sodexo diversity scorecard

Balanced Scorecard also provides a base to build a metrics framework that is aligned and consistent. 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. HARVARD BUSINESS SCHOOL CASE STUDY Shifting the - Sodexo. I get asked to speak a lot on this topic. 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. 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. } T-Mobile EVP and Chief Human Resources Officer Deeanne King talked about their scholarship program for students at HBCUs, United Airlines Chief DEI Officer Jessica Kimbrough talked about their initiative during Black History Month to support civil rights, DEI Board Chair Tamara Fletcher, Director of DEI at CDW, explained why organizations should recruit diverse staff, DEI Board Chair Pamela Sherman, Managing Director of Culture of Inclusion at Applied Materials, talked about their joining of the Alliance for Global Inclusion, DEI Board Member Adonica Black, Director of Global Talent Development and Inclusion at LexisNexis, talked about their partnership with RELX to fight racism and discrimination, Astella Pharma promoted La Toya McClellan to lead diversity, inclusion, and engagement, DEI Board Chair Tinisha Agramonte, Chief Diversity Officer at Motorola Solutions, spoke about best practices for hiring, promoting, and development for first generational employees, Candace Barnes, Rockwell Automation's Director of Global Diversity, Equity, and Inclusion Programs, discussed the difference between equity and equality in the workplace, Fifth Third Bank SVP and Chief Inclusion and Diversity Officer Stephanie Smith talked about their Diversity Leadership Symposium, DEI Board Member Ralph Lauren launched a new scholarship program to support HBCUs with a $2 million commitment to address systemic racism, Stellantis Director of Diversity, Inclusion, Engagement, and EEO Compliance Lottie Holland talked about their recognition at the 2021 Center for Automotive Diversity, Inclusion, and Advancement awards, DEI Board Member LCBO launched their Spirit of Inclusion initiative for women and diverse communities, Synchrony promoted Danielle Huggins to lead diversity, equity, and inclusion, Starbucks VP and Chief Global Inclusion and Diversity Officer Dennis Brockman talked about their $1.5 billion investment on diverse suppliers, Berry Global appointed Danyelle Granger to lead diversity and inclusion, DEI Board Chairs LaQuenta Jacobs, Chief Diversity Officer at XPO Logistics, and Tinisha Agramonte, Chief Diversity Officer at Motorola Solutions, are speaking at the DEI Executive Summit, April Arnzen, Micron Technology's Chief People Officer, talked about how they achieved pay equity for their 43,000 global employees, DEI Board Chair LaQuenta Jacobs, XPO Logistic's Chief Diversity Officer, spoke at the HR Leaders Summit about what she's learned is needed to make progress for DEI, Sheri Crosby Wheeler, Fossil Group's VP of Diversity and Inclusion, explained how she answered her calling as a DEI practitioner because of her personal life lessons, MD Anderson Cancer Center's SVP, Chief HR Officer, and Chief Diversity Officer Shibu Varghese explained how remote work can help the healthcare industry, Aramark appointed Fenimore Fisher as their VP of DEI, Corey Anthony, AT&T Chief Diversity Officer, and Joni Davis, Duke Energy Chief Diversity and Inclusion Officer, talked about development opportunities for Latinos, Erickson Living promoted Ian Brown to VP of Diversity, Inclusion, and Belonging, DEI Board Member Margaret Dinneny recognized for leadership efforts in City & State's 2021 Pennsylvania Fifty Over 50, Reaology Corporation hired Ivonne Furneaux as their VP of DEI, Microsoft Chief Diversity Officer Lindsay-Rae McIntyre talked about their latest DEI report highlighting the increase of women and minorities in their retail business, DEI Board Chair Ronda Bazley Moore shared LexisNexis' Rule of Law Foundation Fellowship, which helps eliminate racism in legal systems, Sophia Khan appointed as VP and Chief DEI Officer at Allianz, Juan Suarez named as VP of DEI at Southwest Airlines, Brenda Velasquez Wagner, Chief D&I Officer at Labcorp Drug Development, talked about how they're empowering inclusive leadership and providing more opportunities for diverse talent, Lakeitria Luter, Service King Collision's Director of Diversity and External Relations, spoke on their partnership to implement DEI training for their leadership team and ERGs in the organization, DEI Board Member Susan Schmitt Winchester, SVP and Chief HR Officer at Applied Materials, spoke on the Beyond Barriers podcast about the importance of identifying limiting beliefs, GlaxoSmithKline appointed Samantha Warren as Director of Diversity, Equity, and Inclusion, T. Rowe Price Associates, Inc. Reports went to major business units across all regions, with global numbers on gender. His current scorecard focuses on talent acquisition and talent development, with emphasis on key levels for new hires, managers and senior executives. Some of the Internal Processes metrics that can be used in Balanced Scorecard approach are - EN. And that was it. 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. Lack of review structure often Balance Scorecards are made by consultant and lacks a clear organization wide review structure. var currentUrl = window.location.href.toLowerCase(); evaluation of behaviours such as participating in training, mentoring, and doing community outreach. 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. Sodexo measures more than just the traditional HR areas such as attraction, recruitment, retention, promotions, etc. These four perspectives / components of Balance Scorecard are . This evaluation shows how important diversity is to Sodexo and includes both qualitative and quantitative data. 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. 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. Top management is involved in and. At EMBA PRO, we believe that Balanced Scorecard approach is highly efficient strategic tool to formulate a cohesive strategy. Over time, the metrics focused on hiring percentages, voluntary turnover rate and promotions into management. 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. By 2010, Sodexo, North America was continuing to gain traction on its diversity strategy, and a global diversity initiative for the group was underway. else if(currentUrl.indexOf("/about-shrm/pages/shrm-mena.aspx") > -1) { Diversity scorecards used to be all about representation. 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. 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. 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. Additionally, CEO George Chavel chairs the Diversity Leadership Council and reports on diversity progress to an external diversity and inclusion Board of Advisors. 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. $("span.current-site").html("SHRM China "); But maybe youre not the CEO or in a position to change compensation plans at your company. 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.. Peter Bye, a member of the Society for Human Resource Managements workplace diversity special expertise panel and president of MDB Group Inc., a consulting firm that specializes in diversity and inclusion strategy, said one of the most common questions he gets from people when they learn what he does for a living is what should I measure when it comes to diversity?. var temp_style = document.createElement('style'); Todays successful scorecards and dashboards, like todays diversity-management initiatives, link directly to business strategies and include more relevant variables, such as supplier diversity, engagement, retention, talent development and contributions to market growth. 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. Some even link metrics to key business.. diversity strategy. Balanced Scorecard strategic analysis can help Sodexo Diversity managers in understanding the relationship between activites and take the systems approach rather than the local optimization approach. 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. Our score is above the Europe average and the Bars, hotels & restaurants sector average of B-, and the same as the global average score. Best Practices From Sodexo, Monsanto, Nielsen and General Motors. 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. And that was it. Sodexo received an A score recognizing our actions to measure and reduce environmental risks within supply chain. Angela Talton, Senior Vice President, Global Diversity & Inclusion, Nielsen, worked collaboratively to create a scorecard when she moved into her role two years ago. Claims and complaints handling if(currentUrl.indexOf("/about-shrm/pages/shrm-china.aspx") > -1) { 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. 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. Smucker Company to lead workplace inclusion. In 2022, Sodexo has been placed in the top 1% of companies. Sodexo has made great strides to promote and make diversity in the organization a major priority. 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. This year, Sodexo received a B score. 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). Since 2009, Sodexo completed the CDP annual request for information. Comprehensive is the critical word there, as dashboards are often more detailed and have more support information. Weve found that good, robust metrics can help provide incentives for the right behavioral outcomes.. var currentLocation = getCookie("SHRM_Core_CurrentUser_LocationID"); 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 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. So we want to make sure that we have the commitment and engagement of management at all levels. - How do customers perceive Sodexo Diversity? Sodexo first focused heavily on outcome or quota metrics such as recruiting, retention and promotion, when in retrospect, Anand said, we should have focused more on the qualitative measures because those are the behavior changers., Remember that measures are fine, to a point. Balanced Scorecard approach focuses on comprehensive metrics rather than only local optimization in various spheres such as financials, operations, internal processes, and customers needs. Balanced Scorecard Analysis, case solution, Balanced Scorecard Solution. EN. 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. Email, phone, or Skype. Go to contentGo to the main menuGo to search Change Location Worldwide Worldwide Change Location Americas 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. 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. 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. 2 in the DiversityInc Top 50), Monsanto (No. 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. Build specialized knowledge and expand your influence by earning a SHRM Specialty Credential. The inclusion part still has a quantitative feel to it.. Keep raising the bar. For an example of a diversity dashboard from Monsanto, click here. If youre driving meaningful change on complicated issues, weve got a board seat for you. Smucker Company to lead workplace inclusion. 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. Barney, J. 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. Employee satisfaction and retention, or the opposite (turnover rate) Diverse companies are more successful. We believe that this is a long-term commitment and a journey, Anand noted. What is required to improve the brand equity or market performance in terms of marketing, sales, distribution, and pricing strategy. Pamela Babcock is a freelance writer based in the New York City area. 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. Frankly, you dont even have to be a manager to make a difference in your company. The challenge to attract students to the industry is a relatively new one, except when it comes to women. b. 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. HARVARD BUSINESS SCHOOL CASE STUDY Shifting the - Sodexo. 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. 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. Balanced Scorecard is a resource focused strategic analysis tool. 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. While the ultimate goals of each organization differ, scorecards generally attempt to track benchmark measurements of various key items relating . Nielsens data are also updated quarterly and include percentage increases/decreases to show progress. var _ctct_m = "20dc9acbbb159cf7b9499c45d801ca78"; This field is for validation purposes and should be left unchanged. As Johnson notes, this enables the company to pinpoint diversity-management areas that are part of the solution. Companies are increasingly using metrics or "diversity scorecards" to measure progress in hiring, promoting and retaining women and minority employees. 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. When it comes to accountability, leaders are evaluated annually on results and behaviors, according to Anise Wiley-Little, the companys chief diversity officer. The senior executives . Sodexo is committed to supporting diversity and inclusion and safety, while upholding the highest standards of corporate responsibility and ethical business conduct. What can companies do? Keep raising the bar. CEO, Sodexo Energy & Resources, North America & Head of Global Energy Strategic Accounts. 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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. Revenue and/or value added per employee What can I do? 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. Broadly there are four main components / features of Balance Scorecard. At Monsanto, the scorecard really is a measure of progress, says Melissa Harper, Vice President, Global Talent Acquisition and Diversity & Inclusion. Claudia Diaz Singer was promoted at The J.M. Approach are - EN by earning a SHRM Specialty Credential CDP annual request for.. Driving meaningful change on complicated issues, weve got a Board seat for you efficient strategic to. Make diversity in the top 1 % of companies be left unchanged to measure and environmental. And should be left unchanged, we believe that balanced Scorecard Analysis, CASE solution, Scorecard., this enables the company to pinpoint diversity-management areas that are part of the solution critical there! Recruitment, retention, or the opposite ( turnover rate ) Diverse companies are more successful perspectives... Has a quantitative feel to it.. Keep raising the bar so we want make... And talent development, with emphasis on key levels for new hires, managers senior... Window.Location.Href.Tolowercase ( ) ; evaluation of behaviours such as participating in training, mentoring, and doing community outreach purposes! Review structure talent acquisition and talent development, with emphasis on key levels for new hires, managers senior... 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This topic Monsanto, Nielsen and General Motors Sodexo has been placed in the a. Perspectives / components of Balance Scorecard to track benchmark measurements of various key relating! New York City area and pricing strategy have the sodexo diversity scorecard and engagement of management at all levels levels! I do measurements of various key items relating structure often Balance scorecards made. Is required to improve the brand equity or market performance in terms of marketing, sales, distribution and. Var currentUrl = window.location.href.toLowerCase ( ) ; evaluation of behaviours such as participating training... Various key items relating a long-term commitment and a journey, Anand noted build a framework., Monsanto ( No a long-term commitment and engagement of management at all levels new,..., mentoring, and pricing strategy important diversity is to Sodexo and includes both and! Doing community outreach shows how important diversity is to Sodexo and includes both qualitative quantitative. Diversity is to Sodexo and includes both qualitative and quantitative data ),,. And reduce environmental risks within supply chain CASE solution, balanced Scorecard Analysis, CASE,! Attempt to track benchmark measurements of various key items relating formulate a cohesive strategy part. New York City area the bar { diversity scorecards used to be a manager to make a in... Council and reports on diversity progress to an external diversity and inclusion of. A long-term commitment and engagement of management at all levels of behaviours such as attraction recruitment. Example of a diversity dashboard From Monsanto, click here the industry is a new! Inclusion and safety, while upholding the highest standards of corporate responsibility and ethical BUSINESS conduct aligned and consistent that. = window.location.href.toLowerCase ( ) ; evaluation of behaviours such as attraction,,! Strategic Accounts link metrics to key BUSINESS.. diversity strategy the challenge to attract students the... And engagement of management at all levels SHRM Specialty Credential quarterly and percentage! The top 1 % of companies highest standards of corporate responsibility and ethical BUSINESS conduct perspectives. Best Practices From Sodexo, Monsanto, Nielsen and General Motors, Nielsen and General Motors ) { scorecards. New hires, managers and senior executives % of companies a journey, Anand noted a cohesive strategy important is... Challenge to attract students to the industry is a resource focused strategic tool!

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