Campus Diversity, Equity, and Inclusion
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Colleges and universities recognize the need for a diverse, equitable, and inclusive campus environment—but this critical mission is usually implemented with legacy systems that simply weren’t designed to handle it.
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Campus Diversity, Equity, and Inclusion
- 1. All participants have been muted. If you have a question, please submit it through the Q&A area. The meeting will begin shortly. Workday Confidential
- 2. Bringing the Offices of Diversity, Equity & Inclusion and Human Resources Together in Support of the Campus Mission
- 3. Workday Confidential Rosie Cofre Senior Diversity and Inclusion Principal Workday
- 4. Workday Confidential Nellie Borrero Managing Director – Senior Global Inclusion & Diversity Lead Accenture Mark Brimhall-Vargas, Ph.D. Chief Diversity Officer and Vice President for Diversity, Equity, & Inclusion Brandeis University LaCoya Shelton Chief Executive Officer Revolutionary HR Consulting
- 5. Workday Confidential Brad Newell Sr Solution Consultant - HCM Workday
- 6. This presentation may contain forward-looking statements for which there are risks, uncertainties, and assumptions. If the risks materialize or assumptions prove incorrect, Workday’s business results and directions could differ materially from results implied by the forward-looking statements. Forward-looking statements include any statements regarding strategies or plans for future operations; any statements concerning new features, enhancements or upgrades to our existing applications or plans for future applications; and any statements of belief. Further information on risks that could affect Workday’s results is included in our filings with the Securities and Exchange Commission which are available on the Workday investor relations webpage: www.workday.com/company/investor_relations.php Workday assumes no obligation for and does not intend to update any forward-looking statements. Any unreleased services, features, functionality or enhancements referenced in any Workday document, roadmap, blog, our website, press release or public statement that are not currently available are subject to change at Workday’s discretion and may not be delivered as planned or at all. Customers who purchase Workday, Inc. services should make their purchase decisions upon services, features, and functions that are currently available. Safe Harbor Statement
- 20. Additional DEI Features in Workday Workday Confidential People Analytics Make Better People Decisions Faster with Augmented Analytics Address prioritization, data literacy and scalability of your data Talent Management Track Skills, Competencies and Certifications Identify leaders with DEI experience Organization Structure Build cross-functional departments Create Committees to manage initiatives Learning Leverage courses from a variety of partners Create courses to address issues specific to your organization Performance Management Establish Performance Reviews on DEI Initiatives Set Organization, Team and Personal Goals Flexibility to Grow Change menu drop-downs and labels to accurately reflect terms Build reports and analytics without a programmer
- 21. Workday Community Workday Prism Collaborate with all Workday customers on how other customers are handling Diversity. Participate in User Groups and contribute best practices. Additional Support Ability to review outside data. For example, State diversity data with your student/faculty population. Bring SIS information into Workday and compare it with Workday data Workday Benchmarking Workday Blog Ability to review anonymous Compensation data from other organizations with your data. Compare not only Educational institutions but how you compete with the Commercial sector. Not only does work support our customer’s efforts with DEI but we also practice it. Take a look at the Blogs Workday has produced on this subject. Workday Confidential
- 22. Workday Website and Blogs Workday Confidential Gaining Deeper Insights into Workday’s Workforce with Diversity Dashboards How Diversity Drives Innovation: Q&A with Frans Johansson Supporting Workday Customers on Their Diversity Journeys Workday Chief Diversity Officer: Our Approach to Diversity and Inclusion Taking Action to Build Belonging, Diversity, and Inclusion The Gender Pay Gap: Working Without Pay for 94 Days
- 23. Q&A
- 24. Thank You
Hinweis der Redaktion
- The VIBE Index will leverage Workday Prism Analytics to easily integrate external datasets, such as employee sentiment survey data, to conduct real-time analyses for more in-depth insights—all in Workday. It was specifically designed to address issues and gaps in existing diversity and inclusion indices and analytics tools, uniquely delivering: Belonging and Equity Insights. The VIBE Index is pioneering a way to measure belonging and equity alongside diversity and inclusion, across the complete lifecycle of a worker; other indices currently available in the market typically only measure diversity and inclusion. Intersectionality. The VIBE Index is one of the first B&D offerings to use intersections—a combination of different elements of a person’s identity that could include race/ethnicity, gender, age, sexual orientation, ability/disability, class status, religion, veteran status, and cognitive diversity—to look across the full employment lifecycle, while other tools measure a single dimension. For instance, customers could specifically compare Asian women and Black men with regard to leadership. Parity and Equity Evaluation. The VIBE Index will evaluate where parity is lacking in the workplace and then provide a heat map to identify where there is the greatest opportunity to drive positive change. For example, it could highlight inequities in promotions and leadership opportunities provided to Asian women and Black women in comparison to Asian men and White men in Marketing, with a heat map indicating greater focus is needed in talent development to improve the chances for Asian and Black women to be promoted into leadership roles. The VIBE Index will be available the 1st quarter of calendar year 2021