Three Years of Pay Parity: Classes in Sustaining Equality

This month, McAfee celebrates three years of sustaining pay parity. Compensating workers equally for his or her contributions, no matter gender or ethnicity, is likely one of the some ways we create a tradition the place all can belong and an atmosphere the place everyone seems to be valued.

However equal pay feels like a given, proper?

It completely must be. Nonetheless, unconscious bias and a slew of contributing elements, corresponding to variations in how women and men negotiate pay raises and beginning salaries, means inequality can slowly creep in throughout a enterprise and turn into pervasive except actively monitored. This implies sustaining pay parity requires fixed work and a focus.

As the primary cybersecurity firm to realize pay parity, we all know first-hand the dedication concerned in such an endeavor. We additionally know the general affect for our workers, together with higher belief, engagement, and loyalty. Greater than this, we imagine merely, that pay parity is the correct factor to do.

At present, I’m sharing extra about our journey, our course of, and our work to keep up pay parity.

How we started

Our pay parity journey started in 2018. Few firms had achieved pay parity on the time, however we realized it was a necessary a part of ‘strolling the stroll.’ It’s properly documented that numerous groups carry out larger, and when workers really feel seen and valued for his or her contributions, they’re extra productive and more and more progressive.

We developed a framework and carried out our first annual audit in late 2018. On the time, McAfee had skilled numerous adjustments. We had been a public firm, then acquired by a $70 billion {hardware} firm, and later offered to personal fairness. The results of all this transformation and being a newly personal firm creating a brand new id and standing up new applications, had led to inconsistencies. The outcomes revealed pay disparities throughout 9 of our 45 nations. With our Board’s full help, we have been unwavering in our dedication to resolve swiftly and spend money on adjusting salaries instantly to make sure full pay parity in that 12 months. As soon as we dissected the info, we couldn’t wait to achieve parity over time, it needed to be speedy. We additionally had full dedication to place measures in place to keep up any pay parity ‘drift’.

Our course of

In its easiest kind, we adhere to the next framework for reaching and sustaining pay parity:

  • We outline. Pay parity means truthful and equal pay for workers in the identical job code, grade degree and placement, no matter gender or ethnicity.
  • We analyze. We first audit worker job codes for accuracy after which group workers by job code. We apply controls for pay differentiators corresponding to efficiency, tenure, and expertise.
  • We modify. After meticulous analysis with the enterprise, we make any pay changes.
  • We uphold. Along with annual evaluation, we hold parity on the forefront all year long—from our hiring practices to how we promote and reward our workers.

Staying the course

Sustaining pay parity is a year-long train and is now a part of our tradition. At McAfee, we run quarterly audits and use a third-party vendor to assist take away the notion of any perceived bias and subjectivity. If discrepancies are recognized, we tackle them instantly.  It’s essential to notice that pay parity can change each day primarily based on new hires coming in and market adjustments. So, it could’t be a once-a-year overview, it’s a must to keep on prime of it to make sure your group is at parity.

We additionally work exhausting to maintain pay parity entrance of thoughts for individuals leaders and hiring managers. By common coaching on range matters, we remind individuals leaders of the science behind unconscious bias and methods to overcome it. To additional take away any bias, we overlay promotions, awards, and related worker applications with a Range Impression Evaluation to make sure allocation of awards is statistically aligned to the varied inhabitants of that staff or group.

It’s the mix of those efforts that resulted in an thrilling milestone: our newest impartial audit revealed no disparity. This tells us our dedication to equality permeates our tradition. The absence of any discrepancies didn’t occur accidentally – it’s the results of intentional focus from our leaders, recruitment staff, and hiring managers.

What the long run holds

Since we started our journey three years in the past, the world has skilled super change and difficult occasions – some might really feel extra divided than united. This makes our dedication to pay parity and constructing an inclusive tradition much more essential.

We are going to proceed to keep up parity, ask what we will do higher, and share the finest practices we proceed to comply with, in addition to learnings alongside the way in which.

Prepared to hitch an organization that stands for equality? Search our openings at