In reply to Kezia.

Let me try to give some context the process. The Compensation team works with an outside consultant to conduct the analysis, using the methodology developed by Cisco. This methodology primarily considers the role, the grade, the location, performance, experience. The results are then provided to the Compensation team to then communicate directly to the HR partner and the manager that we will be making a pay parity adjustment for those employees where an adjustment is needed. The adjustment will be made if, and only if, the manager is addressing a performance issue that should be considered. Assuming no performance issue, the employee will then be told that he/she is receiving a pay adjustment as a result of the pay parity findings. In February, we completed the global analysis and communications to employees receiving a pay adjustment.

Whether a man or woman, regardless of ethnicity, it is ok to raise the question about pay with your manager. These conversations often can give insight into a manager's pay decisions, one's performance to expectations and opportunities. If, as a result of the conversation, you are concerned that there is or will be retribution, please do reach out to Employee Services.