There is no pay equity. They even sell a pay equity tool to their clients- but unless you're a manager level and above, you do NOT qualify for a bonus (they lie about this on interviews). Most of the people at the levels below that, even with 10 years experience, do not get a bonus. Those who do qualify for their bonus (which can be upwards of 30%- proving they HAVE the money) are disproportionately white. So basically, there is little pay equity here. ADP also does not have a real diversity department (they dissolved it) so, this makes sense that they don't really value it.
They can't seem to keep Black and Hispanic employees yet don't pay them at the same rate, don't promote them at the same rate, and don't even read the comments from the surveys they administer. They also don't even believe MLK Day is necessary to have off. Make it make sense.
If you can leave ADP and make 50%+ more, as many are doing, there's a problem with their pay.
Leadership does whatever they want, makes their own decisions, and then tells the associates to get in line. ADP can be given a formula to fix their process and actually retain employees, but those at the top will always do the opposite. There has been a mass exodus for a reason.
Even though they do nothing to retain their employees, they're upset when you leave. I know countless people, including myself, who when they left, their leaders didn't say anything to them- even on their last day. As soon as you finish transitioning and helping them, they don't care.
The company promotes being an HCM company that is "Always Designing for People" yet HR and the leaders who run it do the exact opposite. Always Designing for People does not mean rushing folks back into the office, paying associates pennies, and not listening to the people who execute strategies and keep the company afloat.
Time for some progressive leaders who can change things and actually retain/promote people.
