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Gender Pay Gap Report 2021

Workday’s Commitment to Diversity and Inclusion

Our UK Gender Pay Gap Report

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 fair and equitable pay, and an equal chance to succeed.

We’ve always been committed to pay equity. Our chief people officer Ashley Goldsmith and her team conduct annual company-wide gender pay analysis using company-wide pay data in Workday, as do many of our customers.

We have a market-based pay structure that compares our roles to that of our peers in each job, level and 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. Our executive leaders, in addition to Ashley, our chief information officer, chief financial officer, chief customer officer, chief diversity officer, chief marketing officer and chief privacy officer are women, 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.

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. The findings of the Workday UK gender pay gap report reflect the fact that there are more men employed by Workday in the UK, and a greater number of men are in leadership roles. 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.

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 equity is essential. Every organisation must show that regardless of gender, people are being salaried, bonused, and rewarded in a fair and equitable way. Pay equity 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 equity in our business by:

  • Empowering employees to bring their best selves to work. The last 18 months has been challenging in ways that nobody could have foreseen. We all play a wide range of roles in our personal and professional lives, which may include parent, child, spouse, partner, friend, manager, and leader. When the pandemic hit, we still inhabited those roles, but often with new dimensions and new urgency: teachers for our children, counsellors for our friends, and carers for our parents and grandparents. While this year has been difficult for everyone, it is likely to have disproportionately affected women. According to the Office for National Statistics, women are more likely to be the main caregivers in their families and carry out on average 60% more unpaid work than men. To help our employees across the globe better manage financial and caregiving challenges, we updated some benefits and offered new ones. Highlights include:

    • Modified Schedules: We gave full-time employees the option to move to a part-time schedule to better manage personal needs.
    • Caregiver Support: We offered work schedule flexibility for employees who serve as caregivers as well as a new Caregiver Leave of Absence policy, with up to 12 weeks of leave at reduced pay to help support those who may need to step away from their roles for a period of time. In addition, we increased back-up care reimbursement to up to 20 days per calendar year.
    • Financial Support: In response to the COVID-19 pandemic, we provided all employees with an additional two weeks’ pay to help with any unexpected costs. We also made an additional $1 million investment in the Workday Employee Relief Fund. Through the fund, employees around the world may be eligible for up to $5,000 USD for reasonable expenses caused by the COVID-19 pandemic.
Workday also offers supplemented maternity, paternity 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. In 2020, we launched a programme with Maven globally to provide on-demand support at every stage of the parenting journey—from fertility and pregnancy, to the return to work. And since April 2020 all employees and their dependants enrolled in our fully funded private medical insurance have access to 24/7 online GP appointments. This service enables busy employees to speak to a GP within minutes about themselves or those they are caring for.
 
  • 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. Since its launch in 2018, the Women@Workday peer group has helped to support a diverse workplace across our UK offices. The network focuses on empowering our female talent by helping to build meaningful connections and enable career progression. This year, to coincide with International Women’s Day, the group worked with other Workday EMEA peer groups to support a talk with the founders of Izzy Wheels, a Dublin based disability brand founded by Irish sisters Ailbhe and Izzy Keane, as well as hosting a talk from Carolyn Horne and Chris Byrne on imposter syndrome.
  • Providing greater transparency about diversity progress for employees and Workday customers. We are continually working to be transparent about our diversity progress. In our 2021 Global Impact Report, we reported diversity data, including percentages related to gender and ethnicity. In addition to Workday’s reporting, we empower our customers via product and solution innovations to measure and benchmark diversity and belonging in the workplace, including:

    • VIBE Central. VIBE Central brings all diversity- and inclusion-related data into one consolidated dashboard in Workday Human Capital Management.
    • VIBE Index. VIBE Index measures the relative performance and outcomes of an organisation’s efforts across five categories to identify the highest opportunity for positive change, as well as a VIBE Index score for overall workplace equity.
  • Conducting a pay equity analysis at least once a year. Each year, we conduct a company-wide gender pay analysis to ensure fair and equitable pay among all individuals in similar roles. Our reviews focus not just on base salary and On-Target Earnings, but also on our annual refresh stock grants as well. We look at and incorporate many factors that influence pay, such as location, time in role, performance, and contribution. We then make adjustments to correct any disparities that may arise as a result of this review
  • Making a commitment in writing. We’re focused on where we can have the most impact and where we need to see the most immediate progress. To support this our Belonging & Diversity team has made four key commitments:

    • Hire and develop more diverse talent
    • Cultivate a culture of belonging
    • Strengthen our communities
    • Build inclusive products and technology
At the same time, our broader Belonging & Diversity (B&D) efforts, led by our B&D team and including our Employee Belonging Councils (EBC), will continue, with an expanded reach as we focus on involving all of our Workmates across the globe in our VIBE approach.
 
 
 

Workday’s Commitment to Diversity and Inclusion

Mean Hourly Pay Gap
16.5%

 

 

Mean Hourly Bonus Gap
56.6%

 

 

Median Hourly Pay Gap
19.0%

 

 

Median Hourly Bonus Gap
42.3%

 

 

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

Michael Douroux,
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.

See previous Workday Gender Pay Gap Reports

2020 Workday Gender Pay Gap report
Read Report
2019 Workday Gender Pay Gap report
Read Report