Pluspunten
Workday was founded on the right core values with the right mission statement, and for the most part the employees are good people.
Minpunten
HR has participated in cover-ups of harassment and discrimination as a way to "save face" and sweep incidents "under the rug". These are "red" situations where the harassment has been both pervasive and severe against members of a protected class. Multiple managers, per our Unlawful Harassment Policy, have stepped forward to report the issues. In return, they have been threatened, ostracized, and retaliated against. Meanwhile, the managers who participated in the harassment have been promoted, awarded, and received hefty increases in compensation. The standard tactics for the harassment and retaliation are below: Corrupt management gives a targeted employee an insurmountable workload, belittles the employee's efforts to achieve the impossible, then uses the "lack of performance" as a way to retaliate in the annual, or off cycle, calibration reviews. All of this is with the hope of forcing the employee to quit on their own accord. Any objection to this abuse of power is framed as insubordination and HR is called in to carryout their process for pushing the employee out of the company. In order to push the employee out of the company, management and HR work together to eliminate any internal transfers for the employee to other departments so they either have to endure the ongoing harassment, or quit. What is most concerning about this situation is that we are an HR software company that tracks ALL of this activity, and yet the behavior continues. Promotions, financial rewards, spot bonuses, etc. are not correlated with performance, but based on how well a person keeps their mouth shut. That either makes HR complicit with the behavior, or grossly negligent. Either way, it's not only illegal, but it is a clear violation of our Employee Code Of Conduct and our Unlawful Harassment Policy, and you need to know about it. This company is one step away from a complaint with the EEOC, the DFEH, and/or the ACLU, and I am well aware of the statue of limitations in a harassment-discrimination case. The only reason why it hasn't already occurred is because despite seeing all of these infractions over the years, I still believe that Dave, Aneel, and Workday upper management will step forward to do the right thing.
