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Workday’s Commitment to Diversity and Inclusion

Workday embraces diversity—including different perspectives, insights, backgrounds, and skills—because it fuels innovation, and creates a broader connection to the world. We believe that all employees deserve equal pay and an equal chance to succeed.

We’ve always been committed to pay parity. Our Chief People Officer Ashley Goldsmith and her team conduct annual company-wide gender pay analysis, to ensure fair and equal pay between men and women in the same role.

We have a market-based pay structure that compares our roles to that of our peers in each region. This process ensures we pay according to the market value of every job we offer, diminishing the role of unconscious bias and structural barriers.

We’re also committed to hiring and promoting the best people into leadership roles regardless of gender. Many of our executive leaders, in addition to Ashley, are women, including our Chief Information Officer, Chief Financial Officer, Chief Diversity Officer, Chief Marketing Officer and Chief Privacy Officer, as are a number of Workday senior vice presidents. Having a diverse workforce that brings many different viewpoints and experiences to work each day is critical to our success.

We have been recognised by Great Place to Work as the #1 workplace for women in the UK and in the United States, we ranked #3 for women; #11 for diversity; and #11 for parents in recent Fortune awards.

The gender pay gap, as outlined by the UK Government, is the difference in the average hourly wage of all men and women across a workforce. This ‘pay gap’ is impacted by the number of women across the workforce and is particularly influenced by the proportion of women compared to men in the most senior leadership positions at Workday in the UK. Workday is fully committed to improving this and, along with many of our peers, we are pursuing forward-thinking policies and gender-equal recruitment policies.

This is an IT industry challenge, and we, like many other technology companies, will continue to drive efforts to correct this historical imbalance. We will remain committed to this path and we believe we are already beginning to see the fruits of this labour. But it is a long-term project for the entire IT industry, and we know there is a lot of work to do.

We firmly believe that as an industry, the technology sector must continue to promote, encourage and develop female talent. Workday remains committed to that goal, and our global leadership team is testament to that commitment. For the IT industry, pay parity is essential. Every organisation must show that regardless of gender, people are being salaried, bonused, and rewarded in the same way. Pay parity is critical as we work to close the gender pay gap; we must encourage women to move into the technology industry at all levels if we are to drive change.

As part of our commitment to diversity and inclusion we are continuing to drive equality in our business by:

  • Leading by example. For women to set their sights on higher-paying roles, they need to see it to believe it. We all need to be able to see what’s possible, and the only way that can happen is when we see others like ourselves in positions we aspire to. We developed our pilot mentorship programme, Workday LEAP, in 2017. We now have several hundred mid-level female employees signed up.
  • Conducting a pay parity analysis at least once a year. We use a diversity dashboard that lets us regularly examine HR data to better understand gender parity and other diversity related goals. Pay parity analyses provide a statistical review for disparity, and diversity dashboards are a real-time representation of current staff and can be viewed at any time. We compare things such as compensation, promotions, and job movement, and diversity rates by job level. We’re getting better at understanding this data all the time and continue to drill down into more specifics.
  • Making a commitment in writing. As an organisation we have previously committed to conducting an annual companywide gender pay analysis, reviewing hiring and promotion processes to reduce unconscious bias and structural barriers, and embedding equal pay efforts into broader enterprise-wide initiatives.
  • Supporting relationship building and mentoring. For many women, peers play an important role in mentoring and showing what is possible. Last year we launched the Women@Workday peer group to help to support a diverse workplace across our UK offices. The network focuses on empowering our female talent through leveraging our unique culture to help build meaningful connections and enable career progression. We also offer employees opportunities to attend external events locally and globally, to build affinity and increase confidence. Last year, more than 180 women from Workday, including 10 from the EMEA region, attended the Grace Hopper Celebration of Women in Computing in Houston, the world’s largest gathering of women technologists. We will also be sponsoring the Women of Silicon Roundabout Conference 2019 in the UK and support annual milestones like International Women’s Day locally.
  • Empowering women to bring their best selves to work. Women are more likely to be the main caregivers in their families, whether that’s for young children or elderly parents. According to the latest release from the Office for National Statistics (ONS), women carry out an overall average of 60% more unpaid work than men; men do 16 hours a week of unpaid work, which includes adult care and child care, laundry and cleaning, compared to the 26 hours of unpaid work done by women in a week. All employees need to feel supported in their workplaces, and to know their value won’t diminish when they need to focus on personal needs. We’ve enhanced our benefits programmes to support the specific needs of both women and men at Workday to help them balance their personal and work lives. Workday offers supplemented maternity and adoption leave coverage, as well as additional paid time off for dependents. We have also partnered with Care.com to offer emergency child or elder/adult care in-home or in-centre. All Workday employees and their dependents including part-time workers are eligible for benefits, including same-sex or opposite-sex, domestic partners, whether married or in a long-term partnership.

We are proud of our work to ensure pay parity for men and women (equal pay for equal work) across our global organisation. The figures below show the current total pay gap in the Workday UK organisation, based on the total number of male and female employees.


Workday’s Commitment to Diversity and Inclusion

Mean Hourly Pay Gap



Mean Bonus Pay Gap



Median Hourly Pay Gap



Median Bonus Pay Gap



Proportion of Women / Men Who Get a Bonus



Pay Quartiles by Gender

Workday is committed to creating a diverse and inclusive workplace that starts with the notion that everyone is different and therefore we are all diverse. Gaining a better understanding and appreciation of our differences will enable us to create a culture inclusive of all people. To learn more about our diversity and inclusion efforts visit our blog.

Workday’s UK gender pay gap figures are accurate and have been calculated in accordance with the applicable legislation.


Signed by

Carolyn Horne
GVP, Northern Europe and South Africa, Workday

Mandy Jeffery
VP, People, International, Workday





Source: http://www.acas.org.uk/media/pdf/9/p/Managing_gender_pay_reporting_07.02.19.pdf

The gender pay gap:
The gender pay gap shows the difference between the average (mean or median) earnings of men and women. This is expressed as a percentage of men’s earnings.

The mean gender pay gap:
This calculation requires an employer to show the difference between the mean hourly rate of pay that male and female full-pay relevant employees receive.

The median gender pay gap:
This calculation requires an employer to show the difference between the median hourly rate of pay that male and female full-pay relevant employees receive.

The mean bonus gender pay gap:
This calculation requires an employer to show the difference between the mean bonus pay that male and female relevant employees receive.

The median bonus gender pay gap:
This calculation requires an employer to show the difference between the median bonus pay that male and female relevant employees receive.

The proportion of males and females receiving a bonus payment:
These two calculations require an employer to show the proportion of male relevant employees who were paid any amount of bonus pay, and the proportion of female relevant employees who were paid any amount of bonus pay.

The proportion of males and females in each quartile pay band:
This calculation requires an employer to show the proportions of male and female full-pay relevant employees in four quartile pay bands, which is done by dividing the workforce into four equal parts. These quartile pay bands are established when making the calculation, so any other pay banding used in a workplace must not be used.