Understand and Plan for Diversity and Inclusion

Understand and Plan for Diversity
and Inclusion
Looking Forward with Workday is a webinar series designed to give you insight into how your organization can do more with Workday. This series will share how we
support how you manage your people and your business. Topics will include solution strategies and roadmaps, specific use cases, live demos, and customer stories.
June 3, 2021

Workday Confidential
Amy Hanson
Principal Product Marketing Manager, HCM
Workday

Looking Forward with Workday is a webinar series designed to give you insight into
how your organization can do more with Workday. This series will share how we
support how you manage your people and your business. Topics will include solution
strategies and roadmaps, specific use cases, live demos, and customer stories.
Creating Belonging and Diversity in the Workplace
Understand and Plan for Diversity and Inclusion

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

Agenda
01 The Importance of Planning for Belonging &
Diversity
02 Workday’s and Accenture’s Journeys
03 Solution Demo
04 Q&A

The Importance of Planning for
Belonging & Diversity

Challenges & Opportunities
Increase in Job
Performance
56%
People feel
Isolated at work
40%
Women & Minorities in
Management
15%
Drop in Turnover
Risk
50%
Reduction in
Sick Days
75%
Source:
https://hbr.org/2019/12/the-value-of-belonging-at-work

Achieving DEI objectives requires no more and no
less than the use of the same planning, feedback,
and accountability processes that are deployed to
reach targets in sales, product development, and
budgeting.
Harvard Business Review

Workday’s and Accenture’s Journeys

Phil Willburn
Vice President,
People Analytics
Workday
Zoe Kibbey
Inclusion and Diversity
Associate Director
Accenture

3 Main
Challenges
Getting on the
Same Page
Deciding on
a Plan
Holding
Ourselves
Accountable

Workforce Analytics VIBE Index
• Aggregated views for business leaders
• To protect confidentiality:
‒ 10+ organization headcount required to see metrics
‒ 10 or more ‘activities’ required to see activity metric
values (Example: Promotions)
• VIBE Index Composite Report - Displayed by
Gender/Ethnicity groupings
• Supporting outcome reports
Diversity Dashboard
• Detail data views that personas
will have constrained or
unconstrained access to
• All metric views will be
available
TA Leader Dashboard
• Diversity Funnel metrics
• Link from TA Leader
Dashboard to the Diversity
Dashboard
HR Partner Dashboard
• Link from HR Partner
Dashboard to the Diversity
Dashboard
Diversity Data Dashboards
Support Persona
Executive Persona

Exploring Conversion Ratios
New
Screen
Interview
Offer
Offer
Accepted
Asian White URM

Diversity
Insights
Enablement
Hands on,
interactive
exercises to enable
Talent Acquisition,
Diversity, & People
Partners to support
the business

Getting on the
same page
17
Copyright © 2021 Accenture. All rights reserved.

Launched
Conduct
Counts to
reinforce our
Ethics &
Compliance
programs
18
Our history reflects our commitment
Launched global
Inclusion &
Diversity Strategy
Established African
American Employee
Resource Group in US
Launched
Diverse
Supplier
Development
Program
Announced gender-
balanced workforce
goals
Published
workforce
demographics in
the US and select
locations
Established
Building Bridges
courageous
conversations
Launched
women’s
initiative in US
Established
LGBT
Network
Launched global
mental wellness
program – Thriving
Mind
Hosted first
International
Women's Day
events
1995
2006
2005
2003
1999
1996
Launched Persons with
Disabilities Champions
Network & global LGBTI
Leaders Learning training
2017 2019
2020
2016
Published Culture
of Equality Drives
Innovation
research
No.1 on the
Refinitiv Diversity
& Inclusion Index
in 2018 and 2019.
*This is a sample of key actions from our detailed historical timeline.
LGBTI network becomes Pride
at Accenture – inclusive to all
forms of orientation, identity,
expression
Formed
Interfaith
ERG
2008
Formed
Accenture
Diversity
Council 2014
2015
2011 Announced ethnicity
related workforce
mix goals in priority
locations (building on
internal goals)
Shared
#InclusionStartsWithI
video with the world,
more than 1.8M views
Expanded Zero Tolerance
mandatory training with
open conversations on
sexual harassment

Putting the data in the hands of the business
19
Monthly reporting on
1. Headcount and progress against
goals
2. Recruitment and progress against
goals
3. Turnover gap
YTD Gender Mix%
Actual Goal Variance to
Goal
Variance to
Previous
Year End
Variance to
Previous
Month
Variance to
Same
Month
Previous
Year
49.0% 50.0% -1.0% 0.5% 0.1% 0.9%
YTD Recruitment Mix%
Goal
Variance to
Previous
Year End
Variance to
Previous
Month
Variance to
Same
Month
Previous
Year
52.0% 50.0% 2.0% 0.8% 0.3% 1.3%
YTD Turnover Gap%
Goal
Variance to
Previous
Year End
Variance to
Previous
Month
Variance to
Same
Month
Previous
Year
1.0% 0.0% 1.0% -0.5% 0.1% 0.0%

Accelerating VIBE at Workday
Hiring and Developing
Diverse Talent
Relentless focus and
intentional efforts to increase
the recruitment, hiring, and
advancement of
underrepresented talent at
Workday.
Cultivating a Culture of
Belonging
Belonging for All
Workmates.
Purpose. Trust.
Connection. Growth.
Strengthening Our
Communities
Support policies, practices,
and organizations that
empower underrepresented
minorities through meaningful
philanthropic investment and
engagement.
Building Inclusive
Products and Technology
Empower Workday and
our Customers to
accelerate belonging
and diversity enabled by
our Product.

Back of the Napkin Modeling
Representation Goals
What would it take to
increase representation by
x% given the basic
assumptions
Leadership Goals
How much could we
possibly expect to grow
given this current
conditions
Mostly
likely
scenario
given
current
conditions

Increase overall representation
of Black & Latinx employees in
the US by 30% by the end of
2023.
Double the number of Black &
Latinx Leaders Respectively in
the US by the end of 2023.
Invest 25,000 hours in training
over the next year to ensure all
managers are able to attract,
recruit, hire and advance
employees of all backgrounds.
Ensure less than a 3%
difference in belonging for all
Workmates across all
demographics (as measured
by the belonging outcome of
our VIBE IndexTM).
Infuse VIBE into how we think
about and act on our Workday
core values.
Invest 150,000 hours in career
development programs and
education that increase
visibility and opportunity for
Black and Latinx talent over
the next year.
Empower our customers via
product and solution innovations
to measure and benchmark
diversity and belonging in the
workplace.
- VIBE Central in 2020
- VIBE Index in 2021
Offer workshop services at no
charge for our first 300
customers deploying VIBE
Central.
Publish a bi-annual B&D product
roadmap to highlight innovative
solutions for our customers.
Invest $10M toward social
justice initiatives over the next
year.
Empower Workmates to
contribute to Opportunity in
Action our 250,000 hour
commitment toward mentoring
and skills-based volunteering
in communities around the
globe by 2023.
Accelerate Opportunity
Onramps hiring to fill 20% of
our early to mid-career full-
time roles by the end of 2023.
Diverse Talent
Belonging
Building Inclusive
Strengthening our
Communities
Increase overall
representation of Black &
Latinx employees in the US
by 30% by the end of 2023.
Double the number of Black
& Latinx Leaders
Respectively in the US by
the end of 2023.

Forecast
Assumptions
Scenarios

Deciding on
a plan
25

IN 2017, WE SIGNED UP TO PARADIGM FOR PARITY AND COMMITTED
EXTERNALLY TO REACH 50/50 BY 2025
• Status Quo: If recruitment and attrition trends continued at FY18 levels the gender mix would only reach 44%
• We set a simple strategy:
• To increase recruitment
• Close attrition gaps
• Close promotion gaps
FY25
50%
26

We set goals that reflect market and type of work
27
Our goal is to achieve a
gender-balanced workforce
by 2025 for those whose
gender is binary.
Each location around the
world receives their goal that
contributes to our overall
ambition.

Expanding our commitment to stand together against racism
28
Leadership Commitment
• In 2020, we set new goals for workforce mix:
US
• Increase African American and Black representation from 9% to 12% and managing director
representation from 2.8% to 4.4%
• Increase Hispanic American and Latinx representation from 9.5% to 13% and managing director
representation from 3.5% to 4.7%
UK
• Increase Black representation from 4% to 7% and more than double managing director representation
South Africa
• Increase African Black representation from 45% to 68% and Coloured representation from 6% to 10%
• Increase African Black, Coloured and Indian managing director representation from 39% to 70%

OKRs
Company-wide goal
setting activities
Aligned to Workday Modes of Operating
Workforce Analytics
Go-to for VP+ on making
people decisions
Prism Quarterly Snapshot
For Quarterly Business
Reviews (QBRs)

Diversity Quarterly Snapshot
5% 16% 4%
FY22 Goal
5.4%

Increase overall
representation of Black &
Latinx employees in the US by
30% by the end of 2023.
Double the number of Black &
Latinx Leaders Respectively in
the US by the end of 2023.
Invest 25,000 hours in training
over the next year to ensure
all managers are able to
attract, recruit, hire and
advance employees of all
backgrounds.
Ensure less than a 3% difference
in belonging for all Workmates
across all demographics (as
measured by the belonging
outcome of our VIBE IndexTM).
Infuse VIBE into how we think
about and act on our Workday
core values.
Invest 150,000 hours in career
development programs and
education that increase visibility
and opportunity for Black and
Latinx talent over the next year.
Empower our customers via
product and solution innovations
to measure and benchmark
diversity and belonging in the
workplace.
- VIBE Central in 2020
- VIBE Index in 2021
Offer workshop services at no
charge for our first 300
customers deploying VIBE
Central.
Publish a bi-annual B&D product
roadmap to highlight innovative
solutions for our customers.
Invest $10M toward social
justice initiatives over the next
year.
Empower Workmates to
contribute to Opportunity in
Action our 250,000 hour
commitment toward mentoring
and skills-based volunteering
in communities around the
globe by 2023.
Accelerate Opportunity
Onramps hiring to fill 20% of
our early to mid-career full-
time roles by the end of 2023.
Diverse Talent
Belonging
Building Inclusive
Strengthening our
Communities
Ensure less than a 3%
difference in belonging for
all Workmates across all
demographics (as measured
by the belonging outcome of
our VIBE IndexTM).
Infuse VIBE into how we
think about and act on our
Workday core values.

Go Beyond Diverse Representation with Workday VIBETM
INCLUSION
BELONGING
EQUITY
REPRESENTATION
ALONE
DIVERSITY

Workday VIBE Index™–3 Key Components
Measures Performance of Inclusion, Belonging, and Equity Efforts
Intersectionality
Breadth & Depth Equity & Parity
CULTURE

VIBE Index
• Looks at full employee
lifecycle
• Insights on belonging, equity,
diversity and inclusion within
employee groups and across
various intersections
• Measures relative
performance of your B&D
efforts and identifies highest
opportunities for positive
change

Holding ourselves
accountable
37

Workday Adaptive I&D Modelling Tool
The Adaptive I&D Modelling tool is
and easy-to-use online tool which
enables business areas to quickly
model workforce gender mix
projection scenarios to 2025 based
upon the following inputs:
• Total attrition rate
• Attrition Gap
• Recruitment Mix
• Headcount Growth
ABOUT THE TOOL

We believe transparency creates trust
Measuring progress is imperative toward building a collaborative working environment. Because of
this, we have released diversity demographics in a number of countries including these numbers for
the United States.

40
A proven roadmap
Commit to
transparency of
data, internally and
externally
Collaborate across
business and
government to
advance equality
Level playing field for
parental leave benefits
and flexible working.
Provide technology for
remote working
Provide a clear vision from
the top. Goals cascaded to
every level, monitored
regularly
Provide more
role models. Sponsor
and mentor
underrepresented groups
to advance in P&L roles
Launch initiatives that
provide people with in-
demand skills and
opportunities to gain
commercial experience
Use data
and analytics to
understand areas of
opportunity
Devise innovative
sourcing strategies and
disruptive promotion
strategies
Create a sense of
belonging and an
inclusive culture in order
to unlock human
potential
2
1 9
Ensure equity in
pay and
promotions
5

Solution Demo

Antonio Villamil
Principal Solution Consultant
Workday

Top Takeaways
Deciding on a plan
Accountability
Ensuring execution
against plan
Getting on the same
page
Commitment
Alignment Solution
Using technology to
support your goals

Additional
Resources
Workday Belonging and
Diversity VIBE™ Website
Workday Belonging
and Diversity Solutions
Workday Belonging
and Diversity
Community

Understand and Plan for Diversity and Inclusion

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