4 years in the past, we achieved one thing few firms had: pay parity, by compensating all of our staff equally for his or her contributions, no matter gender. Whereas it could look like a given, McAfee was the primary cybersecurity firm to attain this objective, and that work continues, notably in an age the place pay gaps persist.

They usually definitely persist. Stubbornly so. Latest information from Pew Analysis signifies that ladies within the US earn 82 cents for each greenback males earn, a determine that has solely elevated by two cents up to now twenty years. On the present fee, girls throughout the board is not going to attain pay parity till 2059.

We imagine that nobody ought to have to attend.

At McAfee, we’re proud to display our dedication to an equitable and inclusive office with our continued achievement of pay parity. In 2019, we achieved gender pay parity earlier than including ethnicity to our evaluation a 12 months later. At the moment we’re proud to say that every one McAfee crew members are pretty and equitably compensated for his or her contributions, no matter gender or ethnicity.

Creating an equitable surroundings is a part of our DNA and who we’re. Actually, half of McAfee’s management crew are girls, and together with their male counterparts (together with myself), they’re dedicated to driving variety in any respect ranges. Whether or not it is by our Variety Affect Evaluation, the place worker awards, promotions or applications are checked out by the lens of equality and fairness; or our candidate interviews the place a lady is on every panel; or our complete worker advantages and choices centered on the wants of a various workforce – we’re happy with the progress we’re making, figuring out there’s nonetheless much more to do.

Numerous research level to the methods by which gender and ethnic variety correlate with enterprise efficiency. At McAfee, we do it before everything as a result of we imagine it is the correct factor to do. Reaching and sustaining pay parity isn’t with out its challenges. It takes effort. steady effort. Left unchecked, we all know that the wage divide can re-emerge over time, both due to our personal unconscious biases or different elements, similar to fewer girls negotiating beginning salaries than males. We should be proactive and intentional to keep up parity. This implies quarterly opinions, third-party audits to assist determine and handle potential bias and subjectivity, and quick motion once we determine discrepancies to make sure the division stays closed.

At McAfee, we’ll proceed to form our hiring practices, expertise administration practices, inner mobility, promotion and rewards applications, and different practices in a manner that creates an worker expertise rooted in fairness and inclusion, so that everybody McAfee crew members can do the very best work of their lives.

We’re honored to play our half within the broader motion in the direction of equality. You’ll be able to study extra about how McAfee drives significant change in our Affect Report and who we’re at Careers.McAfee.com.