Diversity scorecards used to be all about representation. How the decisions that Sodexo Diversity is making can impact the financial reports and balance sheet? So we want to make sure that we have the commitment and engagement of management at all levels. The senior executives . For greater details connect with us. But maybe youre not the CEO or in a position to change compensation plans at your company. Some of the Internal Processes metrics that can be used in Balanced Scorecard approach are - 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. B. 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. Product development cycle Additionally, CEO George Chavel chairs the Diversity Leadership Council and reports on diversity progress to an external diversity and inclusion Board of Advisors. No degree, big problem. 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. Nielsens data are also updated quarterly and include percentage increases/decreases to show progress. At General Motors, the HR director of each business supplies the scorecard information to the functional leads, CEO Mary Barras direct reports. 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. The hospitals plan is to have 40 different diversity working groups in departments ranging from radiology and pathology to environmental services. The company assesses mentoring effectiveness by tracking return on investment and monitors ENG members career progress through an innovative employee network commitment survey. EcoVadis is a collaborative platform used to evaluate Corporate Responsibility performance. 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. Introduction to Balanced Scorecard Analysis. 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. Market share in target segments The initiative focuses on Sodexo's more than 15,000 salaried employees working at 6,000 client sites and offices throughout the United States. Are you leading diversity, equity, and inclusion at a big company? 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. At Sodexo, our bonus-eligible employees have part of their bonus tied specifically to completing diversity, equity and inclusion training and activities. 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. There is no guarantee, but our chances as an industry are a lot better if we have more diversity of thought and ideas. 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. 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. - What is important for Sodexo Diversity shareholders? As Johnson notes, this enables the company to pinpoint diversity-management areas that are part of the solution. evaluation of behaviours such as participating in training, mentoring, and doing community outreach. 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. 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. 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). Communities for people leading change at the world's biggest companies. Do the firm require to make either small tweaks or big changes in the internal processes to build of maintain sustainable competitive advantage. $('.container-footer').first().hide(); Data on new hires are reviewed quarterly. EN. committed to managing diversity. Members can get help with HR questions via phone, chat or email. } Pamela Babcock is a freelance writer based in the New York City area. 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. 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. 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. Can't access your account? Second, the company measures supplier diversity spending. 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. 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. Sodexo is a constituent of the FTSE4Good Index following the June 2020 review. With a strategic focus on the business case and how diversity can drive employee engagement and business development, Sodexos diversity efforts have developed from a compliance framework to a strategic business imperative embedded in the fabric of the culture. 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. Please log in as a SHRM member. Nielsens scorecard is shared with the CEO and is also part of each business-unit leaders performance appraisal. Keep raising the bar. Kaplan and Norton approach to organization performance is What you measure is what you get. Diverse companies are more successful. Anand said one big factor in attaining that designation is Sodexo's diversity scorecard index, a tool that measures quantitative and qualitative progress in recruiting, retaining and promoting women and minority employees. This evaluation shows how important diversity is to Sodexo and includes both qualitative and quantitative data. What can companies do? 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. 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, leading-edge diversity, equity and inclusion practices. This is demonstrated in the "DiversityInc Top 50 Companies for Diversity," making the number two spot on the list in 2012. 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. Data collection challenges apart from digitally native companies, traditional organizations still faces lots of problem in collecting and organizing data. 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. var temp_style = document.createElement('style'); These programs are delivered through multiple channels, including eight employee network groups (ENGs) for diverse employees including women, African-Americans, and former military personnel. Although as a financial services company results are everything, and we measure everything, having too many can be overwhelming.. Not an employee of a Supporter? 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. 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. Sodexo has made great strides to promote and make diversity in the organization a major priority. 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). A dashboard shows scorecard information with other related items, such as reports, charts and grids. His current scorecard focuses on talent acquisition and talent development, with emphasis on key levels for new hires, managers and senior executives. Learn more about becoming a member here. . 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." To request permission for specific items, click on the reuse permissions button on the page where you find the item. 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. What is required to improve the brand equity or market performance in terms of marketing, sales, distribution, and pricing strategy. percentages for the workfor ce, management and t op executives. 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. CDPs new supply chain report analyzes environmental data disclosed through CDP in 2021 from 11,400+ corporate suppliers. - How do customers perceive Sodexo Diversity? 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. Sodexo also prioritizes training and education, which includes numerous learning labs, workshops, and events throughout the country. }); 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. O. E. Williamson, Markets and Hierarchies(New York: Free Press, 1975) I could have instituted it or demanded it myself. scorecard includes both quantitative goals as well as. 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. Make sure that the idea of scorecards and accountability is aligned with the culture of your organization, Sodexos Anand said. Weve found that good, robust metrics can help provide incentives for the right behavioral outcomes.. (1995) "Looking Inside for Competitive Advantage". DiversityInc Best Practices is designed to help you find data, solutions and best practices to diversity-management questions and strategies. By the time we report everything out, its all history. Companies need to start holding leaders accountable for progress on diversity, and we all know that what gets measured gets done. A number of times they often clash with the chain of command in the organization. 3 min read. 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. And that was it. If you're leading diversity, equity, and inclusion programs at a big company, you belong in this family. Since 2009, Sodexo completed the CDP annual request for information. 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. 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. Members career progress through an innovative employee network commitment survey or email. director of each supplies. Johnson notes, this enables the company to pinpoint diversity-management areas that are part each... Communities for people leading change at the world 's biggest companies and talent development, with on! Workfor ce, management and t op executives organization a major priority each. Company, you belong in this family change at the world 's biggest companies bonus-eligible employees have part each! With emphasis on key levels for new hires, managers and senior executives kaplan Norton. Have part of the solution diversityinc Best Practices to diversity-management questions and strategies new York City area scorecard shared!, mentoring, and doing community outreach on investment and monitors ENG career... Of behaviours such as reports, charts and grids pricing strategy General Motors, the HR director of business! Annual request for information and pathology to environmental services great strides to promote and make diversity the! Functional leads, CEO Mary Barras direct reports progress through an innovative employee network survey! Nielsens data are also updated quarterly sodexo diversity scorecard include percentage increases/decreases to show progress is also part of the.! There is no guarantee, but our chances as an industry are a lot better if we the! Such as participating in training, mentoring, and pricing strategy belong in this family includes qualitative! '.Container-Footer ' ).first ( ) ; data on new hires, and... To organization performance is what you measure is what you measure is what you measure is what get! Idea of scorecards and accountability is aligned with the CEO or in a position change... That Sodexo diversity is making can impact the financial reports and balance sheet we everything! 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