• Headquarters Location

    Roseland, NJ (United States)

  • Number of Employees


  • Website

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Women make up more than 50 percent of our workforce at ADP. Our commitment provides an environment that empowers working mothers to advance and succeed through mentoring, networking opportunities, workplace flexibility, and an inclusive culture.

ADP has earned spots on the Best Companies for Working Mothers, the Best Companies for Multicultural Women, and the NAFE Top Companies for Executive Women lists.
Highlights from ADP
  • ADP ADP Women in STEM Profile: Kulsoom Abdullah

    Meet a Fairygodboss at ADP

    • Name

      ADP Women in STEM Profile: Kulsoom Abdullah

    • Position

      Data Scientist

      Greater Atlanta Area

    While at Georgia Tech, Kulsoom learned about ADP’s data incubation program at a meet-up and wanted to learn more. She was intrigued by ADP’s wealth of data on people and what could be learned. People are unpredictable and what they are willing to tell researchers (or surveys or HR) is often not the whole story. Kulsoom began to imagine what she could learn from information about what people do rather than what they think or say about what they do. When she heard about a data scientist opening with ADP, she applied and got the job.

    Along with her team, Kulsoom is exploring how to understand employee retention and turnover to figure out what factors indicate that someone is going to leave their job. She is also part of the team that is aggregating, cleaning, and anonymizing ADP’s data so it can be used more broadly as part of the ADP Open Data Project and ADP Ventures. She is constantly asking, “How do we use data to have deeper and new insights?” Every day there are new discoveries, obstacles, and questions.

    Kulsoom is also a powerful athlete. In grad school, she practiced Tai Kwan Do, earning her black belt. But when she finished her PhD, she explored other forms of training. She became interested in Olympic weight lifting because technique and speed were more important than raw strength. When she investigated where she could learn this style of weight lifting, she found a cross-fit gym where Olympic weight lifters trained. She trained with weights and eventually worked up the courage to enter local competitions.

    In December 2010, Kulsoom qualified for the American Open Weightlifting Championship. But, there was a problem. At the national level, athletes were required to wear a singlet, a unitard that exposed the weightlifter’s arms and legs. Kulsoom wrote the sponsoring organization asking for accommodation based on her religion. The organization, citing US Olympic Committee rules, rejected Kulsoom’s request because of concerns about fairness of the competition if the judges could not observe whether the weightlifter’s elbows and knees were locked during the lift. (The head-scarf was not the issue and was already allowed so long as it did not touch the barbell or interfere with the lift.)

    Kulsoom did not see how she could compete; she was not going to discard her religion and its tenets for weightlifting. But her friends in and out of the gym encouraged her to appeal. And they had friends such as lawyers, civil rights advocates, and journalists who all wanted to help her to challenge the decision.

    Kulsoom began by persuading the US Olympic Committee to rethink the rule and to suggest a change to the International Weightlifting Federation (IWF).

    Kulsoom thought that more than a suggestion was needed. She put together a 40-page presentation for the appeal. And the US Olympic Committee joined her petition to the IWF to change the rule for all international competitions.

    While Kulsoom was preparing her presentation, her friends were letting the world know about the 116 pound female weightlifter in hijab who qualified for nationals and had earned the opportunity to compete, but could not until the rules were changed.

    In her presentation, Kulsoom explained how she could wear form fitting clothing on her arms and legs so that the judges could observe her technique. She demonstrated how she could comply with the rules on lifting and how the competition would be fair to all participants. Then, for good measure, Kulsoom made the business case for opening the sport to participants who had been excluded based on clothing, not athletic ability.

    It was a compelling case. The media attention also helped.

    Kulsoom won her appeal and the IWF agreed to change the rule. Now, Olympic weightlifting is open for all athletes regardless of whether they cover their elbows and knees.

    Kulsoom went on to compete in international competitions and was the first female weightlifter to represent Pakistan in the World Weightlifting Championships in 2011 and 2012. To learn more about Kulsoom’s Olympic weightlifting training, competitions, and story, see her blog, Liftingcovered, where she talks about the challenges of training and competing as a woman and Muslim.

    Her advice: “Don’t’ worry about what other people think. Be yourself and do what you are inspired to do. Don’t let things outside of you dictate what you do or think or look like.”

Twitter Updates

What Women Should Know about Working At ADP
At ADP, we know that attracting and retaining diverse talent is critical to our growth and we strive to ensure that our workplace is inclusive and values the contribution of every individual.  Our purpose is simple: make the world a better place by unlocking the full potential of our people. We are a global company with local expertise and a deep appreciation for our most valuable investment – our people. ADP’s commitment to diversity and inclusion is central to how we leverage this investment

Gender diversity statistics

    • Women in workforce
    • 54%
    • Women holding senior management
    • 31%
    • Women directors on board
    • 20%

Programs, initiatives, groups

    • Additional information
    • Yes, we have 3 business resource groups to support the development and engagement of our female associates. iWIN (International Women’s Inclusion Network) is open to all ADP associates, both women and allies. iWIN provides frequent speaker series topics on finding your potential, navigating challenges and career pathing options. WIL (Women in Leadership) provides support and leadership development for our female executives. WiSL is a business resource group focused on the advancement and development of female sales professionals
    • Internal mentorship / sponsorship programs
    • Yes, MLDP (Multicultural Leadership Development Program) and Cultivate Your Career are focused on developing and advancing women of color.
    • Internal employee networking
    • Yes, Over 10,000 associates are members of our Business Resource Groups – women make up over 50% of these members.
    • Succession planning initiatives
    • Yes, a diversity lens is applied to our 9-box succession process and goals for female and minority leadership are set at the executive committee level.
    • Diversity initiatives / processes for recruiting
    • Yes, Dedicated resources for Veterans and Minority recruiting; philosophy of diverse slates and diverse interview panels for leadership roles.
    • Diversity initiatives / processes for performance evaluation
    • Yes

Flexible working

    • Flexible working policies
    • In addition to our commitment toward cultivating an inclusive culture, engagement is positively affected by offering flexible programs that meet the personal and professional needs of our associates.  We need to be able to adapt to client demands and the way work gets done.  One tool to respond to these trends is by being open to flexible work arrangements.   We find that workforce flexibility is valued by the talent in the market and helps us bring out the best in our associates.

Parental Leave

    • Overview: Parental leave policies
    • Our goal is to provide a family-friendly and supportive work environment.  As a compliment to the unpaid leave US associates are entitled to under FMLA, ADP provides 6 weeks of paid family leave to new mothers .  In addition, we enable parents in the US to take two weeks of paid time off after a birth or adoption.   We follow up to see that both fathers and mothers are utilizing this benefit.
    • Paid maternity leave
    • Yes, 6 weeks paid maternity lease plus two weeks of paid time off
    • Unpaid maternity leave
    • Yes, Unpaid maternity leave is provided to associates on request and if they have FMLA time and/or state provided time. In NJ, NY and CA – associates get a family leave and we provide them with unpaid time. If the associate has FMLA to utilize, they can use that for unpaid time as well.
    • Paid paternity leave
    • Yes, Two weeks
    • Adoptive paid leave
    • Yes, Two weeks
    • Short-term disability benefits
    • Yes

Maternity-Related Benefits

    • Other benefits information
    • ADP provides onsite medical services at our larger locations in the US. Associates value this benefit, with more than 70% of our associates at those sites using our services.  Patient satisfaction levels are more than 95%.   We promote a culture of health through available resources such as healthy dining, fitness centers, walking trails, onsite massage and a nursing mothers program.
    • Lactation facilities
    • Yes
    • Maternity leave coaching
    • Yes
    • Fertility benefits
    • Yes

Care-taking benefits

    • Care-taking benefits information
    • ADP offers a variety of care-taking benefits to our associates.   Many of our locations, have onsite day care centers.  We also offer discounts and referral programs through our robust employee discount program.
    • On-site childcare
    • Yes
    • Childcare subsidies
    • Yes

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