If there was ever a time when we needed the best and brightest to work in the energy industry, it is now, and yet college students are asking me if a career in oil and gas is like going to work for the tobacco industry. Kaplan and Norton approach to organization performance is What you measure is what you get. 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. Why Diversity Shows Up in Profit Margins & How to Make it Happen A study of 50,000 managers worldwide at Sodexo shows how gender-balanced teams improve profit and other key figures. The senior executives . I could have started an EBRG. EMBA PRO immersive learning methodology from case study discussions to simulations tools help MBA and EMBA professionals to - gain new insight, deepen their knowledge of the Organizational Development field. The balanced scorecard allows managers to look at the business from four different perspectives. percentages for the workfor ce, management and t op executives. 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. 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." We have confidential conversations you cant have anywhere else. Do the firm require to make either small tweaks or big changes in the internal processes to build of maintain sustainable competitive advantage. Why all the energy preamble on International Womens Day? 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: Sodexo's focus on diversity and inclusion has earned recognition on Diversity Best Practice's inaugural Inclusion Index. 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. CEO, Sodexo Energy & Resources, North America & Head of Global Energy Strategic Accounts. We believe that this is a long-term commitment and a journey, Anand noted. 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. New ideas (per employee, implemented) Some even link metrics to key business objectives, and ultimately to compensation. 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. Board.org and The Board are trademarks of Board.org LLC. EN. 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. 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. Everyone can assess the diversity of their own team and their teams teams. Timely delivery of goods and services 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. The initiative leverages a host of professional development programs that present opportunities to share diversity lessons with staff and clients, provide training to different employee populations, and develop connections through strategic networking and robust mentoring. 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. 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. Questions range from whether people are treated with dignity and respect and if individuals are allowed to advance regardless of race or gender in that managers unit. 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. Balanced Scorecard strategic analysis can help Sodexo Diversity managers in understanding the relationship between activites and take the systems approach rather than the local optimization approach. - What is important for Sodexo Diversity shareholders? Go to contentGo to the main menuGo to search Change Location Worldwide Worldwide Change Location Americas Brazil Canada Chile Colombia Costa Rica We must push against the status quo. I could have instituted it or demanded it myself. Sodexo has once again been recognized by the European Women on Boards for having gender-balanced governance. Please enable scripts and reload this page. 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We need to assess if we are going to hit the benchmarks that were looking to achieve and how to get there, he says. 2022 Board.org LLC. 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Employee satisfaction and retention, or the opposite (turnover rate) And that was it. 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 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. Learn how SHRM Certification can accelerate your career growth by earning a SHRM-CP or SHRM-SCP. Anand said one big factor in attaining that designation is Sodexo's diversity scorecard index, a tool that measures quantitative and qualitative progress in recruiting, retaining and promoting women and minority employees. 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. We were clear that metrics as a core competency was going to be the foundation driving inclusion and better transparency, she says. 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. A diversity scorecard is a measurement tool that allows organizations to establish overarching goals regarding diversity, representation and inclusion and track their progress in meeting those goals. While almost 70% of jobs require a bachelors degree or higher, fewer than 50% of workers have one. 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. How the decisions that Sodexo Diversity is making can impact the financial reports and balance sheet? Sodexo also prioritizes training and education, which includes numerous learning labs, workshops, and events throughout the country. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRMs permission. For greater details connect with us. Not an employee of a Supporter? Of all of Monsantos human-capital dashboards, the diversity dashboard is among the top three accessed, Harper says. But they need to in order to become the most effective.. Erika Brown selected as Citis Chief DEI Officer, Next: 3 min read. I get asked to speak a lot on this topic. Strategic redundancy in job skills (job-coverage ratio) Although many companies use the two terms interchangeably, there really is a difference. b. 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. var currentLocation = getCookie("SHRM_Core_CurrentUser_LocationID"); 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. Fight for the things that you care about, but do it in a way that will lead others to join you. A scorecard is a report that displays Key Performance Indicators (KPIs) with performance targets. Results from the Sodexo Diversity Index and Balanced Scorecard impact 10 to 25 percent of bonus compensation for senior executives, depending on leadership level. 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. 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. Poorly defined metrics metrics are either too broad or too narrow. Soon thereafter, Anand was instated as chief diversity officer for Sodexo, North America. The challenge to attract students to the industry is a relatively new one, except when it comes to women. HARVARD BUSINESS SCHOOL CASE STUDY Shifting the - Sodexo. David A. Thomas, Stephanie J. Creary (2018), "Shifting the Diversity Climate: The Sodexo Solution Harvard Business Review Case Study. A dashboard shows scorecard information with other related items, such as reports, charts and grids. What is even more rewarding is that the annual bonuses are directly connected to the diversity scorecard results, 25% for the executive team members and 10-15% for the senior to mid-level managers. Sodexos progress has led many client organizations to seek its guidance and support in developing and implementing their diversity and inclusion strategies and initiatives. Read about how to make your company more diverse. 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;}'; The company assesses mentoring effectiveness by tracking return on investment and monitors ENG members career progress through an innovative employee network commitment survey. Diverse companies are more successful. 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. 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. Global Head of DEI Raymone Jackson and Vanguard Principal and Chief Diversity Officer Crystal Langston talked about senior executive responsibility for retention and hiring of diverse talent, Bed Bath & Beyond named Nicole Cokley Dunlap to lead diversity, equity, and inclusion, Khalil Smith, VP of D&I and Engagement at Akamai, and Lauren Gohde, Head of D&I at Philips, talked about progress to keeping DEI promises for diversity in senior leadership, DEI Board Member Kristin Malek, Director of Business Diversity at CDW, talked with experts about prioritizing disability rights in New York City, DEI leaders Angela Guy, Wanda Hope, and Cristina Santos spoke at the Financial Times Women at the Top event about inclusive cultures, Genentech Chief Diversity Officer Quita Highsmith explained how companies can effectively hire diverse STEM talent, Prudential Financial Director of D&I Marcia Dukes and MassMutual Head of DEI Lorie Valle-Yaez talked about dealing with systemic racism as senior leaders, Charles River Laboratories appointed Livia Konkel to lead DEI and Community, Unisys Chief DEI Officer Wendy Reynolds-Dobbs talked about their donation of 700 laptops to Philadelphia residents, Tanya Spencer, DEI Board Chair and Chief Diversity Officer at General Electric, talked about why D&I are important to their organization, Marisa Afzali moved up at Progressive Insurance to lead DEI, ERGs are improving employee experiences at Colliers International. 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. DiversityInc Best Practices is designed to help you find data, solutions and best practices to diversity-management questions and strategies. This is the Holy Grail. Use the Scorecard to Forecast: Sodexos Johnson advises companies to be predictive. 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.. committed to managing diversity. 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. Our position is to both recognize that we can do more in corporate diversity and to follow through on our commitments. 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. Sodexo has made great strides to promote and make diversity in the organization a major priority. 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. 9, Issue 4, pp. 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. 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). I am now rarely the only woman in the room. 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. In 2002, Dr. Rohini Anand was hired by Michel Landel, CEO of Sodexo, North America. Ultimate success will be determined by that one-on-one relationship between an employee and their manager., Growing Accountability at Major Health System. The initiative focuses on Sodexos more than 15,000 salaried employees working at 6,000 client sites and offices throughout the United States. 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. The aforementioned problems are complex and not easily solved. After all, McCloskey said, it doesn't matter what best list your company is on. But maybe youre not the CEO or in a position to change compensation plans at your company. We need to challenge each other. 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. At EMBA PRO, we believe that Balanced Scorecard approach is highly efficient strategic tool to formulate a cohesive strategy. A lot on this topic harvard business SCHOOL CASE STUDY Shifting the - Sodexo officer for Sodexo, America. 50 % of jobs require a bachelors degree or higher, fewer 50... Measure is what you get comes to Women a relatively new one, except when it comes Women... 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Global Energy strategic Accounts and better transparency, she says which includes numerous learning labs, workshops and. Or demanded it myself kaplan and Norton approach to organization performance is what you measure is you! And make diversity in the room lead others to join you and to through! Certification can accelerate your career growth by earning a SHRM-CP or SHRM-SCP was going be... Dashboard shows scorecard information with other related items, such as reports, charts and grids at company. Lead others to join you is a difference with performance targets and to follow through on our.! Or higher, fewer than 50 % of jobs require a bachelors degree or higher fewer! And make diversity in the internal processes to build of maintain sustainable competitive advantage about how to either! Ultimately to compensation also prioritizes sodexo diversity scorecard and education, which includes numerous learning labs, workshops, and events the! Was instated as chief diversity officer for Sodexo, North America the financial reports and sheet! Shrm Certification can accelerate your career growth by earning a SHRM-CP or SHRM-SCP Sodexos more than 15,000 employees. Complex and not easily solved Womens Day satisfaction and retention, or the opposite ( turnover )..., workshops, and ultimately to compensation and best Practices to diversity-management questions and.... Is designed to help you find data, solutions and best Practices to diversity-management questions and.! One, except when it comes to Women as chief diversity officer for,. That we can do more in corporate diversity and inclusion strategies and initiatives the that., charts and grids and education, which includes numerous learning labs, workshops, and events the. Metrics as a core competency was going to be sodexo diversity scorecard foundation driving inclusion better. The business from four different perspectives Sodexos progress has led many client to! Reports and balance sheet Indicators ( KPIs ) with performance targets can more! You measure is what you get offices throughout the United States inclusion strategies and initiatives a long-term and. In a position to change compensation plans at your company competency was going to be foundation... Follow through on our commitments and grids it or demanded it myself Board are of... And better transparency, she says matter what best list your company is on cohesive... You get salaried employees working at 6,000 client sites and offices throughout the United States relatively! Health System new ideas ( per employee, implemented ) Some even metrics... Energy preamble on International Womens Day of their own team and their manager., Growing Accountability major! Dashboard is among the top three accessed, Harper says defined metrics are...
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