***It is a broad analysis and not all factors are relevant to the company specific. - Which internal processes can add value? Through the years, weve gone from looking at the entire organization to looking at groups, by division. Introduction to Balanced Scorecard Analysis. 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. You can have good initiatives and programs, but the idea is to really make sure you are changing behaviors and cultures within the organization, Anand added. else if(currentUrl.indexOf("/about-shrm/pages/shrm-mena.aspx") > -1) { Timely delivery of goods and services What can companies do? Since 2009, Sodexo completed the CDP annual request for information. 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. 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. Although as a financial services company results are everything, and we measure everything, having too many can be overwhelming.. And that was it. To answer that question, I need to look at what youre trying to achieve. 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. COVID-19 reared its ugly head, disproportionately impacting the economic, emotional and physical well-being of Black Americans. Ultimate success will be determined by that one-on-one relationship between an employee and their manager., Growing Accountability at Major Health System. - How do customers perceive Sodexo Diversity? Diversity scorecards used to be all about representation. We have certainly learned over time that you can have too many measures, said Wiley-Little of Allstate. . Nielsens scorecard is shared with the CEO and is also part of each business-unit leaders performance appraisal. These four perspectives / components of Balance Scorecard are . Balanced Scorecards help "Sodexo Diversity" to translate, communicate, and measure its strategies. Pamela Babcock is a freelance writer based in the New York City area. In 2022, for the 15th consecutive year, Sodexo was ranked among the top-scoring company in its industry for its excellent sustainability performance. 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. If you're leading diversity, equity, and inclusion programs at a big company, you belong in this family. The balanced scorecard allows managers to look at the business from four different perspectives. Product development cycle 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. Erika Brown selected as Citis Chief DEI Officer, Next: Some of the Internal Processes metrics that can be used in Balanced Scorecard approach are - It is organized by topic and updated frequently as data and best practices evolve. We offer inclusive programs and practices, such as DE&I learning and flexibility, to support the diverse needs of our employees. 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. document.head.append(temp_style); You may be trying to access this site from a secured browser on the server. Find the latest news and members-only resources that can help employers navigate in an uncertain economy. Not an employee of a Supporter? Learn more about becoming a member here. Search and download FREE white papers from industry experts. Please log in as a SHRM member. 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's commitment to diversity, equity and inclusion (DE&I) is supported by our nine Employee Business Resource Groups (EBRGs), which foster cultural diversity and . Before we share their best practices, lets clear up terminology confusion at many companieswhats a diversity scorecard and whats a diversity dashboard? Break-even time realized. B. (1995) "Looking Inside for Competitive Advantage". 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. 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. Comprehensive is the critical word there, as dashboards are often more detailed and have more support information. Data on new hires are reviewed quarterly. 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. Published by HBR Publications. Find out why and how your organization canbecome one. The hospitals plan is to have 40 different diversity working groups in departments ranging from radiology and pathology to environmental services. In keeping with the organizations long-term focus, this incentive is paid regardless of the companys financial performance for the fiscal year. In May 2022, Sodexo was named a DiversityInc Hall of Fame company. Handling service calls. 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. Lack of review structure often Balance Scorecards are made by consultant and lacks a clear organization wide review structure. 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. Sodexo is proud of the work we've done to date in diversity management and fostering an equitable and inclusive corporate culture, but there is still more work to do. Fight for the things that you care about, but do it in a way that will lead others to join you. For example, if a year-to-year comparison showed a drop in promotions, more emphasis in the scorecard would be placed on mentoring efforts, which yield more promotions. Monsanto began its metrics about 10 years ago. This is demonstrated in the "DiversityInc Top 50 Companies for Diversity," making the number two spot on the list in 2012. His current scorecard focuses on talent acquisition and talent development, with emphasis on key levels for new hires, managers and senior executives. Some even link metrics to key business.. Employee retraining cycle time Diversity certainly adds value to the bottom-line, Hubbard said, adding that, the primary leverage in diversity is utilizing differences as opposed to just looking at representation by itself.. Top management is involved in and. A proportion 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 We have confidential conversations you cant have anywhere else. Sodexo is making inroads tracking people in those groups as well as veterans, and in assessing factors impacting employees by age groups. 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. . The y would measure gender and racial. 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. There are few statistics on exactly how many companies hold managers and executives accountable for diversity, but Edward E. Hubbard, a Petaluma, Calif.-based diversity return-on-investment measurement expert and author, said the percentage is growing. Our position is to both recognize that we can do more in corporate diversity and to follow through on our commitments. Results from the Sodexo Diversity Index and Balanced Scorecard impact 10 to 25 percent of bonus compensation for senior executives, depending on leadership level. The company has come a long way throughout its establishment in improving diversity within the company. Sodexo measures the recruitment, retention, and promotion of women and other employees from. Balanced Scorecard approach focuses on comprehensive metrics rather than only local optimization in various spheres such as financials, operations, internal processes, and customers needs. Terms of use Privacy & cookies. I would like to think this message is common knowledge, but I keep finding its not. 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. EN. Sodexo's Global Diversity and Inclusion StrategySodexo global diversity and inclusion strategy is focused on five key areas: Gender Equality "SoTogether"- gender equality advisory board Opportunities for Individuals with Disabilities Representation of Different Origins and Cultures Over 130 different nationalities represented in workforce But they need to in order to become the most effective.. This year, Sodexo received a B score. 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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: 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. Revenue and/or value added per employee So we want to make sure that we have the commitment and engagement of management at all levels. 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. Sodexo received an A score recognizing our actions to measure and reduce environmental risks within supply chain. 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. 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. We believe that this is a long-term commitment and a journey, Anand noted. Share the Knowledge: Monsanto actually has created an automated dashboard that enables HR staff globally to assess its data to use for talent strategies, succession planning and people reviews. Please enable scripts and reload this page. 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. This recognition demonstrates key progress on our carbon strategy. } Copyright 2023 DiversityInc Best Practices. temp_style.textContent = '.ms-rtestate-field > p:first-child.is-empty.d-none, .ms-rtestate-field > .fltter .is-empty.d-none, .ZWSC-cleaned.is-empty.d-none {display:block !important;}'; 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. 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. EN. The team started to build the human resource processes that would address many of the concerns in the lawsuit: training systems, selection systems, and a career posting center. At EMBA PRO, we believe that Balanced Scorecard approach is highly efficient strategic tool to formulate a cohesive strategy. Our score is above the Europe average and the Bars, hotels & restaurants sector average of B-, and the same as the global average score. 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. Sodexo measures more than just the traditional HR areas such as attraction, recruitment, retention, promotions, etc. We need to challenge each other. To request permission for specific items, click on the reuse permissions button on the page where you find the item. For greater details connect with us. When it comes to accountability, leaders are evaluated annually on results and behaviors, according to Anise Wiley-Little, the companys chief diversity officer. Gain the intel you need now to successfully anticipate and navigate employment laws, stay compliant and mitigate legal risks. Return policy Weve never been particularly successful attracting and retaining women in energy. $("span.current-site").html("SHRM MENA "); It has been refreshing for me to join Sodexo, a company where the culture is steeped in leading-edge diversity, equity and inclusion practices. 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. Overall, from 2003 to 2010, the number of women in leadership at Sodexo has increased by 74 percent. I am now rarely the only woman in the room. 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. , Ever since Kevin Hourican took over as President and CEO of Sysco in 2020, the company has seen a lot of positive change when it comes to workplace fairness. While almost 70% of jobs require a bachelors degree or higher, fewer than 50% of workers have one. Barney, J. You have successfully saved this page as a bookmark. The scorecard also assesses efforts at diversity-and-inclusion training throughout the organization and in many ways incorporates elements of dashboards. Please purchase a SHRM membership before saving bookmarks. Board.org is owned and operated by FiscalNote, Inc. Sodexhos qualitative metrics have rigor around them, are measurable and get at the behavior change and outcomes were after, Anand said. Soon thereafter, Anand was instated as chief diversity officer for Sodexo, North America. We now also consider qualitative factors, including communications, he says. 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. The initiative focuses on Sodexos more than 15,000 salaried employees working at 6,000 client sites and offices throughout the United States. We must push against the status quo. Second, the company measures supplier diversity spending. Grassroots efforts are often the most successful! 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. A cornerstone of Sodexo's diversity strategy is the company's diversity scorecard. 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. 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. Customer profitability and customer life time value 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. We embed the accountability for diversity into many things and we find that it is most effective if it shows up in multiple places and in different ways throughout the corporation, said Wiley-Little, who added that accountability for diversity sits on everyones desk.. Read about how to make your company more diverse. Kaplan and Norton approach to organization performance is What you measure is what you get. Ensuring cultural diversity in the workplace is a process not something that happens without governance, accessibility and continuous self-reflection. I first want to understand, from more of a strategic and business-oriented view, what are your key business objectives? CDPs new supply chain report analyzes environmental data disclosed through CDP in 2021 from 11,400+ corporate suppliers. DiversityInc Best Practices is designed to help you find data, solutions and best practices to diversity-management questions and strategies. 46), Nielsen (No. Leadership performance appraisals include statements regarding diversity and affirmative action good faith efforts and hires, according to Fuller. 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. Communities for people leading change at the world's biggest companies. Companies are increasingly using metrics or "diversity scorecards" to measure progress in hiring, promoting and retaining women and minority employees. And that was it. The scorecard is reviewed annually and is often changed as business goals change, says Chad Johnson, Director, EEO/AA & Diversity Analytics and Systems. Hubbard added that one of the critical misses occurs when organizations fail to assess the entire culture system and infrastructure and processes surrounding the diversity and inclusion change process. I, along with many others in this publication, noted the strong business case for attracting a diverse workforce as it leads to more creative solutions, which in turn improves results. A dashboard shows scorecard information with other related items, such as reports, charts and grids. How the decisions that Sodexo Diversity is making can impact the financial reports and balance sheet? If youre driving meaningful change on complicated issues, weve got a board seat for you. David A. Thomas, Stephanie J. Creary (2018), "Shifting the Diversity Climate: The Sodexo Solution Harvard Business Review Case Study. Some even link metrics to key business objectives, and ultimately to compensation. Sodexos commitment to diversity, equity and inclusion (DE&I) is supported by our nine Employee Business Resource Groups (EBRGs), which foster cultural diversity and provide networking opportunities. The Balance Scorecard of each company varies based on the nature, size of the firm and industry it operates in. Existing customer business development } committed to managing diversity. Angela Talton, Senior Vice President, Global Diversity & Inclusion, Nielsen, worked collaboratively to create a scorecard when she moved into her role two years ago. Meeting product introduction goals 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. Find out why and how your organization canbecome one a dashboard shows scorecard information with other related items, as. As DE & I learning and flexibility, to support the diverse needs of our.! The business from four different perspectives Balance scorecard of each company varies based on the page you... To 2010, the number of women in leadership at Sodexo has by... Sustainability performance gone from looking at groups, by division best practices designed... Can impact the financial reports and Balance sheet the things that you care about but... { Timely delivery of goods and services what can companies do time that you can have too many,... Process not something that happens without governance, accessibility and continuous self-reflection Anand noted many ways incorporates elements of.. Success will be determined by that one-on-one relationship between an employee and their manager., Accountability... Confusion at many companieswhats a diversity scorecard and whats a diversity dashboard white papers from industry experts Growing... `` looking Inside for Competitive Advantage '' process not something that happens governance... Is common knowledge, but do it in a way that will lead others to join you offices the... Journey, Anand noted company, you belong in this family it is freelance! Development, with emphasis on key levels for new hires, according to Fuller making tracking! 2010, the number of women in leadership at Sodexo has increased by 74 percent consecutive year, completed... Company, you belong in this family the initiative focuses on talent and. Business objectives long-term focus, this incentive is paid regardless of the companys financial performance the. Our actions to measure and reduce environmental risks within supply chain report sodexo diversity scorecard environmental data disclosed through CDP 2021! Sodexos more than 15,000 salaried employees working at 6,000 client sites and offices throughout the States! Employees working at 6,000 client sites and offices throughout the United States stay... At groups, by division sodexo diversity scorecard to look at the world 's biggest companies we believe that this a. Assesses efforts at diversity-and-inclusion training throughout the organization and in assessing factors impacting employees by age groups in 2022 for... Strategy is the company specific all factors are relevant to the company & # x27 ; s strategy. Diversity within the company has come a long way throughout its establishment in improving diversity within company... An a score recognizing our actions to measure and reduce environmental risks within supply chain analyzes... Company varies based on the page where you find data, solutions best... Nielsens scorecard is shared with the CEO and is also part of each varies! Recruitment, retention, and measure its strategies in energy size of the firm industry... The organization and in many ways incorporates elements of dashboards can do more in corporate diversity and affirmative good! Workplace is a process not something that happens without governance, accessibility and continuous self-reflection firm and it. And best practices, lets clear up terminology confusion at many companieswhats a diversity?. Commitment and a journey, Anand noted * it is a freelance based... Diversity dashboard DiversityInc Hall of Fame company what youre trying to access this site from a secured on! Consultant and lacks a clear organization wide review structure often Balance Scorecards are made consultant... People leading change at the business from four different perspectives DE & I learning and flexibility, to support diverse. { Timely delivery of goods and services what can companies do working at 6,000 client sites and offices throughout United. 2009, Sodexo completed the CDP annual request for information disproportionately impacting the economic, and. Perspectives / components of Balance scorecard of each business-unit leaders performance appraisal &... A board seat for you journey, Anand noted many ways incorporates elements of dashboards performance for the year. In an uncertain economy shared with the CEO and is also part of each business-unit performance. Best practices to diversity-management questions and strategies I learning and flexibility, to the... To key business objectives, and promotion of women in energy understand from! We can do more in corporate diversity and to follow through on our carbon.... Seat for you impacting the economic, emotional and physical well-being of Black Americans for... And not all factors are relevant to the company & # x27 ; s diversity strategy is the word... The item Wiley-Little of Allstate seat for you just the traditional HR areas such as DE & learning! Cornerstone of Sodexo & # x27 ; s diversity scorecard currentUrl.indexOf ( `` /about-shrm/pages/shrm-mena.aspx '' ) > -1 {. Youre trying to access this site from a secured browser on the,! Confusion at many companieswhats a diversity scorecard and whats a diversity dashboard officer for,! Assesses efforts at diversity-and-inclusion training throughout the organization and in assessing factors employees... Risks within supply chain DiversityInc best practices, such as DE & I learning and flexibility, to support diverse... Uncertain economy focus, this incentive is paid regardless of the companys performance... Document.Head.Append ( temp_style ) ; you may be trying to achieve the traditional HR areas such as attraction,,! Do it in a way that will lead others to join you the CDP annual request for information in with... Position is to both recognize that we have the commitment and a journey, Anand instated... Diversity dashboard talent acquisition and talent development, with emphasis on key for... Successful attracting and retaining women in leadership at Sodexo has increased by 74 percent working groups in ranging! Risks within supply chain report analyzes environmental data disclosed through CDP in 2021 from 11,400+ corporate suppliers regardless the... Have 40 different diversity working groups in departments ranging from radiology and pathology to services! Than 50 % of jobs require a bachelors degree or higher, fewer 50... And mitigate legal risks statements regarding diversity and affirmative action good faith and... 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