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Automatic Data Processing, Inc. (ADP) is more than a provider of human resources-management technology. They also provide employees with the same top-of-the-line opportunities that their software and services provide clients. As part of this, ADP offers a wealth of career development opportunities, robust benefits packages and business resource groups (BRGs).

“ADP is very committed to all BRGs,” says Kasara Weinrich, Principal, Future of Work at ADP. Weinrich co-founded ADP’s local chapter of the International Women’s Inclusion Network (iWIN) in Allentown, PA and became the president of the chapter after its creation.

“With 1,000 associates at our new office location, I was excited to help bring them together,” Weinrich says. “Overall, it was nearly a three-year process of creating, formalizing, launching and maintaining the group. It’s really hard work. It took a lot of time, energy, thought and dedication outside of my normal day-to-day — but it was so worth it.”

Weinrich notes that she loves both iWIN’s mission and its leaders, who she’s had plentiful opportunities to learn from. She gets to collaborate with them each month when the Central Board releases themes to help local chapters plan and engage with members. Together, they discuss ideas for local leaders in a collaborative and empowering environment.

We caught up with Weinrich to learn more about ADP’s commitment to BRGs and enacting positive change in a company by advocating for important benefits. Here’s what she had to say.

Does ADP support your BRG? And vice versa?

Our leaders are consistently evaluating how the enterprise can help the BRGs, and how the BRGs can assist the enterprise. We believe that BRG engagement helps impact retention and keeps employees energized and feeling like they are part of the larger mission.  

Do you have any advice for other people who are looking to become leaders in a BRG or become involved as a member?

I fervently believe that people should lead from any seat. Joining and leading BRGs gives associates the opportunities to hone leadership, project management, public speaking, accounting and so many other skills that may not be leveraged in their current roles. BRGs are wonderful for branding, networking and professional development, as well. There are no downsides to leading or joining a BRG

Moving on, you’ve helped change a benefit at ADP. Can you tell us about this benefit? What inspired you to propose this change? 

As the mother of two boys, ages five and three, I am keenly aware of how lucky I am that they were born healthy. I know so many women who have had dreams of becoming mothers, so many men who have had dreams of becoming fathers, and through crushed dreams after a pregnancy loss — still must show up and fulfill their work duties through a loss.

As corporate policies on bereavement began to shift, I decided to make it my mission to see pregnancy loss covered under our Bereavement Policy, and, in February of 2021, the policy was amended to include time off for either partner. In my second MBA course, Leading People in Organizations, my professor, Dr. Katie Desiderio, assigned The Leadership Challenge by Kouzes and Posner and the accompanying workbook. For the course, we were asked to create a change within our team, our division, or our company. This inspired me to create the policy change at ADP.

How did you go about proposing the change, and what roles did your BRG and ADP play in this change?

I proposed the change during our chapter launch, which had a panel featuring a few of our Executive Committee and HR leaders. With the support and guidance of our executive sponsor, Rachel Williams, VP of Talent Acquisition, I was able to navigate the best route for initiating this change.

Once we received support from HR, our Transformation Office and our BRG leaders, the proposal went to our legal team for review. Once it landed on our CHRO’s desk, he quickly reviewed and approved our request. The support I’ve received throughout the process was astounding. 

How has this new benefit positively impacted you and your colleagues? 

I have received so many incredibly vulnerable, personal stories from colleagues and leaders about how this change has impacted their view of the company. They feel more supported than ever. I have had colleagues reach out to say that they have been able to utilize the benefit, sadly — and while it is tragic that this type of loss occurs, the only thing that can help is time to heal. I’m so proud that ADP is giving our associates that opportunity.

Do you think other companies would benefit from a similar benefit?

Every company should have this benefit. Most women do not tell their supervisors that they're expecting until after their first trimester, when the risk of early pregnancy loss decreases. This culture of secrecy in early pregnancy also means that when a woman experiences a loss, they often feel that they cannot request time off or extended sick leave, because they never shared the pregnancy news with their leader in the first place.

According to March of Dimes, 10 to 15 percent of pregnancies end in miscarriage, with most pregnancy loss happening in the first trimester.  Nearly 30 percent of women who experience a pregnancy loss also suffer from PTSD. These women and their partners have been showing up to work for decades in a state of anxiety, grief, mourning and deep sadness. It should not be expected for employees to show up during this incredibly tragic personal event. Again, I’m so proud that ADP is giving our associates time to heal.



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