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The French equalities regulator has ruled that Facebook’s algorithm for placing job adverts is sexist, after an investigation found that adverts for mechanic roles skewed towards men while those for preschool teachers were targeted at women.

The Défenseur des Droits watchdog said the Facebook system for targeted job ads treated users differently based on their sex, and constituted indirect discrimination. The regulator recommended that Facebook and its parent company, Meta, took measures to ensure adverts were non-discriminatory, giving the company three months to inform the French body of the measures.

In its ruling, the regulator said the “system implemented for disseminating job offers treats users of the Facebook platform differently based on their sex and constitutes indirect discrimination related to sex”.

The watchdog’s decision came after Global Witness, a campaign group whose remit includes investigating big tech’s impact on human rights, posted adverts on Facebook containing links to a range of jobs in countries including France, the UK, Ireland and South Africa.

The study found that in France specifically nine out of 10 people shown an advert for mechanic vacancies were male, while the same proportion of recipients of ads for preschool teachers were female. Eight out of 10 people who saw ads for psychologist positions were women, while seven out of 10 ads for pilots were viewed by men.

Global Witness, together with French women’s rights organisations the Foundation for Women (La Fondation des Femmes) and Women Engineers (Femmes Ingénieurs), which had complained to the rights body, welcomed the ruling.

“This appears to be the first time a European regulator has decided that a social media platform’s algorithm discriminates by gender, presenting a major step forward in holding these platforms accountable to existing law,” they said in a joint statement.

Josephine Shefet, a lawyer representing the complainants, said: “The decision sends a strong message to all digital platforms: They will be held accountable for such bias. The legal principle establishes an important precedent for future cases.”

Meta rejected the ruling. “We disagree with this decision and are assessing our options,” a spokesperson said.

In 2022, Meta agreed to change Facebook’s algorithms after the US Department of Justice alleged the platform’s housing advertising system discriminated against users based on characteristics including race, religion and sex.

Pleasanton, Calif., Nov. 5, 2025 — Workday, Inc. (NASDAQ: WDAY), the enterprise AI platform for managing people, money, and agents, today announced that it has been named to the Inc. Power Partner Awards list. This marks the second consecutive year Workday has been recognized on this prestigious list, which honors B2B organizations that have proven track records supporting entrepreneurs and helping small and midsize organizations grow.

“Running a growing business today means juggling a thousand priorities with limited time and technology,” said Max Wessel, senior vice president of growth, Workday. “Workday is helping to change that by giving any business fast, affordable access to the same powerful AI and real-time insights used by the world’s largest enterprises—so they can run smarter, manage costs better, and scale with confidence.”

Workday GO Delivers Enterprise Power to Growing Businesses

Workday is dedicated to making its best-in-class, AI-powered platform accessible and impactful for organizations of nearly any size. While the company serves more than 65% of the Fortune 500, 75% of its customers have fewer than 3,500 employees, underscoring its commitment to the emerging and medium enterprise market. To better meet these businesses’ specific needs, Workday introduced Workday GO as a scalable solution to help growing organizations unify data, simplify complexity, and gain real-time insights across finance and HR, enabling them to streamline operations and scale with confidence for long-term success.

Workday GO provides all the features and capabilities of Workday in a package and at a price designed for small and midsize organizations. It brings together Workday’s industry-leading HR and finance solutions, transparent pricing, and fast activation to get organizations up and running in as little as 60 days. With Workday GO, customers can:

• Put AI to work, faster: It provides the right data in one place to use AI to save time and run the business more efficiently.
• Make smarter, faster decisions: It allows users to see what’s happening across the business to help control costs, keep teams focused, and plan for what’s next.
• Simplify the back office: It automates and connects key financial and operational tasks to help reduce risk and stay ready for growth.

“As a fast-growing company, the ability to start small and incrementally add Workday products as we grow was a significant factor in our decision to leverage Workday GO,” said Alba Castro, director of human resources, Prime Time International. “The rapid deployment allowed us to transition to benefits enrollment in less than a month after going live, providing immediate value to our employees.”

“As a smaller organization with limited resources and time, we needed a solution we could implement quickly and efficiently,” said Nikki Witherspoon, director of business operations, RAVN Aerospace. “That’s exactly what we got with Workday GO – we were up and running and were able to pay our employees in less than three months.”

For More Information

• Take a deeper look at how Workday GO is powering small and midsize enterprises here.
• Read more about how Workday helps simplify HR and Finance for small and midsize businesses here.
• View the complete list of honorees here.

About Workday

Workday is the enterprise AI platform for managing people, money, and agents. Workday unifies HR and Finance on one intelligent platform with AI at the core to empower people at every level with the clarity, confidence, and insights they need to adapt quickly, make better decisions, and deliver outcomes that matter. Workday is used by more than 11,000 organizations around the world and across industries – from medium-sized businesses to more than 65% of the Fortune 500. For more information about Workday, visit workday.com.

© 2025 Workday, Inc. All rights reserved. Workday and the Workday logo are registered trademarks of Workday, Inc. All other brand and product names are trademarks or registered trademarks of their respective holders.

Forward-Looking Statements

This press release contains forward-looking statements including, among other things, statements regarding Workday’s plans, beliefs, and expectations. These forward-looking statements are based only on currently available information and our current beliefs, expectations, and assumptions. Because forward-looking statements relate to the future, they are subject to inherent risks, uncertainties, assumptions, and changes in circumstances that are difficult to predict and many of which are outside of our control. If the risks materialize, assumptions prove incorrect, or we experience unexpected changes in circumstances, actual results could differ materially from the results implied by these forward-looking statements, and therefore you should not rely on any forward-looking statements. Risks include, but are not limited to, risks described in our filings with the Securities and Exchange Commission (“SEC”), including our most recent report on Form 10-Q or Form 10-K and other reports that we have filed and will file with the SEC from time to time, which could cause actual results to vary from expectations. Workday assumes no obligation to, and does not currently intend to, update any such forward-looking statements after the date of this release, except as required by law.

Any unreleased services, features, or functions referenced in this document, our website, or other press releases or public statements 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 services should make their purchase decisions based upon services, features, and functions that are currently available.

 

For further information:

Investor Relations: ir@workday.com

Media Inquiries: media@workday.com

In today’s high-acuity, complex care environment, specialty-based-nurse orientation has become essential for building confidence, ensuring safety, and supporting a culture of clinical excellence across every care setting.

High-reliability organizations are transforming nurse orientation by aligning it with clinical specialties from the very start of a nurse’s new role. This shift aims to develop a highly skilled workforce, enabling specialized nurses to be experts at the bedside.

Embedding specialty-aligned, evidence-based content into onboarding of nurses reduces care variation, reinforces safe practices, and equips nurses for specialized roles. The approach reflects the five principles of high reliability: maintaining awareness of risk, resisting simplification, staying attuned to daily operations, building resilience, and deferring to expertise. And even though traditional onboarding fundamentals remain in place, enhanced curricula emphasize specialty-specific skills and adaptive readiness.

Building confidence, competence, and retention

Specialized orientation programs can do more than prepare nurses for their specialties; they build the confidence and critical-thinking skills that prevent early turnover. When educators and preceptors have access to centralized, specialty-specific resources, they can align didactic instruction with clinical precepting, which builds a seamless bridge between theory and practice. Such alignment fosters nurse confidence, accelerates competence, and reinforces a culture of clinical excellence.

The alignment of didactic with clinical precepting in specialty areas can be considered the secret sauce that not only connects learning to safer patient care but also contributes directly to nurse satisfaction and long-term retention.

Customizable orientation for every care setting and specialty

The ability to tailor content based on patient acuity and population needs represents a key advantage for any health system. Because such a hybrid orientation program is not a fixed curriculum, educators can adapt orientation for different care environments such as a critical-care unit in a rural hospital versus an academic medical center, which ensures that nurse development reflects each organization’s unique realities.

Customizable specialty curricula should be also available for a wide range of care disciplines such as emergency, critical, perioperative, perinatal, medical–surgical, and neonatal nursing. By mapping content to national specialty-society standards, organizations can ensure that every nurse receives consistent, evidence-based preparation.

Fostering lifelong learning and professional growth

Specialty orientation also serves to reinforce readiness and establish a foundation for lifelong learning. By investing in nurses’ development early on, an organization fosters a culture of continuous growth that supports advancement through specialty certification, leadership preparation, and ongoing professional development.

Such investment signals to new nurses, “This is how we do things here.” Specialty orientation and nurse development embed a shared commitment to excellence and accountability — principles at the heart of Magnet® culture — and position orientation as both a retention tool and a catalyst for professional identity and organizational pride.

Six priorities driving new-nurse orientation programs

1. Align orientation with workforce and care delivery goals

Amid mounting economic pressures, rising levels of patient acuity, and persistent burnout rates, healthcare systems are reframing nurse orientation as a workforce strategy by ensuring nurses get equipped with specialized skills. Specialty-based orientation equips nurses with the knowledge and confidence to deliver care within their specific clinical specialties. As confidence and competence grow, stress and uncertainty decline, reducing early turnover and strengthening long-term retention. Specialty-based orientation can also reinforce clinical readiness and reliability in high-risk units by directly linking onboarding to workforce performance.

2. Incorporate specialty-aligned onboarding and training into programs

Generic onboarding models are slowly evolving by either being replaced with orientation programs tailored to the complexities of specific clinical environments or being blended into a hybrid approach whereby a curriculum is delivered centrally but aligns with unit-based precepted experience. Research shows that nurses lacking role-specific preparation struggle to adapt—and often leave.

To counteract attrition, leading organizations are developing standardized specialty tracks to give nurses clinical-reasoning skills and raise their confidence levels. When educators can align didactic training with clinical precepting in specialty areas, they can onboard more efficiently and ensure more-consistent outcomes.

3. Ensure specialized, evidence-based content is available to build confidence and strengthen competence

Orientation must align with evidence-based standards of care. Evidence-based solutions empower nurses and build competency. Peer-reviewed procedures, clear policies, clinical-decision support, and integrated continuing-education opportunities ensure that orientation reflects patient care realities. Scenario-based learning further elevates orientation by encouraging nurses to think critically, apply knowledge safely, and gain confidence before entering complex care environments.