Workday embraces all dimensions of diversity, including different perspectives, insights, backgrounds and skills. Diversity 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. Each year, we conduct a company-wide race and gender pay analysis to ensure fair and equitable pay among all individuals in the same role.
During each year’s annual compensation cycle, we run our pay parity analyses, and quickly adjust any small number of disparities that may arise. We have a market-based pay structure that compares our roles to that of our industry peers in each region. As part of this review, not only do we take a look at base salary, but we also examine on-target earnings as well as annual stock refresh grants. This process ensures we pay according to the market value of every job we offer, diminishing unconscious bias and structural barriers.
Each year, the results of the pay equity analysis are encouraging, and support the belief that all employees should be paid fairly and equitably. Our annual reviews consistently reveal no disparities for greater than 99 percent of our global population. In FY22 and FY23, similar to prior years, the adjustments required to address any disparities in our annual pay parity analysis equated to less than 0.01 percent of our global base salary payroll, and less than 0.01 percent of our total stock budget was needed to adjust total stock grant refreshes. We’re thrilled to see the continued great results in the pay parity analysis as we continue to strive toward inspiring a brighter work day for all.
We know that pay parity is an ongoing journey and we’ll continue to monitor it on a regular basis. We’ll also continue to enhance Workday applications to support this work for both ourselves and our customers.
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. 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. Workday is fully committed to improving this and, along with many of our peers, we’re pursuing forward-thinking policies and gender-equal recruitment policies.
Looking at our diversity data, we’ve seen several notable trends across our organisation this past year. For example, we continue to make strides in increasing the diversity of our leadership – defined as roles of director and above – across Workday. Across our executive leadership team, our Chief People Officer, Chief Financial Officer, Chief Customer Officer, Chief Diversity Officer, Chief Philanthropy Officer and Chief Privacy Officer are women, as are a number of Workday Senior Vice Presidents.
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. Every organisation must show that regardless of gender, people are 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.
Further information about our commitment to diversity and inclusion can be found in our Global Impact Report or on our blog.
Proportion of females to males who receive a bonus
Pay quartiles by gender
GVP, Northern Europe and South Africa, Workday
Director, EMEA Sales Finance, Workday UK Limited
*Due to a recently discovered miscalculation which excluded certain bonus pay, Workday UK has restated its gender pay gap results reported in 2022 and 2021. The revised mean hourly gender pay gap figure for 2022 is 25.9% and 23.6% for 2021.
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 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 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.