Demonstrating fairness.

We want every Adobe employee to feel they have fair compensation and opportunity. We invest in analysis and transparency to demonstrate that commitment.


How we define parity.

Pay parity

We define pay parity as ensuring that employees in the same job and location are paid fairly relative to one another, regardless of their gender or ethnicity.

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Opportunity parity

We coined the term “opportunity parity” to mean fairness in promotions and horizontal movement across demographic groups.


Our journey to pay and opportunity parity.

timeline

Our progress.

 

Pay parity

We have achieved gender pay parity across the globe and we continue to monitor our progress to ensure that we are creating a culture that fairly rewards and recognizes the contributions of all employees.

global gender

At pay parity between men and women globally.

Data updated September 12, 2019

Opportunity parity

Opportunity parity looks at fairness in internal promotions and horizontal movement across demographic groups. To the best of our knowledge, there isn’t any clear industry standard for how to measure or address opportunity parity. So, as part of our ongoing commitment to diversity and inclusion, we are taking on this challenge for Adobe. As a starting point, we evaluated global promotion rate by gender and U.S. promotion rate for white and non-white employees. We shared our first findings on opportunity parity in a public announcement in September 2019 and full FY19 metrics are below..

global gender
white v. non-white

Our fiscal 2019 promotion rate was 16.8% for women and 16.3% for men.

Our fiscal 2019 promotion rate was 15.0% for non-white employees and 14.7% for white employees.

*Data source: Employee promotions taking place in fisical year 2019

Data reflects Adobe employees who have voluntarily disclosed their gender and U.S. race and ethnicity data. <1% of our global employee base has not disclosed gender data and <3% of our U.S. employee base has not disclosed race and/or ethnicity data.

We adjusted our promotion measurement methodology in March 2020 to provide a more accurate view of the period being reported.  Numbers above reflect the new methodology, outlined below, and therefore differ from prior disclosures. The directional insights are unchanged.

Methodology

Promotion rates were calculated by counting the number of employees who were promoted during the time period, divided by average headcount for the time period.

An employee is counted as having a promotion if they move up to a higher job level (most common); move from a job where they track their work hours to one where they do not track their work hours; or move from an individual contributor job to a people manager job.

Only employees with self-disclosed gender and race/ethnicity information were included in the analysis. <1% of global Adobe employees have unknown gender and <3% of US Adobe employees have unknown race/ethnicity.

OPPORTUNITY PARITY SPOTLIGHT

The Next Diversity & Inclusion Challenge

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