They also conduct surveys that measure return on investment of their mentoring and employee network programs. 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. We were clear that metrics as a core competency was going to be the foundation driving inclusion and better transparency, she says. I have seen in my own company how senior-level sponsorship and high employee engagement are critical to driving progress. We now also consider qualitative factors, including communications, he says. Ultimate success will be determined by that one-on-one relationship between an employee and their manager., Growing Accountability at Major Health System. Build specialized knowledge and expand your influence by earning a SHRM Specialty Credential. Sodexo, based in Gaithersburg, Md., recently ranked sixth on DiversityIncs list of top 50 Companies for Diversity. 3 min read. 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 I would like to think this message is common knowledge, but I keep finding its not. Reports went to major business units across all regions, with global numbers on gender. Sodexo's focus on diversity and inclusion has earned recognition on Diversity Best Practice's inaugural Inclusion Index. Information availability relative to need. 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. The initiative focuses on Sodexos more than 15,000 salaried employees working at 6,000 client sites and offices throughout the United States. 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. His current scorecard focuses on talent acquisition and talent development, with emphasis on key levels for new hires, managers and senior executives. 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. Weve never been particularly successful attracting and retaining women in energy. 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. The strategic nature of this initiative has led to strong results. You have successfully saved this page as a bookmark. A cornerstone of Sodexo's diversity strategy is the company's diversity scorecard. Sodexo is a constituent of the FTSE4Good Index following the June 2020 review. When it comes to accountability, leaders are evaluated annually on results and behaviors, according to Anise Wiley-Little, the companys chief diversity officer. It has been refreshing for me to join Sodexo, a company where the culture is steeped in leading-edge diversity, equity and inclusion practices. 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. Timely delivery of goods and services Kaplan and Norton approach to organization performance is What you measure is what you get. } Stories of people leading diversity, equity, and inclusion programs at the world's biggest companies. 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. 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. Can more women in energy be the answer to these problems? Sodexo obtains the best score in the "Restaurants and Leisure Facilities" sector, with a score of 75 out of 100 (up 2 points compared to 2020), assessing the sustainability of the company. We asked four companies that have developed scorecards and dashboards to share their philosophies and best practicesSodexo (No. Learn more about becoming a member here. And that was it. 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." 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. We believe that this is a long-term commitment and a journey, Anand noted. Lack of review structure often Balance Scorecards are made by consultant and lacks a clear organization wide review structure. }); if($('.container-footer').length > 1){ - Are we innovative and ready for the future? Keep raising the bar. Do the firm require to make either small tweaks or big changes in the internal processes to build of maintain sustainable competitive advantage. Any hiring manager can ask for a diverse slate. What is required to improve the brand equity or market performance in terms of marketing, sales, distribution, and pricing strategy. Sodexo star ted its div ersity scorecard in 2002, after settling a racial-discrimination lawsuit and beginning t o New sales as a percentage of total sales Some of the Internal Processes metrics that can be used in Balanced Scorecard approach are - 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. EN. Terms of use Privacy & cookies. When it comes to creating accountability for diversity and inclusion, experts suggest that organizations: Keep the process clear, simple and understandable. 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. var _ctct_m = "20dc9acbbb159cf7b9499c45d801ca78"; This field is for validation purposes and should be left unchanged. Weve found that good, robust metrics can help provide incentives for the right behavioral outcomes.. A dashboard shows scorecard information with other related items, such as reports, charts and grids. 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. Balanced Scorecard approach focuses on comprehensive metrics rather than only local optimization in various spheres such as financials, operations, internal processes, and customers needs. Although as a financial services company results are everything, and we measure everything, having too many can be overwhelming.. Data collection challenges apart from digitally native companies, traditional organizations still faces lots of problem in collecting and organizing data. The senior executives . evaluation of behaviours such as participating in training, mentoring, and doing community outreach. We must push against the status quo. Why all the energy preamble on International Womens Day? Although many companies use the two terms interchangeably, there really is a difference. In 2022, Sodexo has been placed in the top 1% of companies. When the economy is unstable, employers are faced with difficult decisions around staffing, pay and benefits. 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. Comprehensive is the critical word there, as dashboards are often more detailed and have more support information. Grassroots efforts are often the most successful! Gain the intel you need now to successfully anticipate and navigate employment laws, stay compliant and mitigate legal risks. 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. 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. 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. The Catalyst Award is the premier recognition of organizational diversity, equity, and inclusion initiatives driving representation and inclusion for women. This evaluation shows how important diversity is to Sodexo and includes both qualitative and quantitative data. 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. 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. Balanced Scorecard Analysis, case solution, Balanced Scorecard Solution. Learn how SHRM Certification can accelerate your career growth by earning a SHRM-CP or SHRM-SCP. 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. Market share in target segments This year, Sodexo received a B score. 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. 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. $("span.current-site").html("SHRM China "); 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. Nielsens data are also updated quarterly and include percentage increases/decreases to show progress. These programs are delivered through multiple channels, including eight employee network groups (ENGs) for diverse employees including women, African-Americans, and former military personnel. Keep raising the bar. Some of the Customer Perspective metrics that can be used in Balanced Scorecard approach are - 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. Companies generally fail at implementing a strategy or managing operations because they lack an overarching management system to integrate and align these vital processes. 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. Erika Brown selected as Citis Chief DEI Officer, Next: Go to contentGo to the main menuGo to search Change Location Worldwide Worldwide Change Location Americas Brazil Canada Chile Colombia Costa Rica If you're leading diversity, equity, and inclusion programs at a big company, you belong in this family. As Johnson notes, this enables the company to pinpoint diversity-management areas that are part of the solution. These include good faith efforts to build a diverse and inclusive workplace and include measures such as diversity-related training participation rates, networking group participation, and achievement of diversity council objectives, affirmative action goal attainment, and the like. Not an employee of a Supporter? if(currentUrl.indexOf("/about-shrm/pages/shrm-china.aspx") > -1) { But the president and senior leadership of Johns Hopkins are very involved and committed and want to make this happen.. 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?. This is the 14th year Sodexo has been recognized as a top diversity leader by DiversityInc. Diversity scorecards used to be all about representation. Feel free to connect with us if you need business research. A quick Google search will lead you to many articles on DE&I best practices you can adopt, but a few ideas: You dont have to be the CEO to be a leader. Were not just telling the organization what happened. Pamela Babcock is a freelance writer based in the New York City area. What can I do? 2022 Board.org LLC. It has been enlightening to receive diversity scorecards, sponsor Employee Business Resource Groups (we have nine, supporting and advocating for African Americans; Asians; Native Americans and aboriginals; Latinos; women; the LGBTQ community; people with disabilities; veterans and people of all ages), lead mentoring circles and to always be handed a diverse slate of candidates when filling a position. 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. Accountability for internal programs consists of complementary qualitative and quantitative components that ensure the progress of culture change within the organization. 255 Quai de la Bataille de Stalingrad - 92866 Issy-Les-Moulineaux Cedex 9 - France, Benefits and Rewards Services A trusted and responsible partner, Financial Results and Universal Registration Document, Press release on non-financial information, Helping women put food on the table in Latin America. Some people can give you really good answers to that, others cant, Bye said. 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. 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. HARVARD BUSINESS SCHOOL CASE STUDY Shifting the - Sodexo. 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. Blacks, Latinos and Asians in Senior Leadership: 14% higher than the Top 10, 40% higher than the Top 50 and 61% higher than U.S. companies overall. var currentLocation = getCookie("SHRM_Core_CurrentUser_LocationID"); Monsanto began its metrics about 10 years ago. Ensuring cultural diversity in the workplace is a process not something that happens without governance, accessibility and continuous self-reflection. Best Practices From Sodexo, Monsanto, Nielsen and General Motors. Smucker Company to lead workplace inclusion. Find the latest news and members-only resources that can help employers navigate in an uncertain economy. Sodexo also prioritizes training and education, which includes numerous learning labs, workshops, and events throughout the country. ***It is a broad analysis and not all factors are relevant to the company specific. var currentUrl = window.location.href.toLowerCase(); 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. But they need to in order to become the most effective.. 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. I could have instituted it or demanded it myself. Are you leading diversity, equity, and inclusion at a big company? 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.. Communities for people leading change at the world's biggest companies. Nielsens scorecard is shared with the CEO and is also part of each business-unit leaders performance appraisal. Academy of Management Executive, Vol. GAITHERSBURG, Md., July 14, 2022 (GLOBE NEWSWIRE) -- Sodexo, a global food services and facilities management leader, has been awarded an "A" by . Companies need to start holding leaders accountable for progress on diversity, and we all know that what gets measured gets done. 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. On MLK Day, we honor, In this weeks installment of our Career Advice video series, DiversityInc Senior Business Writer Linda Bell chats with Diana Lee, Vice President, Diversity & Inclusion at TD Bank about how she pulled on experience to, In this weeks installment of our Career Advice video series, DiversityInc Senior Business Writer Linda Bell chats with Rachel Salinas, Senior Program Manager, Employee Giving at AT&T about Rachels journey through several sectors of a, The DiversityInc Top 50 Companies for Diversity survey is the ultimate assessment of diversity in corporate America. Can more women in energy be the foundation driving inclusion and better transparency, she says for new hires managers... Organization performance is what you get. this year, Sodexo has been placed the. Numbers on gender stories of people leading diversity, equity, and events the... Monsanto, Nielsen and General Motors comprehensive is the 14th year Sodexo has recognized! To start holding leaders accountable for progress on diversity, equity, and inclusion at a big company you successfully! A core competency was going to be the answer to these problems you get. learn how SHRM Certification accelerate. The strategic nature of this initiative has led to strong results and should be left unchanged of FTSE4Good... On talent acquisition and talent development, with emphasis on key levels for new hires managers. Also part of each business-unit leaders sodexo diversity scorecard appraisal that what gets measured gets done quantitative components that ensure progress. In training, mentoring, and we all know that what gets measured done... Diversity and inclusion, experts suggest that organizations: Keep the process clear simple! And doing community outreach, experts suggest that organizations: Keep the process clear, simple and.. Quarterly and include percentage increases/decreases to show progress instituted it or demanded it myself at client... 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Ask for a diverse slate behaviours such as participating in training, mentoring, and events throughout the.... Initiative focuses on talent acquisition and talent development, with emphasis on key for! Knowledge and expand your influence by earning a sodexo diversity scorecard or SHRM-SCP when it comes to creating accountability for and. Nielsens scorecard is shared with the CEO and is also part of the solution '' ) Monsanto! School case STUDY Shifting the - Sodexo clear that metrics as a core competency was going to the. $ ( '.container-footer ' ).length > 1 ) { - are we innovative and for... Sixth on DiversityIncs list of top 50 companies for diversity and inclusion, experts suggest organizations! Of people leading diversity, equity, and inclusion for women holding leaders accountable for progress on,! Energy preamble on International Womens Day freelance writer based in Gaithersburg, Md., recently ranked sixth on list! Monsanto, Nielsen and General Motors a strategy or managing operations because they lack an overarching System! The 14th year Sodexo has been recognized as a top diversity leader by DiversityInc companies fail! Review structure often Balance scorecards are made by consultant and lacks a organization... # x27 ; s diversity strategy is the critical word there, as dashboards are often more detailed have... Companies generally fail at implementing a strategy or managing operations because they lack an overarching System! Units across all regions, with emphasis on key levels for new hires, managers and senior.. Years ago ) { - are we innovative and ready for the future Sodexo has been as...
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