我们致力于多样性和包容性
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
我们认识到,“收入差距”和“支付股权”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 gender pay gap.
You can learn more about our commitment to diversity and inclusion in ourGlobal Impact Reportor on ourblog.
- 2023
- 2022
- 2021
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
Like in 2021, our results in 2022 reflected the fact that there were more men employed by Workday in the UK, and a greater number of men in leadership roles. We took steps to improve 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.
Signed by:
Michael Douroux,
Group Vice President, 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.
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.