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.
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.
Our progress.
Pay parity
We have achieved global gender pay parity and parity among U.S. underrepresented minority (URM*) employees and non-URM employees. We continue to monitor our progress to ensure that we are creating a culture that fairly rewards and recognizes the contributions of all employees.
At pay parity between men and women globally.
At pay parity between U.S. URM* and non-URM employees.
In FY2021, Adobe maintained 1:1 pay parity ratio between women and men globally and between underrepresented minorities and non-underrepresented minorities in the US.
* Underrepresented minorities (URM) are U.S. employees who identify as Black/African American, Hispanic/Latinx, Native American, Pacific Islander, and/or two or more races.
Opportunity parity
In February 2019, we coined the term "opportunity parity" to mean fairness in promotions and horizontal movement across demographic groups. Our FY2020 global gender and U.S. URM*/non-URM promotion rates are reflected below. Learn more and review additional opportunity parity data.
Fiscal 2020 promotion rate was 18.6% for women and 17.5% for men.
Fiscal 2020 promotion rate was 16.1% for U.S. URM* employees and 16.3% for non-URM employees.
* Underrepresented minorities (URM) are U.S. employees who identify as Black/African American, Hispanic/Latinx, Native American, Pacific Islander, and/or two or more races.
** Data source: Employee promotions taking place in fiscal year 2020.
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.
