sodexo diversity scorecard

All levels of managers are held accountable for diversity through the QLMS and organizational success factors, which is part of their annual performance review that determines pay decisions. HARVARD BUSINESS SCHOOL CASE STUDY Shifting the - Sodexo. (1995) "Looking Inside for Competitive Advantage". She talked about the importance of their diversity scorecardand said diversity and inclusion are just as important a driver of performance as your gross profit numbers., Previous: Revenue and/or value added per employee Sodexo's Global Diversity and Inclusion StrategySodexo global diversity and inclusion strategy is focused on five key areas: Gender Equality "SoTogether"- gender equality advisory board Opportunities for Individuals with Disabilities Representation of Different Origins and Cultures Over 130 different nationalities represented in workforce - Are we innovative and ready for the future? $('.container-footer').first().hide(); In addition to quantitative measures, diversity and inclusion success should be measured, and rewarded, based on qualitative factorsincluding key behavioral changes that can create cultural shifts. 50), and General Motors, one of DiversityIncs 25 Noteworthy Companies. Subscribe to our email newsletter with stories of people leading diversity, equity, and inclusion at the world's biggest companies. This is demonstrated in the "DiversityInc Top 50 Companies for Diversity," making the number two spot on the list in 2012. In addition, in 2010, engagement scores for women were at 71 percent, up 10 percent from 2006 and considered above the Aon Hewitt threshold for best in class.. Sodexos scorecard has a clear executive-summary page showing the bottom line on hiring, promotion and retention, with a heat map for each business unit showing progress or challenges. Go to contentGo to the main menuGo to search Change Location Worldwide Worldwide Change Location Americas Secondly people lower down in the organization are more likely to be measured by the non-financial metrics so Balance Scorecard approach provides a good framework to not only include their efforts in overall strategy but also to communicate to them how their efforts is contributing to the overall strategy and success of Sodexo Diversity. Anand and Landel worked with several executives to develop and implement systems that were conducive to a diversity strategy. Allstate Insurance Co. in Northbrook, Ill. looks at diversity as it relates to talent, reputation and markets. Lack of review structure often Balance Scorecards are made by consultant and lacks a clear organization wide review structure. EcoVadis is a collaborative platform used to evaluate Corporate Responsibility performance. Sodexo is regularly awarded prizes and international recognition for its initiatives in a variety of areas ranging from services to human resources and environmental protection. The initiative focuses on Sodexos more than 15,000 salaried employees working at 6,000 client sites and offices throughout the United States. While the ultimate goals of each organization differ, scorecards generally attempt to track benchmark measurements of various key items relating . To answer that question, I need to look at what youre trying to achieve. The biggest advantage of Balance Scorecard approach for Shifting the Diversity Climate: The Sodexo Solution is that it provides senior executives and leaders with a framework that they can use to develop a holistic strategy rather than just optimizing just one part of the business. Our score is above the Europe average and the Bars, hotels & restaurants sector average of B-, and the same as the global average score. Policies. var _ctct_m = "20dc9acbbb159cf7b9499c45d801ca78"; This field is for validation purposes and should be left unchanged. Claims and complaints handling EN. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRMs permission. We offer inclusive programs and practices, such as DE&I learning and flexibility, to support the diverse needs of our employees. When it comes to creating accountability for diversity and inclusion, experts suggest that organizations: Keep the process clear, simple and understandable. The initiative leverages a host of professional development programs that present opportunities to share diversity lessons with staff and clients, provide training to different employee populations, and develop connections through strategic networking and robust mentoring. What is even more rewarding is that the annual bonuses are directly connected to the diversity scorecard results, 25% for the executive team members and 10-15% for the senior to mid-level managers. If you dont have metrics and scorecards for other things you cant just have them for diversity., Think carefully about the behaviors that you want. As for the results, Anand said the percentage of minority employees at the company has increased 23 percent since the diversity scorecard and accountability program was implemented, while the percentage of female employees has risen 11 percent. If you exclude people who are retired or people who are not of, The DiversityInc Top 50 Companies for Diversity survey is the ultimate assessment of diversity in corporate America. Additionally, CEO George Chavel chairs the Diversity Leadership Council and reports on diversity progress to an external diversity and inclusion Board of Advisors. A number of times they often clash with the chain of command in the organization. Erika Brown selected as Citis Chief DEI Officer, Next: Sodexo obtains the best score in the "Restaurants and Leisure Facilities" sector, with a score of 75 out of 100 (up 2 points compared to 2020), assessing the sustainability of the company. Your session has expired. The hospital measures demographics of new hires and attrition of existing employees and its goal is to use data from its diversity climate survey to help enhance diversity accountability. Over time, the metrics focused on hiring percentages, voluntary turnover rate and promotions into management. Bye admits that his initial response can be rather disarming: I have no clue, he often says. If so, you belong in this family. Although many companies use the two terms interchangeably, there really is a difference. Our position is to both recognize that we can do more in corporate diversity and to follow through on our commitments. Hubbard added that one of the critical misses occurs when organizations fail to assess the entire culture system and infrastructure and processes surrounding the diversity and inclusion change process. At Sodexo, our bonus-eligible employees have part of their bonus tied specifically to completing diversity, equity and inclusion training and activities. Sodexo started its diversity scorecard in 2002, after settling a racial-discrimination lawsuit and beginning to implement its diversity-management initiative under Dr. Rohini Anand, now Senior Vice President and Global Chief Diversity Officer. The Balanced scorecard is an integrated approach to assesses performance of business strategy and how changes can be made in the areas such as financial objectives and goals, customer preferences and choice architecture, operations management and supply chain bottleneck resolutions, and organizations learning ability and capacity building The Catalyst Award is the premier recognition of organizational diversity, equity, and inclusion initiatives driving representation and inclusion for women. Members may download one copy of our sample forms and templates for your personal use within your organization. If youre driving meaningful change on complicated issues, weve got a board seat for you. The energy industry is facing unprecedented times. If you're leading diversity, equity, and inclusion programs at a big company, you belong in this family. Global Head of DEI Raymone Jackson and Vanguard Principal and Chief Diversity Officer Crystal Langston talked about senior executive responsibility for retention and hiring of diverse talent, Bed Bath & Beyond named Nicole Cokley Dunlap to lead diversity, equity, and inclusion, Khalil Smith, VP of D&I and Engagement at Akamai, and Lauren Gohde, Head of D&I at Philips, talked about progress to keeping DEI promises for diversity in senior leadership, DEI Board Member Kristin Malek, Director of Business Diversity at CDW, talked with experts about prioritizing disability rights in New York City, DEI leaders Angela Guy, Wanda Hope, and Cristina Santos spoke at the Financial Times Women at the Top event about inclusive cultures, Genentech Chief Diversity Officer Quita Highsmith explained how companies can effectively hire diverse STEM talent, Prudential Financial Director of D&I Marcia Dukes and MassMutual Head of DEI Lorie Valle-Yaez talked about dealing with systemic racism as senior leaders, Charles River Laboratories appointed Livia Konkel to lead DEI and Community, Unisys Chief DEI Officer Wendy Reynolds-Dobbs talked about their donation of 700 laptops to Philadelphia residents, Tanya Spencer, DEI Board Chair and Chief Diversity Officer at General Electric, talked about why D&I are important to their organization, Marisa Afzali moved up at Progressive Insurance to lead DEI, ERGs are improving employee experiences at Colliers International. Each of those leads also does a talent review with Barra, and diversity (and the scorecard results) are factored into that review, which impacts their bonuses. Sodexo ranked #2 for gender balance within its governing bodies among 2021 French publicly listed companies. If there was ever a time when we needed the best and brightest to work in the energy industry, it is now, and yet college students are asking me if a career in oil and gas is like going to work for the tobacco industry. There is no guarantee, but our chances as an industry are a lot better if we have more diversity of thought and ideas. The balanced scorecard allows managers to look at the business from four different perspectives. Some even link metrics to key business objectives, and ultimately to compensation. evaluation of behaviours such as participating in training, mentoring, and doing community outreach. It leverages a top-down, bottom-up, middle-out strategy to drive diversity and inclusion, inform diversity strategies, engage employees across levels and functions, and influence client employees. You have successfully saved this page as a bookmark. Share the Knowledge: Monsanto actually has created an automated dashboard that enables HR staff globally to assess its data to use for talent strategies, succession planning and people reviews. Please confirm that you want to proceed with deleting bookmark. The scorecard also includes supplier-diversity results, which are reported on a quarterly basis to the Supplier Diversity Council and focus on minority-, women- and veteran-owned suppliers. Although as a financial services company results are everything, and we measure everything, having too many can be overwhelming.. Read about how to make your company more diverse. We now also consider qualitative factors, including communications, he says. diversity strategy. The ENGs serve as mechanisms to reach the geographically dispersed employee base and are crucial to the communication and development of diversity and inclusion programming; each ENG has its own individual development program designed to address relevant barriers. In addition, the company had developed diversity priorities focused on five different dimensions of difference from a global perspective: gender, race/ethnicity, sexual orientation, disabilities, and age. In 2022, Sodexo has been placed in the top 1% of companies. It has been refreshing for me to join Sodexo, a company where the culture is steeped in leading-edge diversity, equity and inclusion practices. b. Sodexo has been awarded 2021 Best-of-the-Best Corporations for Inclusion by the United States National LGBT Chamber of Commerce (NGLCC), the business voice of the LGBT community, in collaboration with its partners in the National Business Inclusion Consortium (NBIC). Balanced Scorecard Analysis, case solution, Balanced Scorecard Solution. Copyright 2023 DiversityInc Best Practices. In May 2022, Sodexo was named a DiversityInc Hall of Fame company. Some of the Internal Processes metrics that can be used in Balanced Scorecard approach are - Meeting product introduction goals 2022 Board.org LLC. Frankly, you dont even have to be a manager to make a difference in your company. Of the companys estimated 9,000 employees, 27 percent are minorities and 23 percent females; of its 30 officers, 20 percent are minorities and 24 percent are females. Not an employee of a Supporter? Sodexo is a constituent of the FTSE4Good Index following the June 2020 review. Introduction to Balanced Scorecard Analysis. Weve never been particularly successful attracting and retaining women in energy. EN. Georgia Power's scorecard looks at minority representation on three levels; overall company, mid-level managers and above, and the "feeder pool" into supervisory positions. Privacy & cookies. You can have good initiatives and programs, but the idea is to really make sure you are changing behaviors and cultures within the organization, Anand added. The Balanced Scorecard approach was first proposed by Robert S. Kaplan and David P. Norton in their January February 1992, Harvard Business Review article titled The Balanced ScorecardMeasures that Drive Performance. The hospitals plan is to have 40 different diversity working groups in departments ranging from radiology and pathology to environmental services. In this session, Dr. Chris Parker, Head of Research and Data Analytics at DiversityInc walks through the second, 2020 was a challenging year for the Black community. Womens Leadership Conference on Nov. 4, Dana Greez was promoted at Chanel to lead People Development and D&I, Ben-Saba Hasan, Walmart's Global Chief Culture, Diversity, Equity, and Inclusion Officer, talked about the initiatives for those with disabilities in their DEI report, Covestro selected Adrienne Woodard as their Head of DEI, DEI Board Chair Tinisha Agramonte, Motorola Solution's Chief Diversity Officer, talked on how they're addressing job promotions for diverse candidates, Leonard McLaughlin, Mr. Cooper's Chief Diversity Officer, talked about how the company is focusing on filling their leadership team with people with diverse backgrounds, Adobe Chief Talent, Diversity, and Inclusion Officer Brian Miller talked about their initiatives to help prepare students for tech jobs, Troy McIntosh was named the VP and Chief DEI Officer at IDEX, Craig Robinson, Chief Diversity Office at NBCUniversal, talked about their training and education initiatives implemented since the murder of George Floyd, Pfizer appointed Ramcess Jean-Louis as their Global Chief DEI Officer, Erika Irish Brown, Citi's Chief DEI Officer, was featured for how she's measuring DEI effects and the company's 2022 outlooks, Constellation Brands appointed Carlos Butler-Vale as their VP of DEI, Audra Jenkins, Chief D&I Officer at Randstad, explained how they're addressing neurodiversity challenges for virtual workplaces, DEI Board Chair Muriel Thompson at Colliers International was featured for their progress made since the death of George Floyd last summer, Chipotle Mexican Grill Chief D&I and People Officer Marissa Andrada was featured for their reasons to use TikTok Resumes for job postings, Levi Strauss & Company appointed Antonio Stephens to lead DEI Communications, Cindy Pace, VP and Global Chief D&I Officer at Metlife, talked about ending discriminatory practices that might exist in organizations, Prudential Financial selected Robert Barea to lead diversity and inclusion, LaQuenta Jacobs, XPO Logistics' Chief Diversity Officer and DEI Board Chair, talked about leaving her comfort zone to pursue larger responsibilities, Ogho Ikhalo was named the Director of DEI and Talent Acquisition at Hydro One, Chief Diversity Officer Quita Highsmith talked about Genentech's plans to advance inclusion of underrepresented communities in oncology clinical trials, Kazique Prince was appointed as the Director of DEI at National Instruments, Target's Kiera Fernandez, Cargill's Demetha Sanders, and 3M's Ann Anaya talked about underrepresentation of BIPOC women in corporate leadership, LaTonya Groom joined HanesBrands as their VP of Talent and Diversity, Trimble VP of Talent, Diversity, Equity, and Inclusion and DEI Board Chair Melissa Uribes explained why more women are needed in the construction industry, Raeven Ware was promoted to Director of DEI at Altria, Lesley Brown, Chief Diversity Officer at HP Inc., talked about their technology conference for HBCUs to help students gain tech skills, Texas Roadhouse promoted Gina Tobin to Chief Learning and Culture Officer, Gabrielle Lawson will now help lead D&I at Barclays as Assistant VP of Diversity and Inclusion, Red Hat VP of D&I and DEI Board Chair Margaret Dawson talked about how diversity and inclusion are evolving at their organization to elevate inclusivity, Joshua Frazier-Sparks was promoted to Director of Culture and DEI at Walmart, Devray Kirkland, Cardinal Health's CDO, talked about how they're building a diverse pipeline of talent to help increase representation, American Family Insurance appointed Gregory Stinyard to lead diversity and inclusion, Beverly Stallings-Johnson, VP and Chief DEI Officer at The Wendy's Company, was featured for their initiatives to become more of a people business during the pandemic, Live Nation Entertainment named Johnel Evans as their new Global VP of D&I, L'Oral Chief D&I Officer Angela Guy helped complete the first ever pay equity audit for a major brand to include all employees, Rebecca Derdiger was promoted to lead diversity and corporate responsibility at Grainger, Centura Health Chief D&I Officer Oswaldo Grenardo talked about how they plan to address vaccine hesitancy in rural areas, Mazda promoted Maryellen Rosenbrock to lead diversity, talent, and culture, Eli Lilly and Company promoted Julie Dunlap to lead DEI and talent management, Desyra Highsmith-Holcomb was appointed as Quest Diagnostics' Director of Inclusion and Diversity, Bell Canada promoted DEI Board Chair Monika Mielnik to lead DEI and mental health, Donald Fan, Senior Director of Global Office of Culture and DEI at Walmart, talked about how executive leaders can drive DEI strategies forward, Wanda Hope at Johnson & Johnson and Quita Highsmith at Genentech talked about initiatives to increase the pipeline of women and minority communities in the pharmaceutical workforce, Cracker Barrel Old Country Store VP of D&I and DEI Board Chair Gabrielle Ivey talked about their sponsorship of the 2021 National Battle of the Bands, DEI Board Member Wendy John at Fidelity Investments was featured for their returnship program to help women advance their careers, Ekpedeme Bassey shared how comedy and improv have helped her as a DEI leader at Kraft Heinz Company, Wells Fargo named Ericka Davis as their new VP of DEI Strategy and Intergration, Crystal Andrews Banks at Ulta Beauty, Natalie Bodus at Zebra Technologies, Ekpedeme M. Bassey, and more were recognized in Crain's Chicago Business 2021 Notable Executives in DEI list, Corey Anthony, SVP and Chief Diversity and Development Officer at AT&T, talked about how his experience in operations helps him lead DEI and how ERGs are driving strategies, Reginald Miller, McDonald's VP and Global Chief DEI Officer, talked about their goals to increase supplier diversity, Mason Williams moved up at Mattel to Senior Director of DEI, Human named Carolyn Tandy as their new SVP and Chief D&I Officer, Starbucks promoted Reggie Borges to lead D&I communications, Maurielle Storms was appointed as VP of DEI at Huntington National Bank, DEI Board Member Siobhan Calderbank, LCBO's Director of Talent Management, discussed unconscious biases and microaggressions in the workplace, Damien Hooper-Campbell at Zoom, Lesley Slaton Brown at HP, and Alicia Petross at The Hershey Company were featured for how senior leadership can support diversity, Norfolk Southern promoted Jacqueline Peets-Graves to lead DEI, Tracey Wands moved up at Diageo to lead D&I for North America, Christy Haubegger at WarnerMedia was interviewed about how the entertainment industry has been impacted by LatinX, African American, and Asian American communities, Randstad Chief D&I Officer Audra Jenkins talked about how microaggressions are causing Black employees to not want to return to work, Jacqueline Darling was elected as Tech Data's new VP of Diversity, Equity, and Inclusion, Shelly McNamara, Chief Equality and Inclusion Officer at Procter & Gamble, talked about being authentic in the corporate world as a gay woman, Tesha Nesbit selected as Director of DEI at North American Partners in Anesthesia, Miranda Bennett-King moved up at The Hartford to lead inclusion initiatives, Lauren Harris was promoted at NielsenIQ to lead global diversity and inclusion, Bobby Griffin, Chief DEI Officer at Rockwell Automation, featured about using critical conversations about race in the workplace, The J.M. In 2002, Sodexo made the strategic decision to begin holding managers and executives accountable for diversity when it began linking scorecard results to a significant portion of management bonuses that can range from 10 to 15 percent of the total bonus for managers and 25 percent of the total bonus for the executive team. But the president and senior leadership of Johns Hopkins are very involved and committed and want to make this happen.. The strategic nature of this initiative has led to strong results. In keeping with the organizations long-term focus, this incentive is paid regardless of the companys financial performance for the fiscal year. We must push against the status quo. Fight for the things that you care about, but do it in a way that will lead others to join you. diversity; sodexo . I have seen in my own company how senior-level sponsorship and high employee engagement are critical to driving progress. Thomas J. Wilson, Allstates chairman, president and CEO, receives yearly data on workforce diversity components for each of his direct reports from demographics, promotion rates and opportunity, retention and turnover for their area of business which has implications on their overall performance and those of their leaders, Wiley-Little noted. Go to contentGo to the main menuGo to search Change Location Worldwide Worldwide Change Location Americas Brazil Canada Chile Colombia Costa Rica So we want to make sure that we have the commitment and engagement of management at all levels. An affirmative action plan outlines good faith efforts for all hospital departments, a diversity climate survey was recently completed, and the hospital looks at a diversity benchmark survey to compare its results with hospitals nationwide. This content is available to employees of Catalyst Supporters only. Market share in target segments Find out why and how your organization canbecome one. These include good faith efforts to build a diverse and inclusive workplace and include measures such as diversity-related training participation rates, networking group participation, and achievement of diversity council objectives, affirmative action goal attainment, and the like. Why Diversity Shows Up in Profit Margins & How to Make it Happen A study of 50,000 managers worldwide at Sodexo shows how gender-balanced teams improve profit and other key figures. Handling service calls. What can I do? Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organizations culture, industry, and practices. Companies generally fail at implementing a strategy or managing operations because they lack an overarching management system to integrate and align these vital processes. Some of the Customer Perspective metrics that can be used in Balanced Scorecard approach are - While almost 70% of jobs require a bachelors degree or higher, fewer than 50% of workers have one. Claudia Diaz Singer was promoted at The J.M. I get asked to speak a lot on this topic. Balanced Scorecard also provides a base to build a metrics framework that is aligned and consistent. Overall, from 2003 to 2010, the number of women in leadership at Sodexo has increased by 74 percent. The inclusion part still has a quantitative feel to it.. } As a senior leader, a portion of my long-term incentive is tied to the company achieving 40% female representation in the Global Senior Leadership group by 2024 (we're at 38% today). Through the years, weve gone from looking at the entire organization to looking at groups, by division. temp_style.textContent = '.ms-rtestate-field > p:first-child.is-empty.d-none, .ms-rtestate-field > .fltter .is-empty.d-none, .ZWSC-cleaned.is-empty.d-none {display:block !important;}'; Accountability for internal programs consists of complementary qualitative and quantitative components that ensure the progress of culture change within the organization. Sodexos progress has led many client organizations to seek its guidance and support in developing and implementing their diversity and inclusion strategies and initiatives. Members can get help with HR questions via phone, chat or email. Ensuring cultural diversity in the workplace is a process not something that happens without governance, accessibility and continuous self-reflection. The diversity component will be measured in part through the Sodexo Diversity Index ("SDI") and a scorecard system. We embed the accountability for diversity into many things and we find that it is most effective if it shows up in multiple places and in different ways throughout the corporation, said Wiley-Little, who added that accountability for diversity sits on everyones desk.. Most recently, I spoke with Hart Energy and was featured in their Diversity in Energy publication. Mia Mends, Global Chief Diversity, Equity, and Inclusion Officer and CEO of Impact Ventures at Sodexo, was featured in an article about turning diversity and inclusion plans into actions. If you are an employee of a Catalyst Supporter, please make sure you registeredandlogged in using your work email address. Were not just telling the organization what happened. 49-61. - How do customers perceive Sodexo Diversity? These four perspectives / components of Balance Scorecard are . By DiversityInc Staff Ensure Senior Leaders Are Accountable for Results: A scorecard isnt effective if the business leaders (CEO and direct reports) arent seeing it and using it to further business goals. Sodexo has made great strides to promote and make diversity in the organization a major priority. The Balance Scorecard of each company varies based on the nature, size of the firm and industry it operates in. Soon thereafter, Anand was instated as chief diversity officer for Sodexo, North America. Information availability relative to need. Data collection challenges apart from digitally native companies, traditional organizations still faces lots of problem in collecting and organizing data. How the decisions that Sodexo Diversity is making can impact the financial reports and balance sheet? During that same time period, the number of women on the executive committee increased from three (18.8 percent) to five (20 percent). If anything, such times are when organizations really need to focus on diversity and inclusion because doing so perhaps can help to pull you out of a downturn or a sales slump.. Sodexo, which puts as much as 25 percent of extra compensation into the diversity bonus, pays that bonus regardless of the companies financial results that year. Are you leading diversity, equity, and inclusion at a big company? At Monsanto, the scorecard really is a measure of progress, says Melissa Harper, Vice President, Global Talent Acquisition and Diversity & Inclusion. The y would measure gender and racial. However, more work still needed to be done to engage employees around the world in the company's diversity initiatives. I have been recruiting for 25 years almost now and Ive never seen 24 months like we just went through, says Jason Delserro, Chief Talent Acquisition Officer, Moderator:Colton Palmer, Senior Partnership Manager at DiversityInc Panelists: Steven Wallish, Assistant Vice President of Business Intelligence Analytics at AT&T (Hall of Fame, Top 50 Companies for Diversity list) Tammy Adrian, Vice President of HR Strategy. Sodexo is committed to supporting diversity and inclusion and safety, while upholding the highest standards of corporate responsibility and ethical business conduct. Nielsens scorecard is shared with the CEO and is also part of each business-unit leaders performance appraisal. Diversity scorecards used to be all about representation. English Deutsch Franais Espaol Portugus Italiano Romn Nederlands Latina Dansk Svenska Norsk Magyar Bahasa Indonesia Trke Suomi Latvian Lithuanian esk . Finally, it uses three work environment surveys to benchmark management and culture change initiatives; an internal employee survey, Fortune's Great Place To Work Trust Index and DiversityInc annual surveys. ***It is a broad analysis and not all factors are relevant to the company specific. But they need to in order to become the most effective.. scorecard includes both quantitative goals as well as. I could have instituted it or demanded it myself. Why is it called a Balanced Scorecard? Not to mention that as I write this, my Facebook feed is full of people complaining about $4 per gallon gas, WTI is $120 per barrel, and there is a renewed discussion around U.S. energy independence given Russias latest actions in Ukraine. Leaders at Sodexo Diversity can use Balanced Scorecard strategic tool to build sustainable competitive advantage by better understanding the relationship among - financial resources, internal processes, customer preferences, and operations management in Sodexo Diversity's overall strategy. Sodexo, based in Gaithersburg, Md., recently ranked sixth on DiversityIncs list of top 50 Companies for Diversity. Sodexo is proud of the work weve done to date in diversity management and fostering an equitable and inclusive corporate culture, but there is still more work to do. And that was it. Strategic redundancy in job skills (job-coverage ratio) Some of the questions answered by Balance Scorecard Analysis of Shifting the Diversity Climate: The Sodexo Solution are -. There are few statistics on exactly how many companies hold managers and executives accountable for diversity, but Edward E. Hubbard, a Petaluma, Calif.-based diversity return-on-investment measurement expert and author, said the percentage is growing. Our Hopkins 2020 vision is the key driver for us, said John Fuller, director of workforce diversity for Johns Hopkins Hospital, referring to Diversity & Inclusion 2020, a multiyear strategic plan adopted in 2008. His current scorecard focuses on talent acquisition and talent development, with emphasis on key levels for new hires, managers and senior executives. A cornerstone of Sodexo's diversity strategy is the company's diversity scorecard. Why all the energy preamble on International Womens Day? DiversityInc Best Practices is designed to help you find data, solutions and best practices to diversity-management questions and strategies. The aforementioned problems are complex and not easily solved. I was a little bit concerned that we were just measuring executive representation and not everything that was impactful [to the senior management], he says. Read workplace diversity, equity and inclusion pieces by Sodexo leaders and check out our Racial Equity and Social Justice Toolkit. Email, phone, or Skype. Second, the company measures supplier diversity spending. Please log in as a SHRM member before saving bookmarks. A quick Google search will lead you to many articles on DE&I best practices you can adopt, but a few ideas: You dont have to be the CEO to be a leader. We are trying to increase the total number of under-represented minorities in the top 100 medical and administrative senior-level positions to 20 percent by the year 2020, Fuller said. Sodexo's focus on diversity and inclusion has earned recognition on Diversity Best Practice's inaugural Inclusion Index. Sodexo ranks second in France and sixth on the list of 668 European companies in the European Women on Boards Gender Diversity Index Report 2021. Founded in 1962, Catalyst drives change with preeminent thought leadership, actionable solutions and a galvanized community of multinational corporations to accelerate and advance women into leadershipbecause progress for women is progress for everyone. - What is important for Sodexo Diversity shareholders? At Georgia Power in Atlanta, diversity and inclusion initiatives include a long-term management and organizational culture change process designed to expand management skills and accountability and to build trust around leading diverse work teams so everyone feels valued, respected and productive, and that includes white men, according to Frank McCloskey, vice president of diversity for Georgia Power. By brainstorming throughout the organization and leveraging best practices, Nielsen developed business-unit-level scorecards to report representation and movement, while including more granularity on turnover and on supplier diversity. diversity; sodexo . Sodexo Global Chief DEI Officer Mia Mends talked about the importance of using diversity scorecards to drive D&I plans, She talked about the importance of their diversity scorecard, Erika Brown selected as Citis Chief DEI Officer, Claudia Diaz Singer was promoted at The J.M. }); if($('.container-footer').length > 1){ Ive been in energy services my entire career, and I had gotten used to being the only woman in the room. Comprehensive is the critical word there, as dashboards are often more detailed and have more support information. Likewise, Organizational Success factorswhich are the same for all leaders regardless of their levelare a set of competencies, including diversity, that each individual manager is held accountable for, Wiley-Little noted. Poorly defined metrics metrics are either too broad or too narrow. var currentLocation = getCookie("SHRM_Core_CurrentUser_LocationID"); Any hiring manager can ask for a diverse slate. Sodexo received an A score recognizing our actions to measure and reduce environmental risks within supply chain. What can companies do? Sodexo Global Chief DEI Officer Mia Mends talked about the importance of using diversity scorecards to drive D&I plans Mia Mends, Global Chief Diversity, Equity, and Inclusion Officer and CEO of Impact Ventures at Sodexo, was featured in an article about turning diversity and inclusion plans into actions. New ideas (per employee, implemented) One of the many ways we support the diverse needs of our employees are through our offering of inclusive programs and practices such as DE&I learning, flexibility and more. The diversity part is hardline numbers: hires, promotions, etc. Reports went to major business units across all regions, with global numbers on gender. Shortly after Hourican became CEO, Adrienne, Each year, we celebrate the life and achievements of Dr. Martin Luther King Jr. on the third Monday of January, the Monday closest to Dr. Kings birthday on January 15. var temp_style = document.createElement('style'); In the spirit of International Womens Day, Ill focus on gender diversity, but its worth mentioning the case for ethnic and cultural diversity is equally compelling. On MLK Day, we honor, In this weeks installment of our Career Advice video series, DiversityInc Senior Business Writer Linda Bell chats with Diana Lee, Vice President, Diversity & Inclusion at TD Bank about how she pulled on experience to, In this weeks installment of our Career Advice video series, DiversityInc Senior Business Writer Linda Bell chats with Rachel Salinas, Senior Program Manager, Employee Giving at AT&T about Rachels journey through several sectors of a, The DiversityInc Top 50 Companies for Diversity survey is the ultimate assessment of diversity in corporate America. Of all of Monsantos human-capital dashboards, the diversity dashboard is among the top three accessed, Harper says. Companies are increasingly using metrics or diversity scorecards to measure progress in hiring, promoting and retaining women and minority employees. Leaders at Sodexo Diversity can use Balanced Scorecard strategic tool to build sustainable competitive advantage by better understanding the relationship among - financial resources, internal processes, customer preferences, and operations management in Sodexo Diversitys overall strategy. Dont Ignore Groups Less Easy to Count: The elephants in the room with diversity data continue to be LGBT people and people with disabilities, since it is difficult for companies to get an accurate count for both those demographics. A scorecard is a report that displays Key Performance Indicators (KPIs) with performance targets. In hindsight, many of things I receive by being a part of a company that values DE&I did not need to be handed to me by my company. Nielsens data are also updated quarterly and include percentage increases/decreases to show progress. David A. Thomas, Stephanie J. Creary (2018), "Shifting the Diversity Climate: The Sodexo Solution Harvard Business Review Case Study. According to by Robert S. Kaplan and David P. Norton , 85 percent of executive teams spent less than one hour per month discussing strategy, with 50 percent reporting that they spent virtually no time on strategy discussions. 9801 Washingtonian Boulevard, Gaithersburg, MD 20878, Intentional innovation to support the military, Environmental Services and Infection Prevention, Convenience, Office Coffee, and Micro Markets, Engage Employees with Satisfying Food Services, Sodexos Actions to Mitigate Impacts of Coronavirus. Please enable scripts and reload this page. Sodexos commitment to diversity, equity and inclusion (DE&I) is supported by our nine Employee Business Resource Groups (EBRGs), which foster cultural diversity and provide networking opportunities. $("span.current-site").html("SHRM China "); When the economy is unstable, employers are faced with difficult decisions around staffing, pay and benefits. . I could have started an EBRG. I would like to think this message is common knowledge, but I keep finding its not. A dashboard shows scorecard information with other related items, such as reports, charts and grids. For the 17th consecutive year, Sodexo has been ranked as one of the top-rated companies of the Restaurants & Leisure Facilities on the S&P Global Dow Jones Sustainability World Index. Learn more about becoming a member here. Sodexo also prioritizes training and education, which includes numerous learning labs, workshops, and events throughout the country. $(document).ready(function () { Leadership performance appraisals include statements regarding diversity and affirmative action good faith efforts and hires, according to Fuller. Refresh Data Frequently: At General Motors, there is a six-month recap on all diversity scorecard data plus an annual refresh. Keep It Simple: Especially when dealing with senior executives, complicated scorecards with mind-numbing details wont be effective, as these busy leaders dont have time to go through all the data. Some of the Human Resources metrics that can be used in Balanced Scorecard approach are - Board.org is owned and operated by FiscalNote, Inc. 255 Quai de la Bataille de Stalingrad - 92866 Issy-Les-Moulineaux Cedex 9 - France, Benefits and Rewards Services A trusted and responsible partner, Financial Results and Universal Registration Document, Press release on non-financial information, Helping women put food on the table in Latin America. 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Build specialized knowledge and expand your influence by earning a SHRM Specialty Credential. And that was it. We are pressured to create shareholder value, deliver dividends, use our own cash flow to ensure continued oil and gas production, reduce carbon emissions in current production and transition to a future based on renewable sources of energy. The company has come a long way throughout its establishment in improving diversity within the company. They would measure gender and racial percentages for the workforce, management and top executives. CEO, Sodexo Energy & Resources, North America & Head of Global Energy Strategic Accounts. Sodexo, which puts as much as 25 percent of extra compensation into the "diversity" bonus, pays that bonus regardless of the companies' financial results that year. Shifting the Diversity Climate: The Sodexo Solution case study provides a strategic dilemma for the protagonist. Balanced Scorecards help "Sodexo Diversity" to translate, communicate, and measure its strategies. A recession followed, worsening the employment outlook for Black workers. Some even link metrics to key business.. document.head.append(temp_style); You may be trying to access this site from a secured browser on the server. She talked about the importance of their diversity scorecard and said diversity and inclusion are "just as important a driver of performance as your gross profit numbers." Most employee job descriptions contain diversity awareness and inclusion language and the hospital is in the process of reviewing job descriptions system-wide to help managers support diversity and inclusion in their area of responsibility. What is required to improve the brand equity or market performance in terms of marketing, sales, distribution, and pricing strategy. Customer profitability and customer life time value Product development cycle They have a detailed scorecard process for leaders. GAITHERSBURG, Md., July 14, 2022 (GLOBE NEWSWIRE) -- Sodexo, a global food services and facilities management leader, has been awarded an "A" by . Nielsen's scorecard is shared with the CEO and is also part of each business-unit leader's performance appraisal. As Johnson notes, this enables the company to pinpoint diversity-management areas that are part of the solution. 2 in the DiversityInc Top 50), Monsanto (No. O. E. Williamson, Markets and Hierarchies(New York: Free Press, 1975) Thats a very aggressive goal, particularly when you are looking at senior-level positions that dont have that high of an attrition rate, Fuller added. At Sodexo, diversity training is part of the managing. Questions range from whether people are treated with dignity and respect and if individuals are allowed to advance regardless of race or gender in that managers unit. 3 min read. I am now rarely the only woman in the room. . No degree, big problem. Please log in as a SHRM member. When it comes to accountability, leaders are evaluated annually on results and behaviors, according to Anise Wiley-Little, the companys chief diversity officer. I first want to understand, from more of a strategic and business-oriented view, what are your key business objectives? The assessment covers Environment, Labor & Human Rights, Ethics and Sustainable Procurement dimensions. Find the latest news and members-only resources that can help employers navigate in an uncertain economy. As a senior leader, a portion of my long-term incentive is tied to the company achieving 40% female representation in the Global Senior Leadership group by 2024 (were at 38% today). Can more women in energy be the answer to these problems? Use the Scorecard to Forecast: Sodexos Johnson advises companies to be predictive. But experts caution that its much more than a numbers game. Pamela Babcock is a freelance writer based in the New York City area. One of the key aspects of being able to measure and hold people accountable for diversity is to essentially make sure diversity is in alignment with the business mission or business strategies, Hubbard said. } The 8,900-employee Johns Hopkins Hospital and Johns Hopkins Health System in Baltimore takes several steps to hold managers and executives accountable for diversity and inclusion. Sodexo is proud of the work we've done to date in diversity management and fostering an equitable and inclusive corporate culture, but there is still more work to do. 9, Issue 4, pp. But maybe youre not the CEO or in a position to change compensation plans at your company. Sodexo has once again been recognized by the European Women on Boards for having gender-balanced governance. Kaplan and Norton approach to organization performance is What you measure is what you get. By 2010, Sodexo, North America was continuing to gain traction on its diversity strategy, and a global diversity initiative for the group was underway. This is the Holy Grail. Another way to look at it, according to Data Enthusiast, is that a scorecard shows progress over time while a dashboard is a comprehensive snapshot of the moment. if(currentUrl.indexOf("/about-shrm/pages/shrm-china.aspx") > -1) { By the time we report everything out, its all history. We need to challenge each other. Diversity certainly adds value to the bottom-line, Hubbard said, adding that, the primary leverage in diversity is utilizing differences as opposed to just looking at representation by itself.. , Ever since Kevin Hourican took over as President and CEO of Sysco in 2020, the company has seen a lot of positive change when it comes to workplace fairness. Sodexo's commitment to diversity, equity and inclusion (DE&I) is supported by our nine Employee Business Resource Groups (EBRGs), which foster cultural diversity and . More recently, Nielsen has added global reporting of gender by band and level. Weve found that good, robust metrics can help provide incentives for the right behavioral outcomes.. var currentUrl = window.location.href.toLowerCase(); At General Motors, the HR director of each business supplies the scorecard information to the functional leads, CEO Mary Barras direct reports. Best Practices From Sodexo, Monsanto, Nielsen and General Motors. At Sodexo, our bonus-eligible employees have part of their bonus tied specifically to completing diversity, equity and inclusion training and activities. Kotler & Armstrong (2017) "Principles of Marketing Management Management", Published by Pearson Publications. Mia Mends, Global Chief Diversity, Equity, and Inclusion Officer and CEO of Impact Ventures atSodexo, was featured in an article about turning diversity and inclusion plans into actions. else if(currentUrl.indexOf("/about-shrm/pages/shrm-mena.aspx") > -1) { Particular emphasis is put on new hires and high-potentials with a U.S. focus on race/ethnicity and gender, and a global focus on gender. I, along with many others in this publication, noted the strong business case for attracting a diverse workforce as it leads to more creative solutions, which in turn improves results. Does Diversity Training Work the Way Its Supposed To. Each manager receives a diversity indicator of factors including headcount shift, hiring, promotions, promotions into management and flow of talent (attrition rates) in a heat map to make it pretty simplistic.. Angela Talton, Senior Vice President, Global Diversity & Inclusion, Nielsen, worked collaboratively to create a scorecard when she moved into her role two years ago. After all, McCloskey said, it doesn't matter what best list your company is on. At Sodexo, the diversity scorecard factors into senior executives year-end bonuses. Ultimate success will be determined by that one-on-one relationship between an employee and their manager., Growing Accountability at Major Health System. HARVARD BUSINESS SCHOOL CASE STUDY Shifting the - Sodexo. She noted that bonuses for diversity and inclusion efforts are decoupled from the finances of the company and paid regardless of company financial results in any given year. Womens share of positions in the executive pipeline increased from 23 percent to 33 percent, with racially/ethnically diverse womens share increasing from 6 percent to 9 percent. This year, Sodexo received a B score. Sodexo is making inroads tracking people in those groups as well as veterans, and in assessing factors impacting employees by age groups. Smucker Company to lead workplace inclusion. Timely delivery of goods and services Our Communities: DEI Board, Data Privacy Board, ESG & CSR Board, Enterprise Data Strategy Board, SocialMedia.org, SocialMedia.org Health, and Talent Marketing Board. For greater details connect with us. Barney, J. Grassroots efforts are often the most successful! To request permission for specific items, click on the reuse permissions button on the page where you find the item. Do the firm require to make either small tweaks or big changes in the internal processes to build of maintain sustainable competitive advantage. This is the 14th year Sodexo has been recognized as a top diversity leader by DiversityInc. If sales are down or if the economy is poor, you cant stop your focus on diversity and inclusion or youll lose ground and traction. In 2002, Dr. Rohini Anand was hired by Michel Landel, CEO of Sodexo, North America. Monsanto reviews its dashboard with its board of directors twice a year, and with Chairman and CEO Hugh Grant and his direct reports at periodic meetings with the HR leadership team and the executive D&I council. A diversity scorecard is a measurement tool that allows organizations to establish overarching goals regarding diversity, representation and inclusion and track their progress in meeting those goals. jefferson, ohio gazette obituaries, significado de nombre zudikey, landfill in howard county, zillow homes with mother in law suites, jacksonville drug bust, spin master batman figures checklist, symbol for secret lovers, world record perch 2020, mosin nagant bolt polishing, rouje stockists london, scott elrod days of our lives, cannot delete portfolio in yahoo finance, shooting in williamsport, pa today, maddy logelin today, examples of gene swamping,

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