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. In May 2022, Sodexo was named a DiversityInc Hall of Fame company. In 2022, Sodexo has been placed in the top 1% of companies. This case profiles the evolution of Sodexo's diversity initiative. Find out why and how your organization canbecome one. 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. 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. They also conduct surveys that measure return on investment of their mentoring and employee network programs. A dashboard shows scorecard information with other related items, such as reports, charts and grids. 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. To request permission for specific items, click on the reuse permissions button on the page where you find the item. We offer inclusive programs and practices, such as DE&I learning and flexibility, to support the diverse needs of our employees. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organizations culture, industry, and practices. David A. Thomas, Stephanie J. Creary (2018), "Shifting the Diversity Climate: The Sodexo Solution Harvard Business Review Case Study. This is the 14th year Sodexo has been recognized as a top diversity leader by DiversityInc. 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. Ultimate success will be determined by that one-on-one relationship between an employee and their manager., Growing Accountability at Major Health System. Fight for the things that you care about, but do it in a way that will lead others to join you. Any hiring manager can ask for a diverse slate. Revenue and/or value added per employee 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. evaluation of behaviours such as participating in training, mentoring, and doing community outreach. Barney, J. Please log in as a SHRM member before saving bookmarks. var temp_style = document.createElement('style'); HARVARD BUSINESS SCHOOL CASE STUDY Shifting the - Sodexo. diversity; sodexo . 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. If you're leading diversity, equity, and inclusion programs at a big company, you belong in this family. What are the core competencies of Sodexo Diversity and how it can add value going future? 50), and General Motors, one of DiversityIncs 25 Noteworthy Companies. We must push against the status quo. Our Communities: DEI Board, Data Privacy Board, ESG & CSR Board, Enterprise Data Strategy Board, SocialMedia.org, SocialMedia.org Health, and Talent Marketing Board. Although many companies use the two terms interchangeably, there really is a difference. 49-61. Particular emphasis is put on new hires and high-potentials with a U.S. focus on race/ethnicity and gender, and a global focus on gender. 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. 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. Companies are increasingly using metrics or diversity scorecards to measure progress in hiring, promoting and retaining women and minority employees. Mia Mends, Global Chief Diversity, Equity, and Inclusion Officer and CEO of Impact Ventures atSodexo, was featured in an article about turning diversity and inclusion plans into actions. EcoVadis is a collaborative platform used to evaluate Corporate Responsibility performance. Search and download FREE white papers from industry experts. ***It is a broad analysis and not all factors are relevant to the company specific. 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. How the decisions that Sodexo Diversity is making can impact the financial reports and balance sheet? Go to contentGo to the main menuGo to search Change Location Worldwide Worldwide Change Location Americas A cornerstone of Sodexo's diversity strategy is the company's diversity scorecard. 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. 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. Timely delivery of goods and services else if(currentUrl.indexOf("/about-shrm/pages/shrm-mena.aspx") > -1) { 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. 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. 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