We recognized that our leadership did not fully reflect our workforce at more senior levels.  

A review of talent data including mobility analysis, succession planning, associate engagement survey and talent acquisition identified areas of opportunity.  A combination of strategies were deployed including diverse slates for executive openings; reporting on diversity metrics monthly to executive committee; expanding the role and number of employee resource groups to include business outcomes; implementing “the business case for diversity” in executive and leadership programs; expanding unconscious bias training for leaders; establishing 3-year diversity goals for women and minorities in executive leadership and introducing accountability scorecards by business area.

One of our programs, “Cultivate Your Career” was focused on advancing women of color. ADP became the title sponsor for the Black Enterprise Women of Power Summit and sponsored approximately 45 high potential women of color across multiple disciplines. In addition, we sponsored quarterly development programs targeting these high potential women covering topics like executive presence and business acumen. Another program, Multicultural Leadership Development, offers high potential men and women of color a one-year leadership seminar focused on leading self, leading others and leading the business.

We also initiated key partnerships with non-profit organizations focused on gender and ethnic diversity to support our talent pipeline.

ADP achieved a 5-point improvement in the representation of both women and minorities in executive roles. Engagement for women and minorities has also improved over the same period.  

Rita Mitjans