4 years in the past, we achieved one thing that few firms had — pay parity, by compensating all our workers equally for his or her contributions, no matter gender. Whereas it’d seem to be a given, McAfee was the primary cybersecurity firm to succeed in this purpose, and that work continues, notably in a time the place pay gaps persist.

They usually actually persist. Stubbornly so. Latest information from Pew Analysis 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 20 years. On the present fee, girls total is not going to attain pay parity till 2059.

We imagine nobody ought to have to attend.

At McAfee, we’re proud to show 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. Right now we’re proud to say that each one McAfee crew members are compensated pretty and equally for his or her contributions, no matter gender or ethnicity.

Creating an equitable setting is a part of our DNA and who we’re. In reality, half of the McAfee management crew 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 our Range Impression Evaluation, the place awards, promotions, or worker applications 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 figuring out there may be 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 imagine it’s the proper factor to do. Reaching and sustaining pay parity shouldn’t be 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 our personal unconscious biases or different components, similar to fewer girls negotiating beginning salaries than males. We should be proactive and intentional to keep up parity. This implies quarterly analyses, third-party audits to assist establish and deal with potential bias and subjectivity, and speedy motion once we establish discrepancies to make sure the divide stays closed.

At McAfee, we are going to proceed to form our hiring practices, expertise administration practices, inside mobility, promotion and award applications, and different practices in a method that creates an worker expertise rooted in fairness and inclusion, so that each one McAfee crew members can do the perfect 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.