Understand and Plan for Diversity and Inclusion
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The document outlines a webinar series by Workday focused on diversity and inclusion strategies within organizations, including solution demos and customer success stories. Key topics feature improvement in employee belonging and representation, with specific goals for increasing underrepresented talent by various percentages by 2023. The content emphasizes transparency in diversity metrics and accountability measures to support these objectives.
Understand and Plan for Diversity and Inclusion
- 1. 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
- 2. Workday Confidential Amy Hanson Principal Product Marketing Manager, HCM Workday
- 3. 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
- 4. 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
- 5. Agenda 01 The Importance of Planning for Belonging & Diversity 02 Workday’s and Accenture’s Journeys 03 Solution Demo 04 Q&A Workday Confidential
- 6. The Importance of Planning for Belonging & Diversity
- 7. Workday Confidential 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
- 8. 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
- 9. Workday’s and Accenture’s Journeys
- 10. Phil Willburn Vice President, People Analytics Workday Zoe Kibbey Inclusion and Diversity Associate Director Accenture
- 11. 3 Main Challenges Getting on the Same Page Deciding on a Plan Holding Ourselves Accountable Workday Confidential
- 12. Getting on the Same Page
- 13. 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
- 16. Diversity Insights Enablement Hands on, interactive exercises to enable Talent Acquisition, Diversity, & People Partners to support the business
- 17. Getting on the same page 17 Copyright © 2021 Accenture. All rights reserved.
- 18. Launched Conduct Counts to reinforce our Ethics & Compliance programs Copyright © 2021 Accenture. All rights reserved. 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
- 19. 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% Actual Goal Variance to 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% Actual Goal Variance to 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% Copyright © 2021 Accenture. All rights reserved.
- 20. Deciding on a Plan
- 21. 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.
- 22. 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
- 23. 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. Hiring and Developing Diverse Talent Cultivating a Culture of Belonging Building Inclusive Products and Technology 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.
- 25. Deciding on a plan 25 Copyright © 2021 Accenture. All rights reserved.
- 26. 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 Copyright © 2021 Accenture. All rights reserved.
- 27. 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. Copyright © 2021 Accenture. All rights reserved.
- 28. 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% Copyright © 2021 Accenture. All rights reserved.
- 30. 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)
- 32. Diversity Quarterly Snapshot 5% 16% 4% FY22 Goal 5.4%
- 33. 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. Hiring and Developing Diverse Talent Cultivating a Culture of Belonging Building Inclusive Products and Technology 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.
- 34. Go Beyond Diverse Representation with Workday VIBETM INCLUSION BELONGING EQUITY REPRESENTATION ALONE DIVERSITY
- 35. Workday VIBE Index™–3 Key Components Measures Performance of Inclusion, Belonging, and Equity Efforts Intersectionality Breadth & Depth Equity & Parity CULTURE
- 36. 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
- 37. Holding ourselves accountable 37 Copyright © 2021 Accenture. All rights reserved.
- 38. 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 Copyright © 2021 Accenture. All rights reserved.
- 39. 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. Copyright © 2021 Accenture. All rights reserved.
- 40. 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 Copyright © 2021 Accenture. All rights reserved.
- 42. Workday Confidential Antonio Villamil Principal Solution Consultant Workday
- 44. Top Takeaways Workday Confidential Deciding on a plan Accountability Ensuring execution against plan Getting on the same page Commitment Alignment Solution Using technology to support your goals
- 45. Q&A
- 46. Additional Resources Workday Belonging and Diversity VIBE™ Website Workday Belonging and Diversity Solutions Workday Belonging and Diversity Community
- 47. Thank You