Four years in the past, we achieved one thing that few corporations had — pay parity, by compensating all our workers equally for his or her contributions, no matter gender. While it’d look like a given, McAfee was the primary cybersecurity firm to achieve this aim, and that work continues, notably in a time the place pay gaps persist.
And they actually persist. Stubbornly so. Recent information from Pew Research signifies that girls within the U.S. make 82 cents for each $1 males earn, a determine that has solely elevated by two cents within the final twenty years. At the present price, girls total won’t attain pay parity till 2059.
We imagine nobody ought to have to attend.
At McAfee, we’re proud to reveal our dedication to an equitable and inclusive office with our ongoing attainment of pay parity. In 2019, we achieved gender pay parity earlier than including ethnicity to our evaluation a 12 months later. Today we’re proud to say that every one McAfee staff members are compensated pretty and equally for his or her contributions, no matter gender or ethnicity.
Creating an equitable atmosphere is a part of our DNA and who we’re. In reality, half of the McAfee management staff are feminine and, along with their male counterparts (together with myself), are dedicated to driving range at each degree. Whether it’s by our Diversity Impact Analysis, the place awards, promotions, or worker packages are analyzed by the lens of equality and fairness; or our candidate interviews the place a lady is on each panel; or our complete worker advantages and choices centered across the wants of a various workforce — we’re pleased with the progress we’re making, whereas realizing there may be nonetheless a lot to do.
Countless research level to the methods diversity throughout gender and ethnicity correlates with enterprise efficiency. At McAfee, we do it firstly as a result of we merely imagine it’s the best factor to do. Achieving and sustaining pay parity just isn’t with out its challenges. It takes effort. Ongoing effort. If left unchecked, we all know that the pay divide can resurface additional time, whether or not by our personal unconscious biases or different elements, reminiscent of fewer girls negotiating beginning salaries than males. We should be proactive and intentional to keep up parity. This means quarterly analyses, third-party audits to assist establish and deal with potential bias and subjectivity, and instant motion once we establish discrepancies to make sure the divide stays closed.
At McAfee, we’ll proceed to form our hiring practices, expertise administration practices, inside mobility, promotion and award packages, and different practices in a approach that creates an worker expertise rooted in fairness and inclusion, so that every one McAfee staff members can do the most effective work of their lives.
We’re honored to play our half within the broader motion towards equality. You can be taught extra about how McAfee drives significant change in our Impact Report and who we’re at Careers.McAfee.com.