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. Handling service calls. 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. 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. 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. You have successfully saved this page as a bookmark. The diversity part is hardline numbers: hires, promotions, etc. 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. $("span.current-site").html("SHRM MENA "); Sodexos progress has led many client organizations to seek its guidance and support in developing and implementing their diversity and inclusion strategies and initiatives. The Catalyst Award is the premier recognition of organizational diversity, equity, and inclusion initiatives driving representation and inclusion for women. 2022 Board.org LLC. Diversity scorecards used to be all about representation. The company assesses mentoring effectiveness by tracking return on investment and monitors ENG members career progress through an innovative employee network commitment survey. Top management is involved in and. At Sodexo, the diversity scorecard factors into senior executives year-end bonuses. After all, McCloskey said, it doesn't matter what best list your company is on. 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. Members can get help with HR questions via phone, chat or email. A proportion 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. 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. 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?. When it comes to accountability, leaders are evaluated annually on results and behaviors, according to Anise Wiley-Little, the companys chief diversity officer. So we want to make sure that we have the commitment and engagement of management at all levels. 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. 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. $(document).ready(function () { This content is available to employees of Catalyst Supporters only. - Which internal processes can add value? 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. Not an employee of a Supporter? Kaplan and Norton approach to organization performance is What you measure is what you get. The Balance Scorecard of each company varies based on the nature, size of the firm and industry it operates in. $('.container-footer').first().hide(); Employee retraining cycle time Balanced Scorecards help "Sodexo Diversity" to translate, communicate, and measure its strategies. Diversity scorecards used to be all about representation. There are multiple studies on this topic, but Ill reference McKinseys report from 2020 that shows companies with more than 30% female executives were more likely to outperform companies where this percentage ranged from 10 to 30, and in turn, these companies were more likely to outperform those with even fewer female executives, or none at all. document.head.append(temp_style); You may be trying to access this site from a secured browser on the server. 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. }); if($('.container-footer').length > 1){ Refresh Data Frequently: At General Motors, there is a six-month recap on all diversity scorecard data plus an annual refresh. The initiative focuses on Sodexo's more than 15,000 salaried employees working at 6,000 client sites and offices throughout the United States. Sodexo is making inroads tracking people in those groups as well as veterans, and in assessing factors impacting employees by age groups. However, more work still needed to be done to engage employees around the world in the company's diversity initiatives. Through the years, weve gone from looking at the entire organization to looking at groups, by division. Revenue and/or value added per employee A cornerstone of Sodexo's diversity strategy is the company's diversity scorecard. 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. EMBA PRO immersive learning methodology from case study discussions to simulations tools help MBA and EMBA professionals to - gain new insight, deepen their knowledge of the Organizational Development field. 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. 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. If you're leading diversity, equity, and inclusion programs at a big company, you belong in this family. Existing customer business development 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. Any hiring manager can ask for a diverse slate. Some of the Customer Perspective metrics that can be used in Balanced Scorecard approach are - Smucker Company to lead workplace inclusion. 50), and General Motors, one of DiversityIncs 25 Noteworthy Companies. Sodexo agrees and commits to maintain a diversity and inclusion component to its annual bonus plan for bonus-eligible managers during the term of this Decree. The assessment covers Environment, Labor & Human Rights, Ethics and Sustainable Procurement dimensions. Diverse companies are more successful. 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. Since 2009, Sodexo completed the CDP annual request for information. Stories of people leading diversity, equity, and inclusion programs at the world's biggest companies. Sodexos IMPACT mentoring program, which connects employees across client sites, has resulted in a demonstrable improvement in womens careers: 30 percent of women who participated in IMPACT received a promotion. 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. 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. Weve never been particularly successful attracting and retaining women in energy. Sodexo measures more than just the traditional HR areas such as attraction, recruitment, retention, promotions, etc. Your session has expired. Learn how SHRM Certification can accelerate your career growth by earning a SHRM-CP or SHRM-SCP. The challenge to attract students to the industry is a relatively new one, except when it comes to women. We were clear that metrics as a core competency was going to be the foundation driving inclusion and better transparency, she says. These programs are delivered through multiple channels, including eight employee network groups (ENGs) for diverse employees including women, African-Americans, and former military personnel. 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. 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. When it comes to creating accountability for diversity and inclusion, experts suggest that organizations: Keep the process clear, simple and understandable. - How do customers perceive Sodexo Diversity? GAITHERSBURG, Md., July 14, 2022 (GLOBE NEWSWIRE) -- Sodexo, a global food services and facilities management leader, has been awarded an "A" by . New ideas (per employee, implemented) B. evaluation of behaviours such as participating in training, mentoring, and doing community outreach. Terms of use Privacy & cookies. In May 2022, Sodexo was named a DiversityInc Hall of Fame company. I first want to understand, from more of a strategic and business-oriented view, what are your key business objectives? You can download Excel Template of Balanced Scorecard Analysis & Solution of Shifting the Diversity Climate: The Sodexo Solution, Copyright Executive MBA Pro Resources 2022, BCG Matrix / Growth Share Matrix Analysis, 5C Marketing Analysis of Shifting the Diversity Climate: The Sodexo Solution, 4P Marketing Analysis of Shifting the Diversity Climate: The Sodexo Solution, Porter Five Forces Analysis and Solution of Shifting the Diversity Climate: The Sodexo Solution, Porter Value Chain Analysis and Solution of Shifting the Diversity Climate: The Sodexo Solution, Case Memo & Recommendation Memo of Shifting the Diversity Climate: The Sodexo Solution, Blue Ocean Analysis and Solution of Shifting the Diversity Climate: The Sodexo Solution, Marketing Strategy and Analysis Shifting the Diversity Climate: The Sodexo Solution, VRIO /VRIN Analysis & Solution of Shifting the Diversity Climate: The Sodexo Solution, PESTEL / STEP / PEST Analysis of Shifting the Diversity Climate: The Sodexo Solution, Case Study Solution of Shifting the Diversity Climate: The Sodexo Solution, SWOT Analysis and Solution of Shifting the Diversity Climate: The Sodexo Solution, Super-Flexibility for Real-Time Adaptation: Perspectives from Silicon Valley Balanced Scorecard Analysis & Solution, Shanghai Zhangjiang Hi-Tech Park Development Co., Ltd. If you are an employee of a Catalyst Supporter, please make sure you registeredandlogged in using your work email address. Everyone can assess the diversity of their own team and their teams teams. Kotler & Armstrong (2017) "Principles of Marketing Management Management", Published by Pearson Publications. 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. Sodexos initiative, Making Every Day Count: Driving Business Success Through the Employee Experience, is a systemic strategy to provide the tools, resources, and support necessary to ensure success of all employees, including women. New sales as a percentage of total sales b. 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