyzing evidence as the detective rushes into the lab to verify if the fingerprints match.
Meet Elaina K., a former Forensic Scientist who took a turn in her career and landed a role at ADP.
Elaina (right) and her friend at ADP
Q: Elaina, you worked as a forensic scientist before coming to ADP. How did the journey begin?
A: I worked as a forensic scientist for more than seven years. While the forensics industry is growing in the United Kingdom, it is still very niche compared to other sectors. I reached a point where I pursued everything from analytical skills to leadership experience.
Q: Many are curious about what forensic scientists do. What type of cases have you worked on previously?
A: A part of my daily routine was to analyze and research. My team pieced evidence and helped detectives on closing cases. I remember analyzing 250 kg (about 551.16 lb) of cocaine and heroin in one case!
Q: Wow! How would you describe the turning point from forensic science to working in tech?
A: Growing up, I was always interested in technology. Tracing back to my early teen years, I developed an interest in science and pursued chemistry, biology, and physics. I knew it was time for a new change. In 2016, I saw the opportunity to work as a Technical Services Manager at ADP, and I applied immediately.
Q: Incredible. It’s been six years since you started. Why do you stay?
A: The short answer is I stay for the people. I am now the Manager of Major Incident Response, providing leadership for over 900 applications, products, and services. I wake up every day knowing what I want to deliver at work. The support I receive from my family and the ADP community is beyond imagination. I am proud to work for a company that values diversity in associates’ backgrounds and cultures.
Q: That’s powerful. What does diversity mean to you and your team?
A: As a people leader of color and a female, I value the differences and invite my team to celebrate each other’s achievements in their career journeys. I also encourage my team to mark cultural holidays on their calendars.
Q: As a people leader, what message would you like to highlight?
Elaina and her family
A: Great emotional awareness of people’s feelings and excellent interpersonal skills are required. This is especially true in management. My team now comprises six associates in the US, one in the UK, one in France, one in Brazil, and three in India. Empowering and valuing every voice is the key. If associates can’t be themselves, how can managers bring the best out of them? As a leader, I ensure they can lean on me for support and guidance.
Q: What are some overlapping qualities between working as a scientist and working as a technical manager?
A: That’s a good question. First is attention to detail. As the team creates products and services, paying attention to every detail is essential as it could impact the result for both clients and associates. The second overlapping area is people management skills. I always take time to understand my team and identify when they need support.
Q: What are some of the rewarding moments?
A: I found my sense of purpose in working and helping both associates and clients at ADP. Without it, I wouldn’t have had the strength to achieve my personal goal, which I’m proud to share – I am now a homeowner!
Q: That’s amazing! Thank you for sharing. What does #ADPTech mean to you?
A: #ADPTech is innovative and cutting-edge. I love how there are always events across Business Resource Groups (BRG) supporting associates across the globe. The culture and people make me look forward to having more diverse conversations with technologists from different industries.
Q: What tech roles do you partner with?
A: So many! From Developers, SREs, SROs, Analysts, Infrastructure engineers and teams, QA Testers, VPs, Product Owners, and Application Support to Tech support teams. We partner with every ADP location from California to Melbourne.
Q: What can incoming associates expect from ADP?
A: I value career progression, and ADP provides the environment for personal growth, including resources and benefit programs. Be prepared to work with teams both in and outside of your country. Supporting one another will keep you motivated and engaged at the time!
Q: Lastly, what is one advice for technologists from a non-traditional background?
Elaina’s homemade cupcakes
A: I am not a developer nor a coder, but I work in tech. There are roles with great opportunities that require interpersonal skills and working with people.
If you are an applicant from a non-traditional tech background, review job descriptions carefully and don’t be afraid of the titles. An opportunity to showcase skills and talents during an interview is always helpful in landing the right role!
As people slowly return to work, Elaina is excited to meet her virtual team in the future and get to know them better outside of work. She also enjoys baking every month and making chocolate cupcakes for her family and friends.
Further Reading
AnitaB.org Named ADP the Top Large Company for Women Technologists
ADP’s iWIN Business Resource Group sponsored GirlHacks 2022 Hackathon
The Five Key Elements of a Product Champion
We’re Hiring!
Click here to search for your next move, and visit Who We Hire.
#WomeninSTEM #DE&I #Leadership #Technologists #ForensicScience
Tech & Innovation Blog
Celebrate National STEM/STEAM Day with ADP
Early Talent, Impact, Women in STEM
Celebrate National STEM/STEAM Day with ADP
Grace Hopper Celebration 2022
ADP is a place with opportunities to grow, from supporting young talents to providing resources for women technologists.
According to Microsoft’s study in partnership with KRC research, young girls lose interest in STEM as they get older. However, the study found 63% of middle school girls who know women in STEM feel powerful doing STEM. By connecting and building their confidence in STEM (Science, Technology, Engineering and Math), we can make a difference in our future workforce.
By hosting STEM events, increasing the number of STEM mentors, and building an inclusive environment, we can all take part in encouraging young talents to develop their interests in the field.
Supporting Young Talents
With a commitment to growing opportunities for women in STEM, ADP’s International Women’s Inclusion Network (iWIN) Business Resource Group (BRG) was proud to offer insight and guidance to new technologists, even before the young talents begin their careers.
ADP just participated in the amazing and successful GirlHacks 2022 Hackathon. Aini Ali, Vice President of Major Accounts Operations and member of ADP’s International Women’s Network Business Resource Group (BRG), had this to say about it, “The iWIN BRG was proud to sponsor the event that aligned closely with our mission to provide tools and a network for women and children of all ages,” Aini said.
This year’s GirlHacks, a 36-hour women-centric hackathon, featured motivational speakers, discussion panels, and mentoring programs created to inspire women and support advanced career growth. ADP iWIN BRG would like to thank the EMPOWER committee and members who generously donated their time to engage with the students. We encourage you to learn about the fantastic opportunities for collaboration and partnership our BRGs offer.
Internship: Let Talents Shine
Nina P.
With core values of inspiring innovation and social responsibility, team leaders and associates are constantly promoting the GPT Development programs, summer internship positions, and work opportunities across ADP. We take pride in providing resources and connecting with next-generation talents.
Nina P., a Data Science intern, met with her mentors weekly during her two-month internship at ADP. She utilized the 30-minute sessions to discuss project progress and personal growth.
“I love connecting with people both in and outside meetings. Everyone was there to share ideas and brainstorm together,” Nina said. “When I return to school, I’d encourage future interns to ask questions and reach out to as many people as possible from day one.”
Nina described her two-month data science team experience as innovative, with hands-on opportunities. She was assigned to work on projects that led her to learn new technologies. Nina also widened her area of interest in tech as she dived into using Natural Language Processing (NLP) which was not her focus of study at school.
At the end of her internship, the Data Science team was pleased to offer Nina a full-time position. “I am so happy to have accepted the position as a Data Scientist at ADP following my graduation from Georgia Institute of Technology,” Nina said. “I am thrilled to be surrounded by such a brilliant group of innovators starting in December!”
Women in Technology (WIT) 2022
Women in Tech Scholarships
ADP sponsors scholarships to encourage women to pursue tech careers through the Women in Tech (WIT) organization, promoting STEM opportunities for young talents.
In June, ADP was a VIP sponsor of 2022 Women in Technology (WIT) Connect, one of Atlanta’s most engaging and interactive events for science, technology, engineering, arts, and math (STEAM), with over 700 top-level executives and leaders attending. This event was about giving back and supporting the development of young girls and women in STEAM. The event highlighted the WIT Girls, Campus, and Single Mothers in STEAM, awarding scholarships to the WIT Girls and WIT Campus students.
Jimmy Adams, Senior Vice President of Global Product & Technology, and Melanie Shook, Vice President/General Manager of Small Businesses Services, presented the scholarship of $15,000 to Rian T., a student in Information Technology at Georgia Gwinnett College. Rian, the WIT Campus Scholarship third place winner, would be using the scholarship to fund her studies.
Jimmy Adams and Melanie Shook Presented
2022 WIT Campus 3rd Place scholarship
As the Executive Sponsor for WIT, Melanie shared her journey helping with the WIT scholarships to her recent appointment on the WIT Advisory board.
“STEAM careers have always been part of my DNA. As an industrial engineer out of college, I made it my mission to promote the advancement of these fields and did so individually,” Melanie said.
Fast forward 20+ years later, she connected with WIT and was immediately drawn to the organization and empowering girls and women in STEAM. In addition to WIT, ADP is a National Club partner for Girls Who Code, and a sponsor for the Grace Hopper Celebration.
“I’m proud to work for a company that encourages leaders to drive an increasing presence for women in STEAM,” Jimmy said. “It’s been great watching the Atlanta WIT events and community grow over the past years.”
ADP also celebrated the current and future female leaders in tech at another WIT Awards ceremony in October. The awards included Girl of The Year, Campus of The Year, and Women of The Year, along with a WIT Build Her Up award for an individual who championed women in their networks, workplaces, and communities.
“The mission remains the same, and I can’t wait to meet the girls at the WIT Campus Next Level Up Mentorship Program closing event in Alpharetta,” Melanie said. “I’m excited to see what the future holds in our partnership.”
For the Campus Club of the Year award, we presented $5,000 to Georgia Gwinnett College as the top college campus across Georgia, recognizing their sponsorship with companies for workshops, competitions, mentorship, and internship placement.
“Providing opportunities for women in technology will enable a more diverse workforce for ADP and all technology companies in the future,” Jimmy said. “There is a lot of momentum with our WIT partnerships, and the future looks bright!”
Manjula (seond from the right) and her team
The Future: Support Women Technologists
Women make up more than 50 percent of our workforce at ADP, and we continue encouraging them to celebrate each other’s achievements to build an inclusive culture here.
Manjula G.
“I am passionate about ADP’s commitment to support WIT and other programs,” Manjula G., Senior Director of Product Development, said. “The opportunities allow us to foster a workplace that attracts, engages, and retains the top tech talents, building reliable and innovative HCM solutions for our clients, partners, and associates.”
Initiatives such as supporting talents and building business resource groups for women technologists have also helped ADP earn recognition from different organizations.
We are named one of the Top Companies for Women Technologists Winner for the third year by AnitaB.org. Further reading: Meet ADP Women Technologists who spoke at Grace Hopper Celebration 2022.
Celebrate National STEM Day with us! Consider volunteering, joining mentorship programs, and giving back to the communities.
#NationalSTEM/STEAMDay #GHC22 #ADPTech #WomeninSTEM #YoungTalents
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How Technology Is Evolving to Bridge the Gaps of the Dynamic Shifts in the Talent Landscape
JOBS & UNEMPLOYMENT
Bridging the Talent Gap With Data-Driven Technology
CONTRIBUTOR
ADP
PUBLISHED
OCT 20, 2022 1:53PM EDT
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By Don Weinstein, Corporate Vice President of Global Product and Technology at ADP
With their priorities shifted by the pandemic, today’s workforce wants more from their employers, including greater flexibility, better work-life integration and a heightened focus on diversity, equity and inclusion – and they are willing to make a change to get what they want. We’ve seen more workers re-evaluating their place of employment, with seven in 10 workers saying they’ve considered a career move in the past year. Despite anecdotes to the contrary, we remain in a tight labor market, and the best way to get in front of the ongoing hiring challenge is to start by holding onto your experienced workers. By leveraging new data-driven technologies to create engaging work environments, today’s business leaders can confidently bridge the talent gap and create a more engaged workforce.
In this age of the employee, it is critical HR leaders continually assess their employment brand to find ways to improve the worker experience. Is your workplace environment truly inclusive? Are you giving employees challenging work that leverages their strengths? Are you taking care of their health and welfare needs? Leaders need to ask themselves these questions, while deploying data-driven HR technologies that can help identify the right solutions. For example, personalized worker surveys can help employers better understand their workplace culture and predict potential retention challenges. Another important tool is skills mapping, which breaks down jobs into a set of inter-related skills, enabling employers to mine internal applicants for potential fits as well as career development opportunities. The same technology can also assist your external recruiting function, by broadening potential talent pools to look at all relevant candidates, including those from non-traditional backgrounds.
The evolution of HR tech accelerated when our ways of working were upended a couple years ago. But these changes have kept the industry dynamic and ignited new innovations. As we look to the future, we see a lot of promise in these areas of HR tech:
AI and machine learning for sourcing talent in hard-to-fill jobs: Algorithms are being deployed to find novel talent pools to source candidates through skills matching and retargeting. These algorithms also play a bigger role in upskilling tomorrow’s workforce, providing insights on skills-based learning and career pathing that can help guide and advance employees’ careers.
Technology-driven advancements for building more diverse and inclusive workforces: Skills matching can help uncover capable candidates from non-traditional backgrounds. Sentiment analysis can be used to assess employee perceptions on the overall level of inclusiveness in the workplace. And machine learning can help identify and correct workplace equity gaps.
Of course, these approaches will be effective only if companies remain agile during times of change. Leaders need to ensure that the right systems are in place to optimize their teams’ ability to deliver good work and to adapt as the environment shifts. Essentially, businesses need technology designed for how work gets done, so they can more easily adjust at the pace of change.
You can hear more about these emerging HR technology trends, what’s to come and how to stay agile in my Nasdaq TradeTalks interview below:
Tech & Innovation Blog
Accessibility: Designing for All People
Impact, What We Do, Diversity
The pandemic has shifted many activities online, and if groups are not taking action to support those who need access, we are losing valuable opportunities to connect.
Accessibility: Designing for All People
By Amy H. Chiu, Tech Brand Content Developer
“Good design, when it’s done well, becomes invisible.
It’s only when it’s done poorly that we notice it.” – Dieter Rams
Through connecting with developers, UX designers, and product managers, I noticed one thing in common – our vision and efforts in designing and making tasks easier for people.
When we use the term “for people,” we go through mindful discussions on what it means to include everyone. We celebrate each other’s unique traits and identify our groups, shedding light on the stories behind every smiling face.
Photo Credits to Disability:IN
For a long period, my search history was filled with “what is inclusive design” and “why is accessibility important.” As a content creator, the best thing I could do is to educate myself and be mindful of every published word.
Why do I do the things I do? A sense of purpose behind every task, every connection, and every blog is essential. Ensuring people with disabilities have access to digital spaces is just as critical as writing the content itself. I learned accessibility is a group effort.
Practicing inclusiveness in today’s workplace is not a “have to do to make your image look better” instead, it’s making a difference in real people’s lives.
I had a long conversation with my engineering friend the other day. He drew one big circle on the left side of a whiteboard and a smaller circle on the right.
“This is the amount of information a person without a disability can get in our current world,” he pointed at the bigger circle.
“What about the small one?” I asked with curiosity.
“The small one is the amount of information currently available in the world for people with disabilities,” he said. “Designing a piece available for them and contributing to the smaller circle creates a huge impact.”
The conversation had almost gotten philosophical, but I got his points. In other words, many articles are not available to our friends with disabilities.
According to the 2022 WebAIM Million Report, 96.8% of home pages had detectable Web Content Accessibility Guidelines (WCAG) 2.0 failures. They analyzed over one million web pages and reached an upsetting percentage.
As human beings, we can do better for each other. The pandemic has shifted many activities online, and if groups are not taking action to support those who need access, we are losing valuable opportunities to connect.
Kelsey H.
I connected with Kelsey H., Head of Accessibility, to learn more about belonging. She leads accessibility efforts and the mission to ensure ADP’s product teams deliver fully accessible, disability-inclusive experiences to our users.
Kelsey is an anti-ableist accessibility professional and educator, living and thriving with several non-apparent disabilities and diligently working to ensure the idea of ‘belonging’ includes the disabled community.
“My journey to anti-ableism work and accessibility has been long and winding,” Kelsey said. “Ultimately, as a person with disabilities surrounded by the disability community, it is no surprise disability, accessibility, and inclusion work are at the core of my profession.”
Kelsey’s team works with designers, developers, product managers, and leaders at every level across ADP to bake accessibility into the fabric of our work and the products we deliver. Her goal is to shape ADP’s overall strategy in providing products that are not just always designed for people but always designed for all people.
“This is important for ADP’s product & technology teams with an opportunity to further drive thought leadership on disability and accessibility,” Kelsey said.
We look forward to having Kelsey share her work and career journey in an upcoming article series.
Stay tuned and subscribe here to receive monthly newsletters.
Tech & Innovation Blog
Moving Forward, Welcoming & Connecting: A Leader’s Journey
Women in STEM, Voice of Our People, Innovation
‘¡Bienvenidos! ¡Pase, Adelante!’ – Welcome, come on in! Feeling connected and belonging allows us to feel comfortable and bring our authentic selves.
“We must use our lives to make the world a better place to live, not just to acquire things.
That is what we are put on the earth for.” – Dolores Huerta
ADP is proud to celebrate National Hispanic Heritage Month (NHHM) by recognizing the cultures and the histories Hispanic Americans contributed through generations in this country.
This year’s theme is Unidos: Inclusivity for a Stronger Nation, which means making positive impacts together. We connected with Isabel Espina, Vice President of Product Development, WorkMarket. She’s a dog-lover, a traveler, and a leader who always focuses on paying it forward.
Here’s her lens on giving back to the community.
Moving Forward, Welcoming & Connecting: A Leader’s Journey
By Isabel Espina, VP of Product Development
Isabel and her family in Abu Dhabi
Adelante, in Spanish, means to move forward. It is also commonly used to welcome someone into your place. ‘¡Bienvenidos! ¡Pase, Adelante!’ – Welcome, come on in! Latinos value family as a source of strength and protection. Welcoming others and making them feel at home is part of our DNA. The sense of family and belonging is intense and is not limited to the immediate family but the extended grandparents, cousins, friends, and friends of friends.
These families very often extend to our work families. Feeling connected and belonging allows us to feel comfortable and bring our authentic selves to the experience. ‘Estás en familia’– you are part of the family. You are safe, and we have your back. These values were core to my experience growing up.
I was born in Cuba during the height of the Castro Revolution. My parents were the first from their respective families to leave, seeking freedom of expression and opportunity. They left their homeland and family for a better life in the United States. They wanted their daughter to grow up with freedom and opportunities.
We arrived in Spain in December, a time of year meant to be joyous and surrounded by family. Instead, we were alone in a foreign country. Fortunately, we had kind neighbors who welcomed us into their homes, helped us with warm clothes, and invited us to ring in the New Year. They even showed up on January 6 (Feast of the Epiphany) with a small gift that ‘Los Reyes’ had left in their home for ‘Isa.’ This kind gesture from our Spaniard neighbors meant the world to my parents. We were not alone. We had support and felt a sense of belonging. The sense of inclusion gave us tremendous comfort.
This connection quickly grew into a community that gave us insight into navigating employment in Spain. Although we were not Spaniards, we connected to our neighbors through language, ancestry, and family values. With the help of the newly established community, we thrived in Spain and prepared ourselves for the next leg of the journey to the US.
The values ingrained in the Spanish culture of family, support, and solidarity translate directly to how we lead organizations.
ADP’s Research Institute has studied the data and developed a measure of Inclusion Measuring the ‘I’ in D-E-I. They define connection as one’s feeling of being seen, feeling heard, and feeling valued for their uniqueness. The study found that strongly connected people are 75x more likely to be fully engaged at work.
Isabel and her family traveling to Alhambra
It’s been 25 years since I first came to ADP. Key to the culture here is the sense of inclusion, which is why I stay. I joined to create innovative products, and I did. Every time I hear there are millions of users now with the ADP Mobile Solutions app, I think of the days when I brought it to life with my previous team. Although the app has evolved beyond what we did, I find it rewarding to hear how much people love it today.
The more comfortable one feels with the team, the better the ideas flow. The creativity and excitement then lead to an amazing product. We must attract a workforce representative of our clients and the communities where we live and work. These communities allow us to understand and provide insights into building better products.
One way to gain a sense of community is to join and attend events sponsored by a Business Resource Group (BRG). I am an active member of Adelante, a Hispanic community that allows us to connect based on shared values. These may be direct connections because you are Latin American/Spanish or have shared interests in the music, the food, and the culture. What matters is we can come together and share in a community. I can’t think of a better way to grow one’s professional network and learn.
Isabel Espina
In the course of my time with Adelante, they invited me to do a panel to support STEM women and mentor young students. I also recently attended the Grace Hopper Celebration, where I met wonderful women technologists from diverse backgrounds working together to support each other. It was an extremely rewarding experience! I’m reminded of that sense of inclusion I felt when my family first came to the US. I’m inspired to give back to my support network.
As a technology leader, I always think about attracting great talent in this highly competitive environment. Digital transformation and advanced technologies continue to shape current and future jobs across industries. I encourage my team to grow together, meet other associates across different communities, and always support one another.
Giving back to our communities is good for not only our business but for all of us. I invite you to explore ADP and all we offer, including our BRGs. Be a role model, grow professionally, and pay it ‘Adelante.’
We look forward to continuing sharing stories from Latino and Spanish technologists.
Interested in Product Development?
Learn more about what it’s like working for ADP here and our current openings.
#nationalhispanicheritagemonth #givingback #careerjourney #productdevelopment #ADPTech
Tech & Innovation Blog
AI Art: Will it Disrupt the World as We Know it?
Innovation, Tech Trends, Machine Learning
If Picasso were to be alive in 2022, would he use Artificial Intelligence technology to make art?
AI Art: Will it Disrupt the World as We Know it?
By Amy H. Chiu, Tech Brand Content Developer
I can’t help but wonder, if Picasso were to be alive in 2022, would he use Artificial Intelligence (AI) technology to make art?
With a background in visual arts, I spent sleepless nights in the art studio, sketching and studying every brushstroke. Every step in the art creation was filled with unexpected beauty. A small drop of black ink could alter the entire canvas. In traditional art forms, there was no control + z key to undo changes.
I remember Adobe visited my art community years ago and showcased a variety of digital tools from Creative Cloud. The tutorials broadened my horizon and challenged my definition of art. I experienced the power of switching pen tools and colors on the screen, including the accuracy and consistency of texture in design. The techniques would have taken hours and days in a hands-on studio, considering mixing colors, cleaning the tools, and using multiple mediums come at a cost.
Little did I know, that was just the beginning.
Fast forward to 2022 – all it takes is a few keywords and programming languages to create art.
An AI-generated work, “Théâtre D’opéra Spatial,” won first place in the digital category at the competition. Credits to Jason Allen
Several weeks ago, a Colorado-based artist sparked controversy when they submitted a piece created using artificial intelligence (AI) and brought home a $300 First Prize.
By harnessing the power of machine learning algorithms, artists can now create works that would have taken hours and years to complete with traditional mediums. That said, what are the pros and cons of relying on algorithms? Let’s look at what we know about AI art and its impact.
What Defines AI Art?
AI art is any artwork created partially or entirely by artificial intelligence. In most cases, AI art is generated by algorithms, meaning artists write code or use software for the machines to learn. The algorithm then captures the style and aesthetic the artists want by reviewing thousands of existing paintings before generating one.
One of the most famous examples is “The Painting Fool,” a software that generates artwork digitally and paints in various styles. It was created by Simon Colton of Imperial College, London. Further reading: Painting Fool’s portfolio reveals artificial artist.
The Algorithm to Make AI Art
When you make AI Art, you will encounter a class of algorithms called Generative adversarial networks, or GANs. They are composed of a generator and a discriminator. The generator creates images from scratch while the discriminator evaluates them and determines whether they’re real. Both the generator and discriminator get better at their respective tasks, resulting in increasingly realistic fake images.
In other words, one may generate photographs of human faces and realistic images of animals that don’t exist in the world. GANs also translate images from sketches to color photographs and texts to images. For example, users may put in: “a small bird is purple with green and has a very long beak,” and get realistic photographs that match the description in the output. Read more examples here.
If you want to try GANs, here are a few steps. Step one is selecting several authentic images for training. Next, generate a few fake images using the generator. Step three is training the discriminator to use both real and fake ones. Lastly, generate more fake images and train the full GAN model using only counterfeit images. You may find detailed instructions and working python code here.
The Scary Side of AI Art
Technologies are evolving. They are convenient yet dangerous.
My biggest concern as a creator is to see people lose their respect and appreciation for artists. Although one may romanticize and say art is about the process and the original ideas behind it, the result matters, especially for agencies that hire graphic designers and advertising experts.
“Art? I can do that in 20 seconds with a detailed description in AI.” Hearing comments like this has impacted the motivation and the reality of artists. That’s when I think about the cost and effort art students pay to attend art schools.
What will the Dean tell future art students on their graduation day? ‘Good luck finding an art job out there and doing better than AI’? Although this may sound a little extreme, the concern remains as there are already limited career opportunities in the field.
My best friend attended the Otis College of Art and Design to become a fashion designer. The annual tuition on a full-time basis for 2020/2021 is $69,532. She always drew fashion illustrations on tablets and paper. Every shade and every detail mattered. Handing in the illustration collection late could result in a lost opportunity in a competitive internship.
If AI could do what she learned in four years and at a much faster speed with more pattern selections, was it worth it for her to pay the tuition and go through the training?
The Cost of AI Art
With AI Art in place, how does one price the work? Is it based on the artist’s fame, artwork’s material, time spent, or simply how “good” the art looks?
In 2018, an algorithm-generated painting sold for $432,000 at Christie’s, one of the world’s largest auction houses. The ‘painting’ was created by a designer using a computer. The news sure sparked intense conversations in the art communities. How should AI impact the value of the art generated? Should it be worth less? Then again, look at the price of NFTs (Non-Fungible Tokens). Need we say more?
AI-generated art challenges the definition of what we call ‘art.’ Consider how NFTs and AI art are created and sold. Both use algorithms, which are a set of rules. How they are applied can produce different and unique results, sparking inspiration and controversial debates. Only time will tell what else AI can do in the realm of art, but one thing is for sure: it has brought us closer to the future.
AI Art Continues to Evolve
AI art is still relatively new, and there’s much we don’t yet know about it. However, AI is profoundly impacting the art world—creating new types of artwork and how experts judge artwork in competitions.
“I see the power in AI Art, and that makes me want to support and protect traditional artists even more,” Srinivas P., the Sr. Mainframe Developer, said. “There could be a different category for AI-generated artwork in future competitions.”
Srinivas and I also connected with Sangeetha G., an artist specializing in character drawing. “Live art competitions would be great opportunities for people to see the value of traditional art. Creating-in-progress is something computers do not show.”
Computers didn’t develop the painting concept solely on their own. AI still requires human involvement before generating the result. The algorism can take a photo of a seascape and apply the style of van Gogh’s “Starry Night.” If the user is unhappy with the result, edit the input by changing a few words and generating the “perfect” one.
It’s fair to ask: are we creating art or playing a puzzle game?
For now, the ability to produce something entirely new from scratch separates us from machines. In the future? Maybe not so much.
