After one year, Adobe's announced that it has maintained global gender pay parity. It hasn't been easy and they've learned a lot along the way. Fortunately for other companies, they're sharing those learnings.
Today, at their Adobe For All Summit, Adobe announced that it has maintained global gender pay parity—one year after they first announced they’d reached the milestone. For a company with over 22,000 employees in 40 countries, this wasn’t a small feat to reach in the first place, and, as the company has continued to grow significantly in that time, it’s perhaps more impressive that they’ve maintained that proclamation.
First, they focused on accurately defining each and every job within the company, a process that was a bit more involved than it might sound. To be able to reliably compare individuals’ pay, Adobe needed to be sure that the comparisons being made were appropriate. So, Morris and her team knew that couldn’t happen until they confirmed that each job role was being defined accurately.
“Adobe had historically taken a very broad approach to our job structure, and, as a result, it was difficult to compare pay when individuals performing different jobs and requiring different skills and capabilities were grouped in the same job family. Recognizing that this was a barrier to performing an accurate review of our employees’ pay, we embarked on an exercise we called job architecture,” explains Morris.
Much as the name implies, “job architecture” isn’t a simple process—particularly when you have a vast range of job types across national borders. Each step required a solid foundation from the previous—you can’t very well have a properly defined job family if all the jobs within that family aren’t themselves well defined—and, to complicate matters, the process would eventually reveal the need for new levels of classification all-together.
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