Workplace diversity is not only the right thing to do, it’s the smart thing to do as it’s critical to the growth and success of every organization. At Workday, we strongly support diversity—our chief people officer Ashley Goldsmith recently discussed ways to create more diverse and inclusive work environments, and we’re inspired to see many of our customers adopting initiatives to foster supportive and inclusive company cultures.
With that in mind, we continue to expand our feature set to provide a comprehensive, easy-to-digest view of diversity data along with the reporting capabilities necessary for diversity compliance. In Workday Human Capital Management (HCM), we have multiple features customers can configure for their diversity and inclusion (D&I) approaches and programs. And, because all your HR information is in one place, HR and IT teams no longer have to aggregate and manipulate data across disparate systems. In turn, this frees up time for them to be more strategic—so they can truly harness the power of their people data for the benefit of D&I programs.
Below are some Workday features that can help you in your diversity journey.
Pay equity is a hot topic, and rightfully so. It’s important to make efforts to ensure that women and men in the same role are compensated on a level playing field, not only when they’re starting out but throughout their careers. We deliver a pay equity/gender pay dashboard that helps analyze pay differences between men and women in an organization so you can better monitor and report on potential pay inequality.
For Workday Payroll customers, we also produce a report that combines pay data (also known as pay bands) with gender, race, and ethnicity information. This enables you to proactively slice and dice data across different groups to highlight discrepancies that might require further exploration.
While identifying pay inequalities within your organization is important, you still won’t have the whole picture as to how your organization compares to others. With Workday Benchmarking, delivered via the Workday Data-as-a-Service (DaaS) offering, customers can gain a better understanding of their company’s relative performance in comparison to peer organizations. Workday customers can opt-in to contribute de-identified data to a secure, aggregated dataset, then leverage useful metrics and trends representative of Workday’s collective customer community—including over 26 million workers across more than 1,800 global organizations.
With these benchmarking insights, business leaders can make more informed decisions on what actions to take to achieve optimal performance. For example, HR leaders at a technology company could compare the percentage of men and women in their workforce with similar organizations to gauge how well they are tracking against diversity goals.
Typically, organizations spend a lot of time manually manipulating data to see where they stand with their diversity initiatives. With Workday, customers can surface data with a variety of dimensions such as gender, ethnicity, generation, and location to get a comprehensive snapshot of their company’s diversity.
We recognize that no two companies are exactly alike and therefore do not require the same templates, scorecards, and dashboards.
Additionally, Workday Scorecards enable customers to set KPIs, monitor progress against diversity goals, view what’s on track or at risk, and take action to improve performance when necessary. For example, before presenting to the board on diversity initiatives, a CEO can view a snapshot of how the organization is tracking against women in leadership goals, and view comments from recruiters on any talent pipeline issues to determine what actions are needed.
Because Workday HCM serves as the core system for all of a company’s people data, from personal information to compensation and benefits, we know that it is important to provide self-identification capabilities. To enable accurate self-reporting of demographic information, we offer categories for sexual orientation, gender identity, and pronoun. This empowers people to best describe who they are, free from what can sometimes feel like restrictive, binary options that might not account for their true selves. Ensuring that we track the proper demographic information through our employee self-identification feature is also crucial for our customers, who can then cross-reference with other HR data, including pay grade, performance reviews, learning and development opportunities, and more to have a complete picture of their workforce.
We have long been delivering reporting capabilities to help our customers stay compliant with ever-changing diversity regulations. For example, customers can now run ready-to-go reports for EEO-1 and disability (U.S. Department of Labor reporting), Form I-9 and e-Verify (U.S. Citizenship and Immigration Services reporting), and others. We also plan to add more features to our existing veteran and affirmative action reports in the future. With our comprehensive reporting, customers across the globe are equipped to securely deliver the required diversity information for their respective regions to the appropriate agencies.
As we continue to innovate and expand our diversity product features, we recognize that no two companies are exactly alike and therefore do not require the same templates, scorecards, and dashboards. Our goal is to continue to provide our customers with the flexibility to configure workforce and diversity data however they please, a benefit of Workday’s flexible framework, while delivering more standard, out-of-the-box reports for those who need a quick jumpstart. I look forward to seeing how our customers adopt these tools, and how we will continue to use them internally to foster a diverse and inclusive environment here at Workday.