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.
4. Workday Confidential
Managing Director – Senior
Global Inclusion & Diversity
Mark Brimhall-Vargas, Ph.D.
Chief Diversity Officer and
Vice President for Diversity,
Equity, & Inclusion
Chief Executive Officer
Revolutionary HR Consulting
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
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
Make Better People Decisions
Faster with Augmented Analytics
Address prioritization, data literacy
and scalability of your data
Track Skills, Competencies and
Identify leaders with DEI
Create Committees to manage
Leverage courses from a variety
Create courses to address issues
specific to your organization
Establish Performance Reviews
on DEI Initiatives
Set Organization, Team and
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
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 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
22. Workday Website and Blogs
Gaining Deeper Insights
into Workday’s Workforce
with Diversity Dashboards
How Diversity Drives
Innovation: Q&A with
Customers on Their
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
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