HowESGDrivesWorkiva DrivingChange AboutThisSummary DIVERSITYANDCOLLABORATION CUSTOMERSANDPARTNERS COMMUNITYANDENVIRONMENTALIMPACT EnhancingDE&Ithrough Buildingamorediverse Supportingequitableand employeetraining: talentpipeline: transparentcompensation: • Nearly500employeesatthemanagerlevel • SevenWorkivaemployeeresourcegroups(ERGs) • Workiva’scoreworkplaceprinciplesinclude andabovehaveparticipatedinaninteractive providesafespacesforconnectionsand aninclusiveworkenvironmentwhereeach InclusiveLeaderTrainingprogramthat resource-sharing.ExamplesaretheEthnic employeeiscompensatedfairly. focusesonunconsciousbiasandcreatinga DiversityinTechandRainbowERGs. • OurHumanResourcesdepartmentuses cultureofbelonging. • OurERGshavestrongfollowings;inthe12months third-partymarketdatatohelpensurethe • In2021,welaunchedinterviewtraining endinginFebruary2021,membershipshotup basesalaryweofferarecompetitive certificationtogiveU.S.hiringmanagers between47%and83%inthesevengroups. aroundtheworld. bestpracticeswithinanti-discrimination • OurLeaderSponsorProgramhighlightsthe • Welaunchedacompany-wideperformance lawsandregulations. effortsbyhigh-performingwomenandminority andannualcompensationreviewtolink • DE&Iistheheadlinetopicfornumerous professionalsatWorkivatohelpequipothersto compensationdecisionstoperformancein intranet,Slack,andvirtualeventsledby moveupourorganizationalladder. aconsistentway. employeeresourcegroups(ERGs)andof • TheWomenofWorkivaLeadershipAcademy • Toensurecompensationdecisionsare weeklysharedmicro-lessons. bringssenior-levelwomentogetherinanacademy equitable,wealignpositioninjobrangeto • EachERGhasasiteonourConnectintranet settingtohelpprepareapipelineforsenior long-term,consistentperformance, dedicatedtoemployeeeducation,connection, leadershipsuccession. capabilities,internalequity,andanalyze andcelebrations. • Wehavebroadenedouruniversityrecruitment statisticallysignificantcompensationgaps. • OurcompanywideVoicesofChangeAdvancing programtopartnerwithhistoricallyblackcolleges Leadership(VOCAL)programadvances anduniversities(HBCUs)andotherminority- conversationsongenderdiversitythrough servinginstitutions(MSIs),women’scolleges,and quarterly,multi-partseminars. tribalcollegesanduniversities(TCUs).Our2021 summerinternclasswasthemostdiversein Workivahistory(49%self-identifyingasfemales, 43%asunderrepresentedminorities). • In2021,weco-sponsoreda“CandidateSourcing Jam”thatidentified42femalecandidateleadsfor seniorsoftwareengineeringjobs. DRIVINGCHANGE | 14