Saturday, June 25, 2022
HomeCyber SecurityThree Years of Pay Parity: Classes in Sustaining Equality

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 without doubt one of the some ways we create a tradition the place all can belong and an surroundings the place everyone seems to be valued.

However equal pay feels like a given, proper?

It completely ought to be. Nevertheless, unconscious bias and a slew of contributing elements, comparable to variations in how women and men negotiate pay raises and beginning salaries, means inequality can slowly creep in throughout a enterprise and grow to be pervasive until 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 enterprise. We additionally know the general impression for our workers, together with better belief, engagement, and loyalty. Greater than this, we imagine merely, that pay parity is the proper factor to do.

Immediately, I’m sharing extra about our journey, our course of, and our work to take care of 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 vital a part of ‘strolling the stroll.’ It’s nicely documented that numerous groups carry out increased, and when workers really feel seen and valued for his or her contributions, they’re extra productive and more and more revolutionary.

We developed a framework and carried out our first annual audit in late 2018. On the time, McAfee had skilled varied modifications. We had been a public firm, then acquired by a $70 billion {hardware} firm, and later bought to personal fairness. The results of all this transformation and being a newly personal firm creating a brand new id and standing up new packages, had led to inconsistencies. The outcomes revealed pay disparities throughout 9 of our 45 international locations. With our Board’s full assist, 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 yr. As soon as we dissected the information, we couldn’t wait to succeed in parity over time, it needed to be instant. We additionally had full dedication to place measures in place to take care of any pay parity ‘drift’.

Our course of

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

  • We outline. Pay parity means truthful and equal pay for workers in the identical job code, grade stage 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 comparable to efficiency, tenure, and expertise.
  • We regulate. After meticulous analysis with the enterprise, we make any pay changes.
  • We uphold. Along with annual evaluation, we maintain 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 based mostly on new hires coming in and market modifications. So, it may well’t be a once-a-year evaluate, it’s important to keep on prime of it to make sure your group is at parity.

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

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

What the longer term holds

Since we started our journey three years in the past, the world has skilled great 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’ll proceed to take care of parity, ask what we are able to do higher, and share the greatest practices we proceed to observe, in addition to learnings alongside the way in which.

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




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