The ADP Innovation Lab (now known as Lifion) hires women to do the same job as men for at a lower rank, -and substantially less pay. I myself had more responsibility, education, and experience than my male coworkers, who were hired as managers, for less pay and fewer benefits. I was told at hiring that no one in the same position received yearly bonuses, only to find out that only myself and a few other women were not receiving bonuses. The men in the group all received cash and stock bonuses.

Unsatisfied Rater

My manager is great. The level above that and HR are not. Previous HRBPs have been better, so it might not an organization-wide problem. A few coworkers have mentioned feeling descriminated against upon returning from maternity leave.

Unsatisfied Rater

The formula for adjusting sales quotas for a person who takes their full maternity leave and baby bonding time in CA ultimately punishes them and hurts their perceived performance.

Indifferent Rater

The people I work with are excellent, although female representation in IT infrastructure is low as everywhere else. HR is very active in promoting diversity, and the home-shoring option is the best I've seen (although rumor has it that's changing)

Satisfied Rater

Great place to work with lots of option for career growth.

Very Satisfied Rater

I'm amazed that ADP continues to be referenced as a place that is supportive of working moms. Moms are mom-tracked unapologetically. Dozens of offices staffed by primarily women who had spent decades working for ADP have been shut down (after assurances they would not be) and associates working from home who reported into those offices were also let go. ADP consistently finds ways to get rid of their most tenured and experienced employees, the majority of whom are older women, replacing them with off shore labor or recent graduates in lower cost of living cities. Tenure is a bullseye at ADP unless you've made it past middle management, where most women's careers stall at this company. The hours and expectations are not conducive to a healthy work/life balance. Working from home used to be offered based on job type on a case by case basis, but is no longer offered for most roles. Managers must work in an office, so the rare work-from-home employee who survived an office closure faces the inevitability of stalling in her career and eventually hitting the ceiling on future pay increases (which are already abysmal and based on cronyism rather than merit.) Men are promoted at vastly greater speeds and receive increases that outpace their experienced female counterparts. Women at even VP level in this organization are undermined and disrespected by those several grades below them. I work for an exceptional woman whose reputation is dragged through the mud everytime she provides feedback to the mediocre men who can't handle her confidence. Male leaders don't attempt to examine their biases, so meetings follow the standard "woman states an idea, male superior questions it, male co-worker repeats the idea, male superior agrees, credits dude, dudes go for drinks." They call themselves a "more human resource" but fail to recognize humans without that prized Y chromosome. Run far far away unless your goal is to be outpaced by a mediocre 22 year old man in the next two years.

Very Unsatisfied Rater

We have a women's inclusion network that bring in great guest speakers. We have been voted one of the top places to work by working mothers magazine. Most of the senior leaders I work with are women. Since day one of eyeing here I have felt women are very supported by the company.

Very Satisfied Rater

While there are opportunities to work from home/virtually and they are pretty flexible with time off (as long as you make up the work) it is hard to really succeed and move up if you have family obligations or don't want to party with co-workers. They require a lot of work outside of your normal 8-5 to really get in the "in" crowd and you absolutely have to be in that crowd to be promoted.

Satisfied Rater

There is a lot of talk, at the senior leadership level, about wanting to promote and support women. Those views don't translate well at the lower levels. Women manage many of the frontline associates, but there are few who gain divisional roles.

Also, very few of the men work to promote or mentor women, while at the same time they are climbing over each other for their next promotion - often at the expense of the women who helped them succeed.

Very Unsatisfied Rater

They talk (a lot) about having opportunities for women and they even have a pseudo professional woman's organization. However, it is the men - at all levels - who are allowed to move freely and take on more challenging roles, while the women are told they need to gain more experience or they should be equally satisfied to move laterally, instead of up the corporate ladder. The concepts, at the CEO level, seem sound, but the years of bureaucratic and political nonsense keep it from becoming a reality. They should hold men accountable for sponsoring and promoting females, not just have them promote each other.

Very Unsatisfied Rater

Degraded by the men I worked with.

Very Unsatisfied Rater