Workday’s commitment to diversity and inclusion
Workday embraces different perspectives, backgrounds and skills to encourage diversity, because it fuels innovation and broadens our connection to the world.
Ensuring pay equity
Through our market-based pay structure and annual pay equity review, we’re confident that our Workmates are paid equitably. During our annual pay parity analyses, we examine base salary, on-target earnings and annual stock refresh grants to pay according to the market value of every job. These reviews consistently reveal no disparities for greater than 99 percent of our workforce.
"Equity is not easy to achieve—it requires acknowledging differences, understanding history, and many other considerations. Equity is worth the effort, because everyone should enjoy the chance to contribute and succeed."
Carin Taylor, Chief Diversity Officer, Workday
Understanding the gender pay gap
We recognise that ‘pay gap’ and ‘pay equity’ are two different things. Unlike pay gap calculations, pay equity compares individuals by job roles – comparing equal pay for equal work. The gender pay gap, as outlined by WGEA, is the difference in the average pay of all men and women across a workforce regardless of what type of job they hold or level of responsibility.
Continuing the journey
Closing the gender pay gap is an ongoing journey, and it’s a goal we’re committed to. The number of women in our global leadership team is testament to this. Every organisation including ourselves must continue to promote, encourage and develop female talent to drive lasting change in the technology sector. At the same time, organisations need to show that people are salaried, bonused and rewarded in an equitable way, regardless of gender. Pay equity is crucial as we push to close the gender pay gap.
- 2022 - 2023
Our 2022-2023 Australia gender pay gap results
The market in Australia is important to Workday and has provided highly desired talent to support our growth ambitions. At present we currently see a larger representation of men in our workforce in Australia which has led to a pay gap favouring males. While we’re confident we pay fairly and equitably, we acknowledge we can do more to reach a better balanced workforce between men and women, especially in higher paid roles.
What is Workday doing to close the gap?
Striving to close the gender pay gap involves an immediate and a long term view to increase representation of women in tech from the work we do in education to increasing representation of women in leadership.
Workday Australia’s median gender pay gap is 6.9% (based on total remuneration during the period of April 2022- March 2023).
| Hiring & Partnerships | Retention & Progression | Culture of Belonging |
|---|---|---|
Embed Inclusive hiring practices through Workday’s VIBE value system & inclusive hiring training.
Build our brand as a great place to work for women through our brand assets, events, inclusive job postings (this includes utilisation of AI tools/technology (Textio) to ensure inclusive use of language and general vernacular).
Dedicated outreach team with a focus on identifying, engaging & nurturing diverse talent. |
Embedding VIBE into all talent processes; from recruiting to development, and from promotions to projects and gigs.
Offer best-in-class benefits for family planning, parental leave, caregiving & bonding, and menopause support.This includes being Certified as a Family Friendly Workplace.
Ensuring pay equity: Through our market-based pay structure and annual pay equity review, we’re confident that our Workmates are paid equitably. During our annual pay parity analyses, we examine base pay, on-target earnings and annual stock refresh grants to pay according to the market value of every job. These reviews consistently reveal no disparities for greater than 99 percent of our workforce. |
Continue to infuse VIBE into how we think about and act on our Workday core values.
Employee Belonging Councils with a focus on women:
(1) Women @ Workday Australia. Focuses on connecting and supporting Workmates in their professional growth and everyday lives.Chapter re-launched in 2023 with new chapter leads.
(2) Families @ Workday. Exemplifying our caregiving workforce who make Workday successful in our changing world of work. |
Highlights below from our 2023 Workday Global Impact Report shows our global Workday figures:
- 41.8 percent of Workday's total global population are women.
- 36.7 percent of Workday senior leadership positions were held by women.
- 38.3 percent of our global population of women are working in tech roles
- 41 percent of Workday people manager positions are held by women.
Our biggest opportunity to reduce the gender pay gap continues to be through increasing the representation of women, especially in tech and in leadership roles. Although not reflective of pay equity, Workday is fully committed to improving our gender pay gap and, along with many of our peers, we are pursuing forward-thinking and gender-equal attraction & recruitment policies.
You can learn more about our commitment to diversity and inclusion can be found in our Global Impact Report or on our blog.
Our results in the 2022-2023 reporting year reflected the fact that there were more men employed by Workday in Australia. We took steps to improve through our annual pay parity reviews and gender-equal recruitment policies.