Trailblazer Pacesetter LATE BLOOMER

Cisco, the manufacturer of network services and other digital communications equipment, has been ranked as a LATE BLOOMER on the Women’s Power and Influence Index.

Cisco has achieved pay equity and conducts regular reviews and analyses on how the company achieves pay fairness. Women’s career development at Cisco is amplified through company initiatives such as DARE and JUMP, which empower women through workshops and training to learn about leadership development skills. Cisco has a wide range of diverse professional events and programs such as Connected Black Professionals’ Elevate Series, Conexion’s ConexTALK series, and Women of Impact.

Cisco’s workforce as of 2022 is made up of 31% women and 27% leadership positions held by women.

Cisco lacked sufficicent information in many key criteria areas including pay parity, women’s mentorship and recruitment programs, and subsidized childcare. 

Review the comprehensive WPI criteria and methodology.

✓ Does the company demonstrate a clear and transparent commitment to equal pay? 

“Cisco is also proud to have taken a national leadership role in advancing fair pay for everyone, as one of the 28 founding signers of the White House Equal Pay Pledge. We’ve joined forces with 24 companies across multiple industries to form the Employers for Pay Equity Consortium to help make the promise of fair pay a reality for all employees.”

Ref: Cisco Pay Parity Brochure

✓ Does the company perform an annual analysis of gender pay equity and pay disparities? 

“Our reviews include taking a look at all factors that influence an equitable talent environment, from new hire offers to individual rewards, so that we can continue to design and deliver fair, inclusive, and competitive pay for our people. To date, our regular reviews have revealed a healthy global compensation system and only minor disparities within approximately 1 percent of our global employee population.”

Ref: Cisco Pay Parity Brochure

✘ Do female employees earn at least 95% of what their male counterparts earn?

Information regarding this criterion was unavailable or incomplete.

✓ Does the company demonstrate a commitment to actively attracting, retaining, and/or promoting women within the organization? 

“Our strategies for diversity, equity, and inclusion, are designed to create a movement. A movement to connect. To better understand identities, needs, and challenges across the full spectrum of diversity. To accelerate equity and fairness in the way we attract, develop, and promote talent. And to reimagine how we come together and create a Conscious Culture where everyone can thrive.”

Ref: Cisco Inclusion and Collaboration pg 1

✓ Does the company provide professional development programs designed specifically for female employees? 

“DARE- This program addresses the professional needs of early-in-career women at Cisco. It provides an array of exercises, activities and tools to help employees articulate their unique value to the business, build a community of support and influence, empower each other to create bold career visions, and plan to get there. Participants are 1.2 times more likely to be promoted and 1.3 times more likely than nonparticipants to stay with Cisco and grow their careers.

JUMP- Our program for midlevel women aims to develop world-class leaders, close the gender gap in leadership, and develop and retain talent. High-potential women employees connect over three multi-day, instructor-led workshops on everything from building gravitas to learning to take risks. JUMP participants are 1.4 times more likely than nonparticipants to get promoted.”

Ref: Inclusion and Collaboration (extra section-Professional Development Dropdown) pgs 7-8

✓ Does the company provide professional development programs designed specifically for diverse employees?

“Cisco Inclusive Communities: Our Cisco Inclusive Communities are a critical link in leadership development at Cisco. They create and organize learning and development events and programs for their members and all employees—like our LinkedIn Learning/Degreed pathways, Connected Black Professionals’ Elevate Series, and Conexion’s ConexTALK series. Our Women of Impact program continues to expand its value through a month of opportunities every March.”

ReF: Inclusion and Collaboration (extra section) Professional Development Dropdown pg 8

✘ Does the company offer a formal mentoring program to support the career advancement of all female employees? 

Information regarding this criterion was unavailable or incomplete.

✘ Does the company offer a formal mentoring program to support the career advancement of diverse employees?  

Information regarding this criterion was unavailable or incomplete.

✘ Does the company have policies and programs in place to actively recruit female candidates?

Information regarding this criterion was unavailable or incomplete.

✓ Does the company have policies and programs in place to actively recruit diverse candidates? 

“We’re gaining momentum in full-spectrum diversity—inclusive of gender, ethnicity, race, orientation, age, ability, veteran status, religion, culture, background, experience, strengths, and perspectives….We attribute these shifts to our holistic strategies for expanding hiring and developing and promoting emerging leaders across the full spectrum of diversity….Cisco partners with organizations that share our vision for unlocking the potential of talent across the full spectrum of diversity. Last year, we joined the OneTen Coalition as a founding member. OneTen’s mission is to upskill and reskill 1 million AA/B workers without college degrees over the next 10 years. In fiscal 2022, Cisco has onboarded 75 new hires through OneTen.”

Ref: Cisco Inclusion and Collaboration pg 2

✓ Does the company demonstrate a commitment to providing support and/or time off for women with children?

“No two families are the same, and the solutions we offer are designed in recognition of this…We’re there for employees through life’s triumphs and challenges.”

Ref: Cisco Benefits pg 2

We want to help employees who dream of starting a family—whatever path they take to get there.”

Ref: Cisco Benefits pg 9

✓ Does the company provide child care support for employees?  

Employees take time away to welcome a new child based on the caregiving role they’ll play, not gender or birth role…RethinkCare, available to all employees, provides parents and other caregivers with guidance and resources to help children navigate social, emotional, developmental, or behavioral challenges. Wellthy, available in several countries, offers dedicated care coordinators who lend extra support.

2022 Cisco Purpose Report pg 32

Back-up care for children and adults (available in the United States, United Kingdom, and Ireland

When regular caregiving arrangements fall through, employees have access to back-up care through Bright Horizons Care Advantage™ at affordable rates.

For children: Employees can request safe, reliable back-up care at a center or at home.

For adults: If regular plans fall through or a relative is released from the hospital, employees can get in-home back-up care, even if their relative doesn’t live with them. Caregivers can help with minor chores, housekeeping, meal preparation, and personal care.

On-site children’s learning centers (available in the United States, United Kingdom, and India)

Our LifeConnections Children’s Learning Centers on Cisco campuses in San Jose, California; Bedfont Lakes, U.K.; and Bangalore, India, serve employees’ children between six weeks and five years old. The Learning Centers’ rich curriculum focuses on promoting social, emotional, cognitive, and physical development, and creativity through art, dance, and language education.

Children are exposed to STEAM (Science, Technology, Engineering, Art, and Mathematics) activities aligned with their cognitive age level. The curriculum is supported with state-of-the-art technology, including computers, iPads, and Smart Boards. Leveraging Cisco video tools, parents can check in on their child’s day at any time from their desktop. The centers also offer rich programming for children up to age 12 during school breaks and summer months.

Ref: Cisco Benefits pg 9-10

✘ Does the company offer subsidized child care?

Information regarding this criterion was unavailable or incomplete.

✓ Does the company offer paid maternity leave for birthing parents?

“Our parental leave is designed to foster an inclusive environment and reflect our culture, which celebrates diverse backgrounds and families. The amount of paid time off that an employee gets to care for a newborn or adopted child is based on their caregiving role—not their gender.”

Ref: Cisco Benefits pg 14

✓Does the company provide paid parental leave that extends beyond birthing parents to include surrogacy, adoption, and paternity leave?

“Our parental leave is designed to foster an inclusive environment and reflect our culture, which celebrates diverse backgrounds and families. The amount of paid time off that an employee gets to care for a newborn or adopted child is based on their caregiving role—not their gender.”

Ref: Cisco Benefits pg 14

✓ Does the company demonstrate a commitment to supporting the health benefits of its female employees?

“We want to help employees who dream of starting a family—whatever path they take to get there. Cisco provides reimbursement for:

• Up to US$20,000 in qualified out-of-pocket adoption expenses per child. Covered expenses include court costs, agency fees, and attorney fees.
• Up to US$20,000 in qualified surrogacy expenses per child. Covered expenses include many legal and administrative expenses and certain medical expenses for your surrogate.
• Up to US$50,000 (lifetime maximum) for family planning expenses not related to medical necessity. Covered expenses include harvesting, freezing, and storage for eggs, sperm, and embryos, IVF services, and donor services. (Due to IRS rules, employees must be enrolled in a Cisco medical plan when the expense is incurred and when the request is submitted.)”

Ref: Cisco Benefits pg 8-9

✓ Does the company offer women-specific health benefits for female employees?

“We want to help employees who dream of starting a family—whatever path they take to get there. Cisco provides reimbursement for:

• Up to US$20,000 in qualified out-of-pocket adoption expenses per child. Covered expenses include court costs, agency fees, and attorney fees.
• Up to US$20,000 in qualified surrogacy expenses per child. Covered expenses include many legal and administrative expenses and certain medical expenses for your surrogate.
• Up to US$50,000 (lifetime maximum) for family planning expenses not related to medical necessity. Covered expenses include harvesting, freezing, and storage for eggs, sperm, and embryos, IVF services, and donor services. (Due to IRS rules, employees must be enrolled in a Cisco medical plan when the expense is incurred and when the request is submitted.)”

Ref: Cisco Benefits pg 8-9

✓ Does the company have a policy listing prohibited behaviors, such as harassment and retaliation?

“Cisco prohibits conduct that singles out an employee or a group of employees in a negative way based on characteristics, existence, and attributes that have been the basis for historical marginalization, and all categories protected by law…Harassment can take many forms, including unwelcome verbal or physical contact, or repeated misconduct that may be seen as objectively offensive by a reasonable person. Any type of harassment is a violation of Cisco’s philosophy and policies.”

Ref: FY 23 Code of Business Conduct pg. 9

✓ Does the company mandate all employees to undergo harassment and discrimination training?

“As part of the on-boarding process, new hires are required to complete the COBC certification and any other relevant supplemental codes and mandatory training when they join Cisco.”

Ref: FY 23 Code of Business Conduct, pg 4

“Cisco delivers anti-discrimination and inclusive company culture training to our employees, partners, and select suppliers. This helps us recognize bias and discrimination, intervene, and expand our culture of trust, inclusion, and allyship.”

Ref: Cisco Social Justice, pg 2

✓ Does the company have a defined harassment policy that includes promptly addressing reported incidents?

“There are rules and policies in our COBC. By certifying, we agree to follow those or face the potential consequences of disciplinary action, up to and including termination.”

Ref: FY 23 Code of Business Conduct pg 5

✓ Does the company demonstrate a commitment to helping external stakeholders address gender equality issues?

“Across our areas of work, we are building resilience by bringing education and career connections to people who have historically been underserved and underrepresented in technology fields, including women, racial minorities, people with disabilities, and rural populations worldwide.”

Ref: 2022 Cisco Purpose Report, pg 38

✓ Does the company offer and support initiatives that promote gender equality in the community?

✓ Does the company demonstrate a commitment to helping internal stakeholders/employees address gender equality issues?

“Our strategies for diversity, equity, and inclusion, are designed to create a movement. A movement to connect. To better understand identities, needs, and challenges across the full spectrum of diversity. To accelerate equity and fairness in the way we attract, develop, and promote talent. And to reimagine how we come together and create a Conscious Culture where everyone can thrive.”

Ref: Inclusion and Collaboration pg 5

✓ Does the company offer equity-focused trainings, speaker programs, or events for employees?

“Cisco’s Global Inclusive Communities also play a critical role in driving social justice. In fiscal 2022, they transformed our annual Social Justice Week into a year-round Social Justice Movement. Different communities lead monthly events featuring guest speakers, panel discussions, and personal testimonials designed to create proximity and accelerate action to transform the way we work together…Members create exponential impact as frequent guests on our virtual companywide Check-Ins, leading courageous conversations and helping to deepen our understanding on topics like race and identity and the impact of systemic injustice and inequality within communities and across the globe.”

Ref: Inclusion and Collaboration pg 6

*Our Index utilizes binary measurements, where ✓ represents a score of 1, and ✘ represents a score of 0.

*All links are valid as of April 2024