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Customers and Workday VIBE™ Solutions
The document discusses a webinar series by Workday and Accenture focused on belonging and diversity in the workplace, offering insights into Workday's Vibe solutions. It emphasizes strategies for managing people and business while highlighting key initiatives and historical milestones pertaining to diversity at Accenture. The content addresses risks related to forward-looking statements and outlines the company's commitment to equity and inclusion across various dimensions of diversity.
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Customers and Workday VIBE™ Solutions
- 1. Belonging and Diversity: LearnAbout Workday VIBE Solutions and Accenture’s Belonging & Diversity Journey
- 2. Workday Confidential Looking Forwardwith 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 WorkplaceBelonging and Diversity: Mapping Where You are Today and Where You Want to Go
- 3. Help Slides Media Player Resource List Q&ASpeakers Survey Housekeeping Items
- 4. This presentation maycontain 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. Workday Confidential Meredith Foster TechnologyInnovation Director Zoe Kibbey Inclusion and Diversity Associate Director Sara Burt Principal Solution Consultant, HCM WorkdayWorkday Accenture
- 6. Agenda 01 Accenture’s Diversityand Belonging Journey 02 Workday’s VIBETM Solution 03 Demo of Workday’s VIBETM Solution 04 Availability and Resources 05 Questions and Answers
- 7. Workday Confidential Accenture’s Diversityand Belonging Journey
- 8. Zoe Kibbey Inclusion andDiversity Associate Director
- 9. ▪ Cross-industry expertise.Unmatched innovation. World-class tech and talent. We bring it all together to deliver tangible business outcomes for our clients. ▪ With our global network of over 100 innovation hubs around the world, we apply industry expertise, diverse skill sets and next- generation technology to each business challenge. ▪ Our remarkable people combine local insights with deep expertise to tailor our services. Copyright © 2020 Accenture. All rights reserved. 9 506,000 employees worldwide 6,000 clients served throughout more than 120 countries 200 cities with offices and operations, across 51 countries 7,400 patents and patents pending worldwide (over 4,800 and over 2,500 respectively) Who we are
- 10. Launched Conduct Counts to reinforce our Ethics& Compliance programs Copyright © 2020 Accenture. All rights reserved. 10 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 goal Shared #InclusionStartsWithI video with the world, more than 1.8M views Expanded Zero Tolerance mandatory training with open conversations on sexual harassment 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 Announced ethnicity related workforce mix goals in priority locations (building on internal goals) 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
- 11. Copyright © 2019Accenture. All rights reserved. Getting to equal – 50/50 Program
- 12. Copyright © 2020Accenture. All rights reserved. 12 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 21 9 Ensure equity in pay and promotions 5
- 13. We take awide view of diversity… …recognizing the importance of intersectionality to our people Copyright © 2020 Accenture. All rights reserved. Gender Achieve workforce goal of 50% women and 50% men for those whose gender is binary + 25% women MDs by the end of 2020. Ethnicity Represent the ethnic and racial diversity of the countries we work in at all levels of our organization. LGBTI Ensure people can be authentic at work regardless of sexual orientation, gender identity or expression. Mental health & wellness Destigmatize mental health & wellness and create a progressive culture of care and proactive prevention. Cross-cultural diversity Support all our people to thrive in a cross-cultural environment. Disability inclusion Create fully accessible, barrier-free environments and enable our people to reach their fullest potential. We are on path to technology and workplace accessibility. Faith Create an environment where our people feel free to express their beliefs and are supported to participate in religious practices and celebrations. Local focus areas Promote all types of diversity, including age, generational, veterans, parents and social mobility. Best practices are shared around the world. I&D AMBITION To accelerate equality for all where everyone feels they belong 1
- 14. We believe transparencycreates 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 Australia, Canada and the United States. US Workforce Demographics (2019) Gender Ethnicity 112 employees0.2% American Indian / Alaskan Native 16,726 employees 29.3% Asian 28,174 employees 49.4% Caucasian 21,887 employees 38.4% Women 35,178 employees 61.6% Men 130 employees0.2% Native Hawaiian / Pacific Islander 1,340 employees2.4% Two or More Races 5,239 employees9.2% Hispanic / Latino 5,238 employees9.3% African American / Black Persons with Disabilities: Approximately 2,253 (4.3 percent) Accenture people have self-identified as persons with disabilities. Veterans: Approximately 1,688 (3.3 percent) Accenture people have self-identified as a class of protected veteran. The total number of protected veterans, former active-duty personnel, national guard, current reservists and military spouses of veterans employees is approximately 2,702 (5.2 percent).
- 15. Sara Burt Principal SolutionConsultant, HCM Workday
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- 20. Intersectionality Workday Confidential URM Female Gen X Engineer NativeAmerican Male Veteran Front-line Worker White Non-Binary Gen Z Sales Asian Male Disabled Marketing
- 21. All Employees Average Belonging 80% Workday Confidential Outcomesfor All Employees is too Broad
- 22. Workday Confidential White AsianURM 89% 87% 68% 85% 76% 77% Intersectionality Shows a Different Picture
- 23. Workday VIBE™ Index–3Key Components Workday Confidential Measures Performance of Inclusion, Belonging, and Equity Efforts IntersectionalityBreadth & Depth Equity & Parity CULTURE
- 24. Workday VIBETM Index WorkdayConfidential
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- 29. Workday VIBE™ Central WorkdayConfidential
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- 32. VIBE CentralTM andVIBE IndexTM Availability Workday Confidential VIBETM Central Diversity Dashboard VIBETM Index Powered by Prism Early Adopters VIBETM Index Available NOW NOW FEB 2021
- 33. Together we VIBE. Togetherwe thrive. Workday Belonging and Diversity VIBE™ Website Workday Belonging and Diversity Solutions Closing the Opportunity Gap Website ™ Workday Belonging and Diversity Community
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- 35. For A ChangingWorld.