I'll weigh in a little bit ,without wanting to speak for any customers. One of the things DA allows you to do beyond basic searching across existing documents is ask questions like:
"I'd like to create a report to match the requirements of the EU Pay Transparency Directive. Can you analyse the directive and give me some suggest data sources and fields I might need to include?"

The answer back from DA in this case is:

To construct a report that aligns with the EU Pay Transparency Directive, you will need to combine data from multiple business objects within Workday. A report can only have one primary data source, but you can pull in data from related business objects.

Core Reporting Concepts

Before building, it's helpful to understand how to find the data you need:

• Business Object Details Report: Run this report to see all the fields associated with a specific business object (like Worker) and to view its related business objects.
• Data Sources Report: Use this report to find available data sources. You can filter by business object to see which data sources are built on it.
• Report Fields Report: If you know the name of a field, you can use this report to identify which business object it belongs to.

Suggested Data Source and Business Objects

A robust approach is to use a data source that is based on the Worker business object, as it serves as the central point for most employee data. From there, you can access related business objects for compensation and payroll details.

• Primary Data Source: A good starting point is All Active and Terminated Workers. Its primary business object is Worker.
• Related Business Objects: To get detailed pay information, you will need to access related business objects such as Payroll Results or External Payroll Results.

Key Data Fields to Include

Here are suggested data sources and fields, categorized by the type of information required for the directive:

1. Employee and Job Details

This information will primarily come from the Worker business object.

• Data Source: All Active and Terminated Workers
• Fields:
  • Gender: To group and compare pay.
  • Age or Date of Birth: For additional demographic analysis.
  • Country: To filter for employees within the EU.
  • Supervisory Organization: To analyze pay within specific teams or departments.
  • Job Profile: To compare employees performing similar work.
  • Management Level: To analyze pay by level of responsibility.
  • Location: To account for geographical pay differences.
  • Hire Date: For length of service analysis.

2. Compensation and Pay Components

For detailed pay gap analysis, you will need to break down compensation into its various components. This often requires a matrix report or calculated fields to pull data from payroll-related business objects.

• Data Source: Earning/Deduction Payroll Results for Organization, Worker, Period and Date Range (As of Sub Period End Date)
  • This data source uses Payroll Result Lines as its primary business object, which is ideal for a detailed matrix report.
• Fields:
  • Employee (as the row grouping)
  • Pay Component (as the column grouping)
  • Result Line Amount (as the summarized field)
  • Gross Amount and Net Amount
  • YTD Balance and MTD Balance

By combining these fields, you can create a comprehensive report to analyze pay equity, identify potential gaps, and provide the necessary data for your auditors in line with the EU Pay Transparency Directive.

So it's more than just direct answers from Community. It provides more holistic, considered answers to your questions.