Four
years
ago,
we
achieved
something
that
few
companies
had
—
pay
parity,
by
compensating
all
our
employees
equally
for
their
contributions,
regardless
of
gender.
While
it
might
seem
like
a
given,
McAfee
was
the
first
cybersecurity
company
to
reach
this
goal,
and
that
work
continues,
particularly
in
a
time
where
pay
gaps
persist.
And
they
certainly
persist.
Stubbornly
so.
Recent
data
from
Pew
Research
indicates
that
women
in
the
U.S.
make
82
cents
for
every
$1
men
earn,
a
figure
that
has
only
increased
by
two
cents
in
the
last
two
decades.
At
the
current
rate,
women
overall
will
not
reach
pay
parity
until
2059.
We
believe
no
one
should
have
to
wait.
At
McAfee,
we’re
proud
to
demonstrate
our
commitment
to
an
equitable
and
inclusive
workplace
with
our
ongoing
attainment
of
pay
parity.
In
2019,
we
achieved
gender
pay
parity
before
adding
ethnicity
to
our
analysis
a
year
later.
Today
we’re
proud
to
say
that
all
McAfee
team
members
are
compensated
fairly
and
equally
for
their
contributions,
regardless
of
gender
or
ethnicity.
Creating
an
equitable
environment
is
part
of
our
DNA
and
who
we
are.
In
fact,
half
of
the
McAfee
leadership
team
are
female
and,
together
with
their
male
counterparts
(including
myself),
are
committed
to
driving
diversity
at
every
level.
Whether
it’s
through
our
Diversity
Impact
Analysis,
where
awards,
promotions,
or
employee
programs
are
analyzed
through
the
lens
of
equality
and
equity;
or
our
candidate
interviews
where
a
woman
is
on
every
panel;
or
our
comprehensive
employee
benefits
and
offerings
centered
around
the
needs
of
a
diverse
workforce
—
we’re
proud
of
the
progress
we’re
making,
while
knowing
there
is
still
much
to
do.
Countless
studies
point
to
the
ways
diversity
across
gender
and
ethnicity
correlates
with
business
performance.
At
McAfee,
we
do
it
first
and
foremost
because
we
simply
believe
it’s
the
right
thing
to
do.
Achieving
and
maintaining
pay
parity
is
not
without
its
challenges.
It
takes
effort.
Ongoing
effort.
If
left
unchecked,
we
know
that
the
pay
divide
can
resurface
overtime,
whether
through
our
own
unconscious
biases
or
other
factors,
such
as
fewer
women
negotiating
starting
salaries
than
men.
We
must
be
proactive
and
intentional
to
maintain
parity.
This
means
quarterly
analyses,
third-party
audits
to
help
identify
and
address
potential
bias
and
subjectivity,
and
immediate
action
when
we
identify
discrepancies
to
ensure
the
divide
remains
closed.
At
McAfee,
we
will
continue
to
shape
our
hiring
practices,
talent
management
practices,
internal
mobility,
promotion
and
award
programs,
and
other
practices
in
a
way
that
creates
an
employee
experience
rooted
in
equity
and
inclusion,
so
that
all
McAfee
team
members
can
do
the
best
work
of
their
lives.
We’re
honored
to
play
our
part
in
the
broader
movement
toward
equality.
You
can
learn
more
about
how
McAfee
drives
meaningful
change
in
our
Impact
Report
and
who
we
are
at
Careers.McAfee.com.
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