At Cisco, pay parity means that our people are paid fairly. We’ve always had policies and practices for fair, competitive, and performance-driven pay. Two years ago, we decided to significantly expand our capabilities to help make sure that our inclusive intentions result in equitable pay decisions.

• We developed what we believe is true transformational intelligence, building an innovative analytical framework that enabled us to test our compensation data. We began our pay parity analysis in the U.S. last year and we’ve now completed testing and review of pay globally, including a second round of analysis in the U.S. Our review was comprehensive – we looked holistically across gender (male and female) plus race and ethnicity in the U.S. (as defined by the U.S. Government). Pay parity is an ongoing commitment – not a point-in-time initiative. Where we find gaps – we’ll fix them.
• Not only are we driving value for our people, we’re also leveraging our innovative approach to take a national leadership role. As a founding signer of the White House Equal Pay Pledge, we’re actively sharing our best practices and advancing pay parity for all workers by participating in the Employers for Pay Equity Consortium.

We’re proud of our findings, as they revealed a healthy and equitable compensation system with only minor disparities. A very small number of employees received pay adjustments – just over 1 percent globally with adjustments representing less than 0.02% of our global payroll.