Our commitment to diversity and inclusion
We believe every employee deserves equitable pay and an equal chance to succeed. Workday embraces different perspectives, backgrounds and skills to encourage diversity, because it fuels innovation and broadens our connection to the world.
Ensuring pay equity
Through our market-based pay structure and annual pay equity reviews, we’re confident that our employees are paid 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 reduce unconscious bias and structural barriers. Our reviews consistently reveal no disparities for over 99 percent of our workforce.
“Equity is not easy to achieve – it requires acknowledging differences, understanding history and many other considerations. Equity is worth the effort, because everyone should enjoy the chance to contribute and succeed”
Carin Taylor, Chief Diversity 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 – comparing equal pay for equal 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 their level of responsibility.
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 ourselves must continue to promote, encourage and develop female talent to drive lasting change in the technology sector. At the same time, organisations need to show that people are salaried, bonused and rewarded in an equitable way, regardless of gender. Pay equity is crucial as we push to close the binary gender pay gap.
Further information about our commitment to diversity and inclusion can be found in our Global Impact Report or on our Belonging & Diversity Company pages.
- 2024
- 2023
- 2022
- 2021
Our 2024 UK binary 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 Ireland pay gap calculations. Please note Workday had no temporary employees and no part-time male employees so we are unable to report a pay gap.
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 2022 UK gender pay gap results
Our results this year reflect the fact that there are more men employed by Workday in the UK, and a greater number of men in leadership roles. Workday is taking steps to improving this through annual pay parity reviews and gender-equal recruitment policies.
Our 2021 UK gender pay gap results
Our results this year reflected the fact that there were more men employed by Workday in the UK, and a greater number of men in leadership roles. This historical imbalance has affected many organisations in the IT industry, and we continue to drive efforts to correct it.
What is Workday UK doing to close the gap?
At Workday, our belonging and diversity strategy is to: Value Inclusion, Belonging and Equity (VIBE™) for all. We believe employee diversity, including different backgrounds, perspectives and skills, fuels innovation. Having different perspectives and experiences come together helps us build the Workday product. To help us close the gap, we continue to implement a number of initiatives to attract and retain more female employees.
These include:
Hiring & Partnerships
- Monitoring hiring to drive gender balanced representation at all levels of organisation
- Building diversity partnerships to engage with female talent pools and proactive outreach through the Talent Sourcing team
- Drive inclusion from job postings to onboarding by utilising inclusive language tools and diverse hiring teams
- Post open roles on Diversity Partner Job boards to increase visibility and talent attraction
Retention & Progression
- Increased career progression discussions; new employee recognition tools
- Offering best-in-class benefits for family planning, midwife services, parental leave, caregiving & bonding, & menopause support
- Focused re-onboarding for maternity leave returners
- Ensure gender pay equity through annual pay audits and market-based pay structure
Culture of Belonging
- Continue to infuse VIBE into how we think about and act on our Workday core values
- Centre employee voice through our investment and connection with Employee Belonging Councils and weekly Peakon surveys
- Launch of EMEA VIBE Council and global Respectful Workplace Policy
Our biggest opportunity to reduce the binary gender pay gap continues to be through increasing the representation of women, especially in tech 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 and gender-equal recruitment policies. You can learn more about our commitment to diversity and inclusion can be found in our Global Impact Report or on our blog.
Signed by:
Dan Pell,
Vice President, Country Manager, UKI | Sales GVP, Northern Europe and South Africa, Workday UK Limited
Inderpal Dhedli,
Director, EMEA Sales Finance, Workday UK Limited
*Due to a recently discovered miscalculation, 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 UK Government requires organisations with 250 or more employees to publish and report specific figures about their binary gender pay gap. The binary gender pay gap is the deference between the average earnings of those that identify as men and those that identify as women, expressed relative to men’s earnings. We recognise that by focusing exclusively on employees that identify as men or women, the binary gender pay gap reporting methodology is unable to include all valued employees such as those who are transgender and non-binary.
Definitions
Source: GOV.UK, ‘Gender pay gap reporting: guidance for employers’, Government Equalities Office, 2023 https://www.gov.uk/government/publications/gender-pay-gap-reporting-guidance-for-employers.
The gender pay gap: The gender pay gap is 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. This 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.