Concept: VIBE Index in People Analytics
VIBE™ stands for Value Inclusion, Belonging, and Equity.
The VIBE Index topic in Workday People Analytics surfaces key outcome metrics showing where you can improve equity and parity across all people groups (intersections). These insights help you to set, achieve, and renew goals that cultivate belonging and diversity in your workplace.
VIBE Maturity Model
To help organizations assess their progress and move forward in cultivating belonging and diversity, Workday developed the VIBE Maturity Model. The model consists of 3 stages. Each stage represents a VIBE Score range.
Stage | Description | VIBE Score Range |
|---|---|---|
Commit | Set strategy and define commitments. | 0 - 1 |
Drive | Identify drivers and develop best practices. | 2 - 3 |
Thrive | Achieve and renew goals. | 4 - 5 |
Outcome Scores
To determine the VIBE Score for your organization, we calculate outcome scores and group scores. Outcome scores identify areas where you can improve parity across all intersections in each metric.
Metric | Description | Calculation Time Frame |
|---|---|---|
Attrition | Number of terminations within rolling period. | Depending on your data history:
|
Belonging | Number of workers with a positive belonging sentiment within period. | Last Peakon scores for the belonging questions up to 12 months back. |
Hires | Number of new hires within rolling period. | Depending on your data history:
|
Leadership | Number of workers in leadership roles at end of period. | Current snapshot period |
Promotions | Number of promotions within rolling period. | Depending on your data history:
|
An outcome score is the total number of successes for an outcome metric, scaled to align with the VIBE Score range.
Group Scores
Group scores identify opportunities to improve parity across all outcome metrics in each intersection. A group score is the total number of outcome metric successes for a given intersection, scaled to align with the VIBE Score range.
The intersection you include in your field-mapping configuration of People Analytics determines the intersections we include in the VIBE Index.
Successes
When you meet or exceed the parity benchmark for an outcome metric (excluding Attrition), we consider it a success. Successes determine the group and outcome scores.
High attrition can negatively affect an organization, so we flag attrition as below parity when the representation is above the comparison point.
Intersections
An intersection is a group that consists of workers with various demographics and characteristics. An intersection is a field or a group of fields that represent the dimensions you want to analyze in the VIBE Index.
We recommend that you use a minimum and maximum of 2 fields to define your intersections.
Examples of fields used to define an intersection: Ethnicity, Gender, Disability Status, Veteran Status, Sexuality.
Example of an intersection: Gender and Ethnicity.
The values of the fields you use to define the intersection determine the intersection values. Each intersection value is an individual intersection (people group).
Example: You define a Gender and Ethnicity intersection. The intersection includes these values [people groups]:
- Female - Asian
- Female - URM
- Female - White
- Male - Asian
- Male - URM
- Male - White
Parity
Parity means that different groups get equal, favorable outcomes while incorporating contributing factors. Demographic parity is a measure of fairness indicating that the difference in favorable outcomes between groups is zero.
Example: We reach pay parity between men and women when both groups achieve equal pay after accounting for contributing factors such as job title, industry, education, and experience.
Parity Matrix
The Parity Matrix displays each intersection as the comparison point against the proportional values of all outcome metrics. When an outcome metric is at or above parity, we consider the outcome metric a success. An outcome metric is considered below parity when it falls below the representation for an intersection, except for Attrition.
High attrition can negatively affect an organization, so we flag attrition as below parity when the attrition value for an intersection is above the comparison point.
Filters
This topic only includes the Organization Level Hierarchical filter type.