sodexo diversity scorecard

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sodexo diversity scorecard

Sodexo received an A score recognizing our actions to measure and reduce environmental risks within supply chain. Board.org and The Board are trademarks of Board.org LLC. Learn how SHRM Certification can accelerate your career growth by earning a SHRM-CP or SHRM-SCP. 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. 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. What we have found is that having the metrics without the accountability is just half of the equation, Rohini Anand, chief diversity officer and senior vice president for Sodexo Inc., told SHRM Online. We have confidential conversations you cant have anywhere else. Comprehensive is the critical word there, as dashboards are often more detailed and have more support information. 2 in the DiversityInc Top 50), Monsanto (No. The inclusion part still has a quantitative feel to it.. Blacks, Latinos and Asians in Senior Leadership: 14% higher than the Top 10, 40% higher than the Top 50 and 61% higher than U.S. companies overall. This recognition demonstrates key progress on our carbon strategy. - How do customers perceive Sodexo Diversity? 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. Find the latest news and members-only resources that can help employers navigate in an uncertain economy. 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 of Sodexo Diversity is a comprehensive effort to integrate and align strategy and operations. EN. If youre driving meaningful change on complicated issues, weve got a board seat for you. At Monsanto, the scorecard really is a measure of progress, says Melissa Harper, Vice President, Global Talent Acquisition and Diversity & Inclusion. Diversity became a key priority for Sodexo, North America in 2001 after a class-action lawsuit was filed and certified in Washington, D.C. against Sodexo Marriot Services, Inc., the food services division that Sodexo had merged with in 1998. - What is important for Sodexo Diversity shareholders? 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. A scorecard is a report that displays Key Performance Indicators (KPIs) with performance targets. 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. Any hiring manager can ask for a diverse slate. 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. 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. We believe that this is a long-term commitment and a journey, Anand noted. Meeting product introduction goals Break-even time realized. Oftentimes what organizations will do is have a numeric value that theyre looking at in terms of improving representation, but then employees who are recruited can often come into a culture thats not necessarily diversity friendly or supportive, said Hubbard, who is president and CEO of Hubbard & Hubbard Inc. Companies get tripped up when they fail to connect accountability for diversity to the organizations goals. In this session, Dr. Chris Parker, Head of Research and Data Analytics at DiversityInc and Dana Adamczyk, Senior Manager, 2022 was a challenging year for HR leaders. Balanced Scorecard Analysis, case solution, Balanced Scorecard Solution. By the time we report everything out, its all history. For greater details connect with us. Your session has expired. HARVARD BUSINESS SCHOOL CASE STUDY Shifting the - Sodexo. Poorly defined metrics metrics are either too broad or too narrow. Ive been in energy services my entire career, and I had gotten used to being the only woman in the room. Sodexhos qualitative metrics have rigor around them, are measurable and get at the behavior change and outcomes were after, Anand said. 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. I first want to understand, from more of a strategic and business-oriented view, what are your key business objectives? EN. 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. 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. 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. The diversity part is hardline numbers: hires, promotions, etc. At Sodexo, our bonus-eligible employees have part of their bonus tied specifically to completing diversity, equity and inclusion training and activities. Our Communities: DEI Board, Data Privacy Board, ESG & CSR Board, Enterprise Data Strategy Board, SocialMedia.org, SocialMedia.org Health, and Talent Marketing Board. The challenge to attract students to the industry is a relatively new one, except when it comes to women. Please purchase a SHRM membership before saving bookmarks. Sodexo is committed to supporting diversity and inclusion and safety, while upholding the highest standards of corporate responsibility and ethical business conduct. 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. This is demonstrated in the "DiversityInc Top 50 Companies for Diversity," making the number two spot on the list in 2012. 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. 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. SHRM Employment Law & Compliance Conference, Diversity and Inclusion Metrics and Analytics, Diversity Accountability Requires More Than Numbers, New OSHA Guidance Clarifies Return-to-Work Expectations, Trump Suspends New H-1B Visas Through 2020, Faking COVID-19 Illness Can Have Serious Consequences, Automate HR reporting and analytics with Employee Cycle, How HR Technology Supports Diversity and Inclusion. Some of the Internal Processes metrics that can be used in Balanced Scorecard approach are - 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. 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. At Sodexo, our bonus-eligible employees have part of their bonus tied specifically to completing diversity, equity and inclusion training and activities. Board.org is owned and operated by FiscalNote, Inc. This evaluation shows how important diversity is to Sodexo and includes both qualitative and quantitative data. Additionally, CEO George Chavel chairs the Diversity Leadership Council and reports on diversity progress to an external diversity and inclusion Board of Advisors. 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. Not an employee of a Supporter? The initiative focuses on Sodexos more than 15,000 salaried employees working at 6,000 client sites and offices throughout the United States. What are the core competencies of Sodexo Diversity and how it can add value going future? Need help with a specific HR issue like coronavirus or FLSA? Sodexo also prioritizes training and education, which includes numerous learning labs, workshops, and events throughout the country. var temp_style = document.createElement('style'); Companies are increasingly using metrics or "diversity scorecards" to measure progress in hiring, promoting and retaining women and minority employees. 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. Please confirm that you want to proceed with deleting bookmark. Feel free to connect with us if you need business research. For example, a large corporation might want to improve market share while a government or nonprofit organization might want to accomplish a more challenging mission. At Sodexo, diversity training is part of the managing. Smucker Company promoted Claudia Diaz Singer to lead workplace inclusion, Mia Mends, Global Chief DEI Officer at Sodexo, talked about the importance of diversity scorecards to turn plans into action, DEI Board Members named on Forbes 2021 Best Employers For Women List, Mr. Cooper hired Leonard McLaughlin as Chief Diversity Officer, Philomena Morrissey Satre at Land O'Lakes and Tracey Gibson at Andersen Corporation talked about building ties with minority-owned businesses, Fidelity Investments appointed Rajinder Narang to lead D&I and talent strategy, AmerisourceBergen SVP and Global Chief D&I Officer and DEI Board Chair Lonie Haynes talked about creating inclusive environments for healthcare workers, State Farm Chief Diversity Officer Victor Terry talked about the importance of allowing employees to be their authentic selves, Bryan Gingrich brought on as VP of DEI at USAA, Vern Myers, VP of Inclusion Strategy at Netflix, talked on their first inclusion report and plans to recruit underrepresented groups, Alecia Bailey was appointed to lead Assurant in diversity, equity, and inclusion, Aline Santos Farhat at Unilever featured for their call to action for companies to improve representation within advertising, Melonie Parker, Chief Diversity Officer at Google, talked about their initiatives to support tech workers in the Black and Brown communities, Hilton Grand Vacations hired Andrea Agnew to lead diversity, equity, and inclusion, Moody's Chief Diversity Officer and DEI Board Chair DK Bartley spoke about how companies with more diversity and inclusiveness perform better, Southern California Edison appointed Eric Watson to lead diversity and inclusion, McDonald's Chief Diversity Officer Reginald Miller featured for DEI initiatives on accelerating leadership, MyMy Lu was selected to lead diversity and inclusion at Thermo Fisher Scientific, Brent Miller at Procter & Gamble talked about promoting LGBTQ+ visibility beyond Pride Month, Neha Gupta at Rogers Communications was promoted to lead Diversity and Inclusion, Travis Robinson at Spotify was featured about the future of hybrid and remote work options, Allstate elected Eloiza Domingo to lead their DEI strategies, DEI Board Chair Alicia Scott at ON Semiconductor talked on a podcast about how math and science helped her career, Credit Suisse promoted Jennifer Andrews to lead diversity and inclusion, Jonathan Mayes at Albertsons talked about their vendor partnerships with diverse-owned suppliers, Target promoted Becca Hagen to lead DEI strategies, Teedra Bernard, DEI Board Chair at TransUnion, met with Congressman to talk about supporting underrepresented communities, Navistar's Nicole Wiggins and Daimler Trucks' David Carson talked about DEI importance in the trucking industry, Jackie Parker brought on at Global Payments to lead diversity and talent management, DK Bartley at Moody's spoke at the Social Innovation Summit 2021 about diverse workforces, Mark Irvin, Chief Inclusion, Diversity, and Talent Officer at Best Buy, featured on a podcast about diverse talent pools, Diontrey Thompson moved up at Genentech to lead strategy, culture, and belonging, Chipotle's Marissa Andrada explained their new mental health resources for employees, Crysta Dungee was promoted at Amazon to lead DEI globally, DEI Board Chair LaQuenta Jacobs, XPO Logistics Chief Diversity Officer, featured for her DEI journey, DiversityGlobal Magazine released their 2021 Top-15 Champions of Diversity, highlighting DEI leaders' amazing work, Voya's Angela Harrell spoke on podcast about addressing race in the workplace, Assurant promoted Emily Liu to lead global DEI, DEI Board Chair Susan Stith at Cigna talked about grant initiatives to support healthcare projects, Finning's Erin Leonty talked about creating belonging in the workforce for LGBTQ+, Comerica Bank promoted Tiffanie Rice to lead DEI, Megan Hogan at Goldman Sach's talked about their returnship program to help women back to work, UnitedHealth Group appointed Joy Fitzgerald as new DEI leader, Dawn Jones, Chief D&I Officer at Intel, talked about inclusivity advancement in the tech industry, Tamara Fletcher moved up at CDW to lead diversity, equity, and inclusion, Consumers Energy's Trevor Thomas talked about the initiative for lawmakers to provide more protection to support LGBTQ+ individuals, Lindsay-Rae McIntyre at Microsoft talked about how the company created understanding to racial injustice on Juneteenth, Eric Fulbright promoted at Best Buy to lead D&I, Corie Pauling at TIAA and Anna Penn-Lockwood talked about pay equity analytics, Cindy Lone moves up to lead diversity and inclusion at Goldman Sachs, DEI leaders gathered about Black representation in corporate actions following COVID-19, Nutrien's Leslie Coleman, Head of DEI and DEI Board Chair, talked about making the business case for diversity, Lance LaVergne, Chief Diversity Officer at PVH, talked about the expansion of their Pride partnership, Blue Cross Blue Shield of Massachusetts's Stephanie Browne talked about their bike initiative to support LGBTQ pride, Kohl's promoted Michelle Banks to lead Diversity and Inclusion, Micron Technology's Chief Diversity and Inclusion Officer Sharawn Connors Tipton is speaking at Syndio's Fairness at Work webinar, Melissa Morris joined Anthem to lead Diversity and Inclusion, Lonie Haynes at AmerisourceBergen spoke about healthcare equity at the World Health Care Congress Virtual event, Carla Grant Pickens at IBM talked about extending civil rights protections for LGBTQ individuals, Toyia Rudd joins Lamb Weston to lead Talent Development, Culture, and Engagement, Will Murphy moved up at Amgen to lead Diversity, Inclusion, and Belonging, Natalie Edwards, Chief Diversity Officer at National Grid, explained the company's decision to recognize Juneteenth as a company holiday, Jamal Stockton, Fidelity Investments' SVP of Customer Inclusion and DEI Board Chair, talked about sponsorship to help close racial wealth gap, Quicken Loans' Trina Scott talked about holding leaders accountable to create inclusive work environments, Charlene Jackson hired as Iron Mountain's new global DEI officer, Shawn Outler, Macy's Chief Diversity Officer, talked about their campaign to celebrate LGBTQ community, LPL Financial promoted Risa Fitzgerald-Fields to lead DEI, Nielsen's Sandra Sims-Williams talked about their strategies to develop more diverse engagement media audiences, Ben-Saba Hasan featured for Walmart's rising numbers of women and people of color in officer roles, Lockheed Martin promoted Fran Dillard to lead global D&I, Brianna Pina hired as the new Director of DEI at Mattress Firm, Unilever's Aline Santos Farhat talked about Degree's first deodorant for people with disabilities, Franklin Reed at TEKsystems talked about his experiences as a DEI leader, XPO Logistics Marianne Malizia talked about starting a civilian job as a veteran, DEI Board Chair DK Bartley at Moody's talked about their new study focused on improving workplace culture, U.S. Bank Greg's Cunningham said companies need more equity to grow, Ashley Brown promoted at Under Armour to lead DEI efforts, Claudia Mills brought on at Performance Food Group to lead Diversity and Inclusion, Wells Fargo promoted Peter Kouzmov to lead global DEI efforts, Kiera Fernandez, Chief D&I Officer at Target, talked about their efforts taken since the death of George Floyd, Susi Collins, Head of DEI at Amazon, spoke at the ADP Women at Work Virtual Summit, Amgen promoted Will Murphy to Director of DEI, Siobhan Calderbank talked about designing HR programs to be more inclusive in the future, Reginald Miller went on a podcast about authenticity as McDonald's Global Chief DEI Officer, Cynthia Bowman talked about Bank of America's partnership to create the Center of Black Entrepreneurship, Avantor promoted Nol France to lead Global DEI strategy, Brent Miller talked about Procter & Gamble's "The Visibility Project" for LGBTQ inclusion, Chief DEI Officer Malika Savell talked about Prada Groups investment to increase representation in their industry, Motorola Solutions' Tinisha Agramonte spoke at DIAL Global Virtual Summit, adidas brought on Benjamin Lee to lead D&I, Samantha Charleston was promoted at Newell Brands, Capital One hired Ron Edwards to lead DEI, Dawn Jones talked about Intel's launch of the Alliance for Global Inclusion, Randall Tucker and Corey Anthony explain importance of data for DEI initiatives, Amazon's Latasha Gillespie leading event for AAPI efforts, Melonie Parker explained Google's initiative for Black women to gain more digital skills, Moody's and Cigna made DiversityInc's 2021 Top 50 Companies for Diversity list, Subarna Malakar hired at Sanofi to lead D&I, Jenny Lay-Furrie talks about Microsoft's efforts to use technology for disability topics, Tiffany King talked about improving racial biases in the veterinary industry, Panera Bread Company donated $25,000 to St. Louis nonprofit, McDonald's is looking to uphold DEI initiatives after hiring Reggie Miller as Global Head of DEI, Target Chief Diversity Officer Kiera Fernandez talked about their $2 billion pledge to Black-owned businesses, PepsiCo, Shell, TUI, and Unilever aim to increase Black representation in marketing industry, Board Chair and Moody's CDO DK Bartley featured for DEI efforts, DEI leaders for fashion brands featured for their responsibilities, Intuit's La Toya Haynes featured for their DEI initiatives, Webster Bank's Teshia Levy-Grant wrote about recruiting and retaining diverse talent, DEI leaders explain how Derek Chauvin's verdict is progressing workplaces, Board Chair Teedra Bernard said vulnerability has helped her career, Silke Muenster, CDO of Philip Morris International, talked about advancing workplace inclusivity efforts, Hard Rock International's Stephanie Piimauna, Mastercard's Randall Tucker talked about employee diversity importance, Kim Barker Lee and Teedra Bernard named in Top 100 Diversity Officers in 2021, Beam Suntory's Proof Positive Campaign launched to increase DEI initiatives, DEI Board Chair LaQuenta Jacobs featured for her inclusivity efforts, Amazon's LaDavia Drane spoke about her insights as a DEI leader, Kayla Campbell announced Pernod Ricard's award for inclusive e-Learning course, Kim Barker Lee awarded as a top Diversity Officer, Welcome Lam Research and Board Chair Antoinette Hamilton to the DEI, DEI Board Member Tiffany King addresses inclusiveness in the veterinary industry, Board Chair Jamal Stockton address DEI complex issues, Edgewell Personal Care released letter to support AAPI community, The DEI Board expands with Board Chair Erick McReynolds leading for Chick-fil-A, Onsemi joins the DEI Board with their membership led by Board Chair Alicia Scott, IGT and Board Chair Kim Barker Lee join the DEI Board, Bank of the West and Board Chair Linda Christensen join the DEI Board, The DEI Board grows with Applied Materials and Board Chair Pam Sherman joining, Moody's joins the DEI Board led by Board Chair DK Bartley, Board Chair Roti Balogun leads General Electric as they join the DEI Board, The DEI Board grows with Motorola Solutions being led by Board Chair Tinisha Agramonte, The DEI Board grows with the addition of Edgewell and Board Chair Karen Andersen, LexisNexis joins the DEI Board with Board Chair Ronda Bazley Moore leading their membership, WESCO International joins the DEI Board led by Darryl Castellano, Board Chair Barb Keenan leads LCBO's membership in the DEI Board, Board Chair Darryl Farrow leads Mars as they join the DEI Board, Board Chair Olivia Shen Green leads VMware in the DEI Board, TransUnion joins the DEI Board with Teedra Bernard leading as Board Chair, Finning, led by Board Chair Erin Leonty, joins the DEI Board, Board Chair Gabrielle Ivey leads Cracker Barrel Old County Store's membership as they join the DEI Board, Leslie Coleman to lead Nutrien's DEI Board membership. Sodexo star ted its div ersity scorecard in 2002, after settling a racial-discrimination lawsuit and beginning t o 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 . Members can get help with HR questions via phone, chat or email. Go to contentGo to the main menuGo to search Change Location Worldwide Worldwide Change Location Americas Brazil Canada Chile Colombia Costa Rica 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. 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 Members may download one copy of our sample forms and templates for your personal use within your organization. Please enable scripts and reload this page. 50), and General Motors, one of DiversityIncs 25 Noteworthy Companies. What is required to improve the brand equity or market performance in terms of marketing, sales, distribution, and pricing strategy. 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. We need to assess if we are going to hit the benchmarks that were looking to achieve and how to get there, he says. No degree, big problem. Frankly, you dont even have to be a manager to make a difference in your company. Additionally, targets for increasing minority- and women-owned dealerships are set each year, with an overall five-year plan in mind. Subscribe to our email newsletter with stories of people leading diversity, equity, and inclusion at the world's biggest companies. However, more work still needed to be done to engage employees around the world in the company's diversity initiatives. New ideas (per employee, implemented) Smucker Company to lead workplace inclusion. Email, phone, or Skype. 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: 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. 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. Sodexo is a constituent of the FTSE4Good Index following the June 2020 review. 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