Sodexo is making inroads tracking people in those groups as well as veterans, and in assessing factors impacting employees by age groups. Sodexo ranks second in France and sixth on the list of 668 European companies in the European Women on Boards Gender Diversity Index Report 2021. 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. Overall, from 2003 to 2010, the number of women in leadership at Sodexo has increased by 74 percent. 3 min read. evaluation of behaviours such as participating in training, mentoring, and doing community outreach. 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. Can more women in energy be the answer to these problems? 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. 49-61. I get asked to speak a lot on this topic. New ideas (per employee, implemented)
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. 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. While almost 70% of jobs require a bachelors degree or higher, fewer than 50% of workers have one. Please purchase a SHRM membership before saving bookmarks. 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. Georgia Power's scorecard looks at minority representation on three levels; overall company, mid-level managers and above, and the "feeder pool" into supervisory positions. Broadly there are four main components / features of Balance Scorecard. 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. Introduction to Balanced Scorecard Analysis. 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. Sodexo has once again been recognized by the European Women on Boards for having gender-balanced governance. Monsanto began its metrics about 10 years ago. 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 progress has led many client organizations to seek its guidance and support in developing and implementing their diversity and inclusion strategies and initiatives. Weve found that good, robust metrics can help provide incentives for the right behavioral outcomes.. By DiversityInc Staff More recently, Nielsen has added global reporting of gender by band and level. 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.. The company plans to more directly link compensation with a manager's ability to build trust. Does Diversity Training Work the Way Its Supposed To. Shortly after Hourican became CEO, Adrienne, Each year, we celebrate the life and achievements of Dr. Martin Luther King Jr. on the third Monday of January, the Monday closest to Dr. Kings birthday on January 15. They have a detailed scorecard process for leaders. For an example of a diversity dashboard from Monsanto, click here. Leadership performance appraisals include statements regarding diversity and affirmative action good faith efforts and hires, according to Fuller. For example, a large corporation might want to improve market share while a government or nonprofit organization might want to accomplish a more challenging mission. Allstates annual Quality Leadership Measurement Survey (QLMS) is a detailed survey that drills down to the unit level with specific measures as to how the individual manager is performing on leadership aspects of the job, including diversity execution. Sodexo is regularly awarded prizes and international recognition for its initiatives in a variety of areas ranging from services to human resources and environmental protection. b. Soon thereafter, Anand was instated as chief diversity officer for Sodexo, North America. At Sodexo, diversity training is part of the managing. 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;}';
Companies are increasingly using metrics or diversity scorecards to measure progress in hiring, promoting and retaining women and minority employees. Learn how SHRM Certification can accelerate your career growth by earning a SHRM-CP or SHRM-SCP. Poorly defined metrics metrics are either too broad or too narrow. I have seen in my own company how senior-level sponsorship and high employee engagement are critical to driving progress. Some of the Human Resources metrics that can be used in Balanced Scorecard approach are -
I would like to think this message is common knowledge, but I keep finding its not. Go Beyond Representation: When Ken Barrett came on board two years ago as Chief Diversity Officer of General Motors, he received a copy of the diversity scorecard that had been used prior to the companys bankruptcy filing in 2009. Smucker Company to lead workplace inclusion. In keeping with the organizations long-term focus, this incentive is paid regardless of the companys financial performance for the fiscal year. A scorecard is a report that displays Key Performance Indicators (KPIs) with performance targets. 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 Diversity's overall strategy. If anything, such times are when organizations really need to focus on diversity and inclusion because doing so perhaps can help to pull you out of a downturn or a sales slump.. - Are we innovative and ready for the future? Balanced Scorecard also provides a base to build a metrics framework that is aligned and consistent. Please enable scripts and reload this page. When it comes to creating accountability for diversity and inclusion, experts suggest that organizations: Keep the process clear, simple and understandable. Sodexo started its diversity scorecard in 2002, after settling a racial-discrimination lawsuit and beginning to implement its diversity-management initiative under Dr. Rohini Anand, now Senior Vice President and Global Chief Diversity Officer. What is required to improve the brand equity or market performance in terms of marketing, sales, distribution, and pricing strategy. }
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?. 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). Some even link metrics to key business objectives, and ultimately to compensation. The balanced scorecard allows managers to look at the business from four different perspectives. This recognition demonstrates key progress on our carbon strategy. Nielsens data are also updated quarterly and include percentage increases/decreases to show progress.
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. Balanced Scorecard analysis of Sodexo Diversity is a comprehensive effort to integrate and align strategy and operations. 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. Some of the Customer Perspective metrics that can be used in Balanced Scorecard approach are -
COVID-19 reared its ugly head, disproportionately impacting the economic, emotional and physical well-being of Black Americans. Sodexo's focus on diversity and inclusion has earned recognition on Diversity Best Practice's inaugural Inclusion Index. Please log in as a SHRM member. Most recently, I spoke with Hart Energy and was featured in their Diversity in Energy publication. In this session, Dr. Chris Parker, Head of Research and Data Analytics at DiversityInc walks through the second, 2020 was a challenging year for the Black community. Feel free to connect with us if you need business research. Gain the intel you need now to successfully anticipate and navigate employment laws, stay compliant and mitigate legal risks. Sodexo measures the recruitment, retention, and promotion of women and other employees from. 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. Board.org and The Board are trademarks of Board.org LLC. The aforementioned problems are complex and not easily solved. 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. Board.org is owned and operated by FiscalNote, Inc. English Deutsch Franais Espaol Portugus Italiano Romn Nederlands Latina Dansk Svenska Norsk Magyar Bahasa Indonesia Trke Suomi Latvian Lithuanian esk . 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. 9801 Washingtonian Boulevard, Gaithersburg, MD 20878, 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. We offer inclusive programs and practices, such as DE&I learning and flexibility, to support the diverse needs of our employees. Over time, the metrics focused on hiring percentages, voluntary turnover rate and promotions into management. Our score is above the Europe average and the Bars, hotels & restaurants sector average of B-, and the same as the global average score. At EMBA PRO, we believe that Balanced Scorecard approach is highly efficient strategic tool to formulate a cohesive strategy. 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. 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. The senior executives . His current scorecard focuses on talent acquisition and talent development, with emphasis on key levels for new hires, managers and senior executives. Build specialized knowledge and expand your influence by earning a SHRM Specialty Credential. Revenue and/or value added per employee
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. DiversityInc Best Practices is designed to help you find data, solutions and best practices to diversity-management questions and strategies. 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. Reports went to major business units across all regions, with global numbers on gender. The strategic nature of this initiative has led to strong results. The Balanced Scorecard approach was first proposed by Robert S. Kaplan and David P. Norton in their January February 1992, Harvard Business Review article titled The Balanced ScorecardMeasures that Drive Performance. 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. - Which internal processes can add value? 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. We were clear that metrics as a core competency was going to be the foundation driving inclusion and better transparency, she says. Find the latest news and members-only resources that can help employers navigate in an uncertain economy. In 2022, Sodexo has been placed in the top 1% of companies. 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. CEO, Sodexo Energy & Resources, North America & Head of Global Energy Strategic Accounts. If you are an employee of a Catalyst Supporter, please make sure you registeredandlogged in using your work email address. The inclusion part still has a quantitative feel to it.. Allstate Insurance Co. in Northbrook, Ill. looks at diversity as it relates to talent, reputation and markets. Strategic redundancy in job skills (job-coverage ratio)
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