UK Gender Pay Gap Report 2026
Our Strategy
At Workday, our success starts with our people; they are our number one core value and our greatest asset. This belief has shaped our culture from the very beginning, guiding us to build a workplace where everyone feels supported, valued, and empowered with a consistent opportunity to succeed. Because when our employees thrive, Workday thrives.
Ensuring Pay Fairness
Through our market-based pay structure and annual pay equity reviews, we’re confident that our employees are paid fairly and equitably. We examine base salary, on-target earnings, and annual stock refresh grants to pay according to the market value of every job. This helps us ensure fairness and reduce structural barriers. Our reviews consistently reveal no disparities for over 99 percent of our workforce.
Our commitment at Workday is creating a culture where every individual feels valued, supported, and empowered to make an impact. By centering humanity and fostering belonging, we’re not just building better workplaces—we’re shaping a better world.” — Kumari Williams, Chief VIBE 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—ensuring fair pay for consistent work. 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 regardless of their job or level of responsibility. This year, we’re continuing to see improvement in our overall gender pay gap.
- 2026
- 2025
- 2024
- 2023
Our 2026 UK gender pay gap results
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 Workday, must continue to promote, encourage, and develop talent to drive lasting change in the technology sector. We understand that the pursuit of a balanced workforce composition is a transformative journey that demands resilience, persistence, and a commitment to continual improvement. We are dedicated to this long-term effort, knowing that the hard work we invest today will yield a more consistent, innovative, and inclusive future for everyone. At the same time, organisations need to show that people are rewarded in a fair and equitable way. Ensuring pay equity is a crucial component as we work to close the gender pay gap. Further information about our commitment to inclusion and belonging can be found in our Global Impact Report or on our VIBE. Value Inclusion & Belonging for Everyone Company Pages.
Below are the Workday results for the required UK pay gap calculations.
Our 2025 UK gender pay gap
Our biggest opportunity to reduce the gender pay gap in the UK continues to be through increasing the representation of women, especially in sales and in more senior-level roles. Although not reflective of pay equity, Workday UK is fully committed to improving our gender pay gap and, along with many of our peers, we are pursuing forward-thinking hiring, retention and progression policies. We also want to ensure that more women thrive through our culture of belonging.
Below are the Workday results for the required UK pay gap calculations.
Our 2024 UK gender pay gap
Our biggest opportunity to reduce the binary gender pay gap continues to be through increasing the representation of women, especially in sales and in more senior-level roles. Although not reflective of pay equity, Workday is fully committed to improving our binary gender pay gap and, along with many of our peers, we are pursuing forward-thinking hiring, retention and progression policies. We also want to ensure that more women thrive through our culture of belonging.
Below are the Workday results for the required UK pay gap calculations.
Our 2023 UK gender pay gap results
Our biggest opportunity to reduce the gender pay gap continues to be through increasing the representation of women, especially in Sales and in more senior-level roles. We’re not yet reflective of pay equity, but by pushing forward-thinking and gender-equal recruitment policies, we're fully committed to improving our gender pay gap.
Our Commitment to the Long Term
Translating this high-level vision into sustainable change requires a focus on the practical foundations of our workplace. Closing the gender pay gap is not a singular task, but a continuous commitment to fairness and consistency in how we recruit, reward, and develop our talent. While the data shows we are moving in the right direction, we recognise that there is still work to do. By ensuring that every Workmate has a consistent opportunity to contribute and thrive, we strengthen our business and our culture. We remain focused on the practical, everyday steps required to build a more balanced, inclusive, and equitable future for everyone.
Signed by:
Dan Pell,
Vice President, Country Manager, UKI
Shaun Redgrave,
Vice President, Legal Counsel, UKI