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:
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.
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
Definitions
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.