The Workday approach to diversity is simple – it's about embracing everyone. From nurturing a culture where all employees can bring their best selves to work, to deploying diversity initiatives that support all, we’re doing what it takes to build a more equitable workplace and world.
It’s important to understand that the terms ‘pay gap’ and ‘pay equity’ aren’t the same. Each year, Workday conducts a company-wide race and gender pay analysis during the annual compensation cycle and any small number of disparities that may arise are quickly adjusted. Unlike pay gap calculations, pay equity compares individuals by job roles – comparing equal pay for equal work. Pay gap calculations, such as required by the Irish government, compare the difference in the average hourly wage and bonus of all men and women across a workforce, regardless of what type of job they hold or level of responsibility.
Workday has a market-based pay structure that compares our roles to our industry peers in each region. As part of our annual pay equity review, we look at base salary and 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. Through our market-based pay structure and annual pay equity review, we’re confident that our Workmates are paid fairly and equitably.
The market in Ireland is important to Workday and has provided heavily desired tech talent to support our Product and Technology team, our primary business segment in Ireland. These high-tech roles are well paid, but like our competitors in high-tech, are still heavily male dominated. This larger representation of men in our high-tech workforce in Ireland has led to a pay gap favouring males. While we’re confident we pay fairly and equitably, we acknowledge we can do more to reach a better balanced workforce between men and women, especially in higher paid roles.
Below are the Workday results for the required Ireland pay gap calculations. Please note Workday has no temporary employees and no part-time male employees so we’re unable to report a pay gap.
Proportion of Women / Men Who Get a Bonus
Proportion of Women / Men Who Received Benefits in KIND
Pay Quartiles by Gender
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:
Monitoring hiring to ensure increasing female representation at all levels of organisation
Driving inclusion in the hiring processes using anti-bias tools to review job postings to ensure inclusive language
VIBE™ and Inclusive Hiring training for all hiring teams to promote understanding of their biases and how these can influence behaviour in recruitment
Enhancing our pipeline of tech talent in Ireland through partnerships with organisations like WomenWhoCode, Fasttrack into IT (FIT) and Technological University Dublin (TU Dublin)
Building diversity partnerships to engage with female talent pools and proactively outreach through the Talent Sourcing team
Growing internal talent
Offering internal and external mentoring and exploring sponsorship programmes
Promoting internal mobility process for continued growth
Utilising our Women@Workday Employee Belonging Council (EBC) as the voice of female Workmates and to identify what else we can do better
Leaning into on our relevant policies and benefits
As highlighted in our FY21 Global Impact Report, last year 34 percent of Workday senior leadership positions were held by women. It’s worth noting that 38 percent of our global female staff are working in tech roles and women hold 41 percent of Workday people manager positions. Our overall global gender representation continues to trend upward for women in leadership and management positions. This is 10 percent higher than many of our tech peers and puts Workday in the 75th percentile of comparable tech companies.
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 and we must encourage women to move into the technology industry at all levels if we are to drive change.
Workday is committed to providing fair and equitable compensation. More information about equal pay at Workday is provided on this page. Our actions will be constantly reassessed in collaboration with Employee Belonging Groups and Workmates in Ireland. For more information on our commitment to diversity and inclusion, please see our Global Impact Report or our blog.
Benefits in kind (BIK): A benefit in kind is any non-cash benefit of monetary value offered to employees such as gift cards, relocation costs, fitness reimbursements and health benefits.
Bonus pay: Includes one-time bonus payments, performance bonus, commissions, stock and other one-time payments.
Gender pay gap: The difference on average across a population between men’s and women’s pay.
Hourly pay: Includes base pay, allowances, leave and bonus pay.
Mean hourly pay gap:The difference between the mean hourly remuneration of relevant employees of the male gender and that of relevant employees of the female gender expressed as a percentage of the mean hourly remuneration of relevant employees of the male gender.
Median hourly pay gap: The difference between the median hourly remuneration of relevant employees of the male gender and that of relevant employees of the female gender expressed as a percentage of the median hourly remuneration of relevant employees of the male gender.
Mean bonus pay gap: The difference between the mean bonus remuneration of relevant employees of the male gender and that of relevant employees of the female gender, expressed as a percentage of the mean bonus remuneration of relevant employees of the male gender.
Median bonus pay gap: The difference between the median bonus remuneration of relevant employees of the male gender and that of relevant employees of the female gender, expressed as a percentage of the median bonus remuneration of relevant employees of the male gender.
Proportion of those paid a bonus: The percentage of all employees of the male gender who were paid bonus remuneration and the percentage of all employees of the female gender who were paid such remuneration.
Proportion of those paid benefits in kind: The percentage of all employees of the male gender who received benefits in kind and the percentage of all employees of the female gender who received such benefits.