Our diversity dashboard helps me assess not only what our demographics look like, but what the opportunities are and where we need to make shifts. As an example, if I look at our gender demographics, I can see that Workday is 40 percent women and close to 60 percent men, and then I can break it down further by level. If I see a drop-off of women at a certain level within a particular function, that indicates to me that we need to think about a better career development plan for women, and at which point in their careers we should introduce those plans.
Another way I use our dashboards is to get a better understanding of how multiple generations in the workplace are evolving. With the recent hiring of Gen Z employees, we now have five generations in our workplace, who all have different career development needs, communication styles, and technology habits. Knowing our generational mix helps us create programs that are more personalized and hopefully more effective.