4 years in the past, we achieved one thing that few firms had — pay parity, by compensating all our staff equally for his or her contributions, no matter gender. Whereas it would look like a given, McAfee was the primary cybersecurity firm to achieve this aim, and that work continues, significantly in a time the place pay gaps persist.
They usually actually persist. Stubbornly so. Latest knowledge from Pew Analysis signifies that ladies 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. On the present price, ladies general is not going to attain pay parity till 2059.
We consider 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. At the moment we’re proud to say that every one McAfee group members are compensated pretty and equally 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 the McAfee management group are feminine and, along with their male counterparts (together with myself), are dedicated to driving variety at each stage. Whether or not it’s by way of our Variety Impression Evaluation, the place awards, promotions, or worker applications are analyzed by way of the lens of equality and fairness; or our candidate interviews the place a girl is on each panel; or our complete worker advantages and choices centered across the wants of a various workforce — we’re happy with the progress we’re making, whereas figuring out there’s nonetheless a lot to do.
Numerous research level to the methods variety throughout gender and ethnicity correlates with enterprise efficiency. At McAfee, we do it at the start as a result of we merely consider it’s the correct factor to do. Attaining and sustaining pay parity is just not with out its challenges. It takes effort. Ongoing effort. If left unchecked, we all know that the pay divide can resurface time beyond regulation, whether or not by way of our personal unconscious biases or different elements, similar to fewer ladies negotiating beginning salaries than males. We should be proactive and intentional to keep up parity. This implies quarterly analyses, third-party audits to assist determine and handle potential bias and subjectivity, and instant motion after we determine discrepancies to make sure the divide stays closed.
At McAfee, we are going to proceed to form our hiring practices, expertise administration practices, inner mobility, promotion and award applications, and different practices in a means that creates an worker expertise rooted in fairness and inclusion, so that every one McAfee group members can do one of the best work of their lives.
We’re honored to play our half within the broader motion towards equality. You possibly can study extra about how McAfee drives significant change in our Impression Report and who we’re at Careers.McAfee.com.
