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Former MailChimp engineer Kelly Ellis announced her resignation on Wednesday in a series of tweets, accusing the company of gender discrimination and harassment on her way out the door.
Ellis said she faced “sexism and bullying” and that she discovered her salary was lower than her male counterparts.
A day later, MailChimp told employees it had “thoroughly and independently investigated the allegations” Ellis had raised and “found them to be unsubstantiated.”
In an email Thursday, MailChimp chief people and culture officer Robin White said the company has taken various steps over the years to make its hiring, promotion, and pay processes less biased, including hiring an outside consulting firm, Aon Radford, to conduct a pay equity study.
That study, White said, “found that gender and race/ethnicity are not statistically significant indicators of differences in pay, and that differences in pay can be attributed to those factors we’ve established within our compensation system that are fair and reasonable.”
MailChimp did not respond to a request for comment on this story.
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Read the full email MailChimp chief people and culture officer Robin White sent to employees:
Hi everyone, I want to address a sensitive situation about an employee that you may be aware of. Yesterday, one of our Principal Engineers decided to leave Mailchimp. This employee shared the news on social media and included allegations about bullying and sexism. While the specifics around their decision to leave the company are confidential, please know that we’ve thoroughly and independently investigated the allegations that were raised and found them to be unsubstantiated.
I want to be clear that Mailchimp does not tolerate any type of mistreatment, including discrimination, bullying, or harassment. It’s important to me, to Ben and Dan, and to all of our leaders, that Mailchimp is a place where all employees feel included, respected, and safe.
Mailchimp is also committed to pay equity. In 2016 we made a public pledge to pay equity for women and employees of color, and since then, we’ve implemented several measures to make sure our hiring practices and compensation structure are equitable. This included updating our hiring processes so we don’t ask people what they’re currently paid, moving promotions to a quarterly schedule with a mandatory review process, and updating our salary structures to promote equity—our latest update in 2020 more closely aligned our pay structures to the competitive market.
We know that many of you are looking for more transparency around employee pay. We’re committed to that and already have a plan for increased transparency this year, but we’ll start here and now by providing some details about our recent pay equity study and the results. Last year, we proactively commissioned an independent study by Aon Radford, a leading global compensation consultancy. …read more
Source:: Businessinsider – Tech
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