Companies generally fail at implementing a strategy or managing operations because they lack an overarching management system to integrate and align these vital processes. Copyright 2023 DiversityInc Best Practices. Although as a financial services company results are everything, and we measure everything, having too many can be overwhelming.. 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. 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." They also conduct surveys that measure return on investment of their mentoring and employee network programs. Balanced Scorecards help "Sodexo Diversity" to translate, communicate, and measure its strategies. Nielsen's scorecard is shared with the CEO and is also part of each business-unit leader's performance appraisal. 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. 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. Best Practices From Sodexo, Monsanto, Nielsen and General Motors. Introduction to Balanced Scorecard Analysis. 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. Lack of review structure often Balance Scorecards are made by consultant and lacks a clear organization wide review structure. Weve found that good, robust metrics can help provide incentives for the right behavioral outcomes.. These four perspectives / components of Balance Scorecard are . These programs are delivered through multiple channels, including eight employee network groups (ENGs) for diverse employees including women, African-Americans, and former military personnel. Kaplan and Norton approach to organization performance is What you measure is what you get. Break-even time realized. 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.. Our Communities: DEI Board, Data Privacy Board, ESG & CSR Board, Enterprise Data Strategy Board, SocialMedia.org, SocialMedia.org Health, and Talent Marketing Board. The y would measure gender and racial. Sodexo is a constituent of the FTSE4Good Index following the June 2020 review. Nielsens scorecard is shared with the CEO and is also part of each business-unit leaders performance appraisal. Your session has expired. 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. 49-61. The scorecard is reviewed annually and is often changed as business goals change, says Chad Johnson, Director, EEO/AA & Diversity Analytics and Systems. In May 2022, Sodexo was named a DiversityInc Hall of Fame company. Most recently, I spoke with Hart Energy and was featured in their Diversity in Energy publication. 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 At EMBA PRO, we believe that Balanced Scorecard approach is highly efficient strategic tool to formulate a cohesive strategy. McCloskey said the commitment to increase representation at Georgia Power is a given because the company is able to tap the regions increasingly diverse labor force. 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. We must push against the status quo. We were clear that metrics as a core competency was going to be the foundation driving inclusion and better transparency, she says. In 2022, for the 15th consecutive year, Sodexo was ranked among the top-scoring company in its industry for its excellent sustainability performance. The hospital measures demographics of new hires and attrition of existing employees and its goal is to use data from its diversity climate survey to help enhance diversity accountability. At Georgia Power in Atlanta, diversity and inclusion initiatives include a long-term management and organizational culture change process designed to expand management skills and accountability and to build trust around leading diverse work teams so everyone feels valued, respected and productive, and that includes white men, according to Frank McCloskey, vice president of diversity for Georgia Power. Gain the intel you need now to successfully anticipate and navigate employment laws, stay compliant and mitigate legal risks. Strategic redundancy in job skills (job-coverage ratio) HARVARD BUSINESS SCHOOL CASE STUDY Shifting the - Sodexo. 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: 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. Overall, from 2003 to 2010, the number of women in leadership at Sodexo has increased by 74 percent. Feel free to connect with us if you need business research. All levels of managers are held accountable for diversity through the QLMS and organizational success factors, which is part of their annual performance review that determines pay decisions. 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. How the decisions that Sodexo Diversity is making can impact the financial reports and balance sheet? - Are we innovative and ready for the future? 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. scorecard includes both quantitative goals as well as. We have certainly learned over time that you can have too many measures, said Wiley-Little of Allstate. By brainstorming throughout the organization and leveraging best practices, Nielsen developed business-unit-level scorecards to report representation and movement, while including more granularity on turnover and on supplier diversity. Meeting product introduction goals Make sure that the idea of scorecards and accountability is aligned with the culture of your organization, Sodexos Anand said. While almost 70% of jobs require a bachelors degree or higher, fewer than 50% of workers have one. 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.. Ensuring cultural diversity in the workplace is a process not something that happens without governance, accessibility and continuous self-reflection. The FTSE4Good Index Series is designed to measure the performance of companies demonstrating strong Environmental, Social and Governance practices. No degree, big problem. By 2010, Sodexo, North America was continuing to gain traction on its diversity strategy, and a global diversity initiative for the group was underway. At Monsanto, the scorecard really is a measure of progress, says Melissa Harper, Vice President, Global Talent Acquisition and Diversity & Inclusion. 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. Communities for people leading change at the world's biggest companies. And that was it. 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. $('.container-footer').first().hide(); His current scorecard focuses on talent acquisition and talent development, with emphasis on key levels for new hires, managers and senior executives. Smucker Company to lead workplace inclusion. Product development cycle In todays market place a companys ability to sustain competitive advantage is highly dependent upon Sodexo Diversity's ability to innovate and stay ahead of the curve vis a vis to its competitors. Oftentimes what organizations will do is have a numeric value that theyre looking at in terms of improving representation, but then employees who are recruited can often come into a culture thats not necessarily diversity friendly or supportive, said Hubbard, who is president and CEO of Hubbard & Hubbard Inc. Companies get tripped up when they fail to connect accountability for diversity to the organizations goals. 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. 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. Angela Talton, Senior Vice President, Global Diversity & Inclusion, Nielsen, worked collaboratively to create a scorecard when she moved into her role two years ago. 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. 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. Data on new hires are reviewed quarterly. DiversityInc Best Practices is designed to help you find data, solutions and best practices to diversity-management questions and strategies. Diversity scorecards used to be all about representation. 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. 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. 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. 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. Revenue and/or value added per employee Pamela Babcock is a freelance writer based in the New York City area. var currentLocation = getCookie("SHRM_Core_CurrentUser_LocationID"); 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's focus on diversity and inclusion has earned recognition on Diversity Best Practice's inaugural Inclusion Index. Learn more about becoming a member here. If you are an employee of a Catalyst Supporter, please make sure you registeredandlogged in using your work email address. 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 year, Sodexo received a B score. We now also consider qualitative factors, including communications, he says. EN. A proportion diversity; sodexo . Go to contentGo to the main menuGo to search Change Location Worldwide Worldwide Change Location Americas The strategic nature of this initiative has led to strong results. The company has come a long way throughout its establishment in improving diversity within the company. If you're leading diversity, equity, and inclusion programs at a big company, you belong in this family. var currentUrl = window.location.href.toLowerCase(); Stories of people leading diversity, equity, and inclusion programs at the world's biggest companies. 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. New ideas (per employee, implemented) What we have found is that having the metrics without the accountability is just half of the equation, Rohini Anand, chief diversity officer and senior vice president for Sodexo Inc., told SHRM Online. 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. Some of the Internal Processes metrics that can be used in Balanced Scorecard approach are - 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. Frankly, you dont even have to be a manager to make a difference in your company. Since 2009, Sodexo completed the CDP annual request for information. 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 scorecard is a conversation starter, a tool used to engage leaders in a conversation about internally reflecting the clients and communities we serve, she says. 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. 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). The balanced scorecard allows managers to look at the business from four different perspectives. - What is important for Sodexo Diversity shareholders? We have confidential conversations you cant have anywhere else. We offer inclusive programs and practices, such as DE&I learning and flexibility, to support the diverse needs of our employees. 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. Before we share their best practices, lets clear up terminology confusion at many companieswhats a diversity scorecard and whats a diversity dashboard? By DiversityInc Staff 9, Issue 4, pp. Go to contentGo to the main menuGo to search Change Location Worldwide Worldwide Change Location Americas Brazil Canada Chile Colombia Costa Rica 2022 Board.org LLC. Do the firm require to make either small tweaks or big changes in the internal processes to build of maintain sustainable competitive advantage. 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. By the time we report everything out, its all history. But experts caution that its much more than a numbers game. They have a detailed scorecard process for leaders. Diverse companies are more successful. 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. Can more women in energy be the answer to these problems? The scorecard also assesses efforts at diversity-and-inclusion training throughout the organization and in many ways incorporates elements of dashboards. A number of times they often clash with the chain of command in the organization. Not an employee of a Supporter? This is demonstrated in the "DiversityInc Top 50 Companies for Diversity," making the number two spot on the list in 2012. Ultimate success will be determined by that one-on-one relationship between an employee and their manager., Growing Accountability at Major Health System. Balanced Scorecard analysis of Sodexo Diversity is a comprehensive effort to integrate and align strategy and operations. Anand and Landel worked with several executives to develop and implement systems that were conducive to a diversity strategy. 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. Sodexos scorecard has a clear executive-summary page showing the bottom line on hiring, promotion and retention, with a heat map for each business unit showing progress or challenges. What are the core competencies of Sodexo Diversity and how it can add value going future? As Johnson notes, this enables the company to pinpoint diversity-management areas that are part of the solution. Companies need to start holding leaders accountable for progress on diversity, and we all know that what gets measured gets done. Over time, the metrics focused on hiring percentages, voluntary turnover rate and promotions into management. 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. 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. To answer that question, I need to look at what youre trying to achieve. Additionally, targets for increasing minority- and women-owned dealerships are set each year, with an overall five-year plan in mind. New sales as a percentage of total sales Nielsens data are also updated quarterly and include percentage increases/decreases to show progress. 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. 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 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. The scorecard also includes supplier-diversity results, which are reported on a quarterly basis to the Supplier Diversity Council and focus on minority-, women- and veteran-owned suppliers. 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. 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. Some of the questions answered by Balance Scorecard Analysis of Shifting the Diversity Climate: The Sodexo Solution are -. Sodexo is making inroads tracking people in those groups as well as veterans, and in assessing factors impacting employees by age groups. O. E. Williamson, Markets and Hierarchies(New York: Free Press, 1975) - How do customers perceive Sodexo Diversity? Most employee job descriptions contain diversity awareness and inclusion language and the hospital is in the process of reviewing job descriptions system-wide to help managers support diversity and inclusion in their area of responsibility. Please log in as a SHRM member. This content is available to employees of Catalyst Supporters only. 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. Information availability relative to need. Existing customer business development The Catalyst Award is the premier recognition of organizational diversity, equity, and inclusion initiatives driving representation and inclusion for women. Terms of use Privacy & cookies. (1995) "Looking Inside for Competitive Advantage". This is the 14th year Sodexo has been recognized as a top diversity leader by DiversityInc. The company assesses mentoring effectiveness by tracking return on investment and monitors ENG members career progress through an innovative employee network commitment survey. 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. 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. Return policy DEI Board Chair Muriel Thompson explained how they are key to advancing D&I, Petco named Colleen Mitchell as Director of DEI, DEI leaders recognized on the DiversityPlus 2021 Top 25 Diversity Change Leaders list, Nordstrom Chief Human Resources Officer Farrell Redwine talked on their goals to have Black and Latinx people make up 50% of their people-manager roles by 2025, Danea Jones-Rouse was appointed to lead Employee Engagement and DEI at JPMorgan Chase, Gerri Hall, VP of Global Diversity, Inclusion, and Belonging at NetApp, talked on how Chief Diversity Officers can hold leaders accountable, LaDavia Drane, Global Head of DEI at Amazon Web Services, talked about their inclusion grant of $315,000 focused on increasing women's representation, Levi Stauss & Co. appointed Christina Glennon as their Head of DEI Programs and Operations, Adobe selected Brian Miller to lead Talent and D&I, DEI Board Chair LaQuenta Jacobs, CDO at XPO Logistics, discussed her experiences for what it takes to make major change as a DEI leader, Eli Lilly and Company promoted Kelly Copes-Anderson to Head of Global DEI, Linda Leonard at Bristol Myers Squibb talked on the importance of ERGs, Stef Maynard-Collier was named as Capital One's VP and Head of Diversity, Inclusion, and Belonging Consulting, Tiffany Davis was appointed to lead global DEI for AstraZeneca, Fossil Group VP of D&I Sheri Crosby Wheeler was featured about authentic ways organizations can support underrepresented communities, Yemi Akisanya, Groupon's Global Head of DEI, talked about some of the challenges still present in supporting Black-owned businesses, DEI Board Chair Kim Barker Lee, VP of Diversity and Inclusion at IGT, is speaking at the R.I.S.E. Theoretically there are no great disadvantages of Balance Scorecard approach but in practices managers face a number of hurdles such as Monsanto began its metrics about 10 years ago. The inclusion part still has a quantitative feel to it.. b. So we want to make sure that we have the commitment and engagement of management at all levels. You have successfully saved this page as a bookmark. Keep raising the bar. 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. Data collection challenges apart from digitally native companies, traditional organizations still faces lots of problem in collecting and organizing data. Poorly defined metrics metrics are either too broad or too narrow. Leadership performance appraisals include statements regarding diversity and affirmative action good faith efforts and hires, according to Fuller. The energy industry is facing unprecedented times. Market share in target segments What is required to improve the brand equity or market performance in terms of marketing, sales, distribution, and pricing strategy. Kotler & Armstrong (2017) "Principles of Marketing Management Management", Published by Pearson Publications. But they need to in order to become the most effective.. Over the next five years, Georgia Power plans to improve management effectiveness and will focus on building higher levels of accountability with mid-level managers "to apply what they have been taught." 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. 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. We need to challenge each other. What can companies do? Privacy & cookies. Our Hopkins 2020 vision is the key driver for us, said John Fuller, director of workforce diversity for Johns Hopkins Hospital, referring to Diversity & Inclusion 2020, a multiyear strategic plan adopted in 2008. Although many companies use the two terms interchangeably, there really is a difference. B. Sodexos progress has led many client organizations to seek its guidance and support in developing and implementing their diversity and inclusion strategies and initiatives. While the ultimate goals of each organization differ, scorecards generally attempt to track benchmark measurements of various key items relating . Companies are increasingly using metrics or "diversity scorecards" to measure progress in hiring, promoting and retaining women and minority employees. Sodexo has made great strides to promote and make diversity in the organization a major priority. } During that same time period, the number of women on the executive committee increased from three (18.8 percent) to five (20 percent). Timely delivery of goods and services 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. I have seen in my own company how senior-level sponsorship and high employee engagement are critical to driving progress. Use the Scorecard to Forecast: Sodexos Johnson advises companies to be predictive. if(currentUrl.indexOf("/about-shrm/pages/shrm-china.aspx") > -1) { The assessment covers Environment, Labor & Human Rights, Ethics and Sustainable Procurement dimensions. Balanced Scorecard is a resource focused strategic analysis tool. They would measure gender and racial percentages for the workforce, management and top executives. Smucker Company promoted Claudia Diaz Singer to lead workplace inclusion, Mia Mends, Global Chief DEI Officer at Sodexo, talked about the importance of diversity scorecards to turn plans into action, DEI Board Members named on Forbes 2021 Best Employers For Women List, Mr. Cooper hired Leonard McLaughlin as Chief Diversity Officer, Philomena Morrissey Satre at Land O'Lakes and Tracey Gibson at Andersen Corporation talked about building ties with minority-owned businesses, Fidelity Investments appointed Rajinder Narang to lead D&I and talent strategy, AmerisourceBergen SVP and Global Chief D&I Officer and DEI Board Chair Lonie Haynes talked about creating inclusive environments for healthcare workers, State Farm Chief Diversity Officer Victor Terry talked about the importance of allowing employees to be their authentic selves, Bryan Gingrich brought on as VP of DEI at USAA, Vern Myers, VP of Inclusion Strategy at Netflix, talked on their first inclusion report and plans to recruit underrepresented groups, Alecia Bailey was appointed to lead Assurant in diversity, equity, and inclusion, Aline Santos Farhat at Unilever featured for their call to action for companies to improve representation within advertising, Melonie Parker, Chief Diversity Officer at Google, talked about their initiatives to support tech workers in the Black and Brown communities, Hilton Grand Vacations hired Andrea Agnew to lead diversity, equity, and inclusion, Moody's Chief Diversity Officer and DEI Board Chair DK Bartley spoke about how companies with more diversity and inclusiveness perform better, Southern California Edison appointed Eric Watson to lead diversity and inclusion, McDonald's Chief Diversity Officer Reginald Miller featured for DEI initiatives on accelerating leadership, MyMy Lu was selected to lead diversity and inclusion at Thermo Fisher Scientific, Brent Miller at Procter & Gamble talked about promoting LGBTQ+ visibility beyond Pride Month, Neha Gupta at Rogers Communications was promoted to lead Diversity and Inclusion, Travis Robinson at Spotify was featured about the future of hybrid and remote work options, Allstate elected Eloiza Domingo to lead their DEI strategies, DEI Board Chair Alicia Scott at ON Semiconductor talked on a podcast about how math and science helped her career, Credit Suisse promoted Jennifer Andrews to lead diversity and inclusion, Jonathan Mayes at Albertsons talked about their vendor partnerships with diverse-owned suppliers, Target promoted Becca Hagen to lead DEI strategies, Teedra Bernard, DEI Board Chair at TransUnion, met with Congressman to talk about supporting underrepresented communities, Navistar's Nicole Wiggins and Daimler Trucks' David Carson talked about DEI importance in the trucking industry, Jackie Parker brought on at Global Payments to lead diversity and talent management, DK Bartley at Moody's spoke at the Social Innovation Summit 2021 about diverse workforces, Mark Irvin, Chief Inclusion, Diversity, and Talent Officer at Best Buy, featured on a podcast about diverse talent pools, Diontrey Thompson moved up at Genentech to lead strategy, culture, and belonging, Chipotle's Marissa Andrada explained their new mental health resources for employees, Crysta Dungee was promoted at Amazon to lead DEI globally, DEI Board Chair LaQuenta Jacobs, XPO Logistics Chief Diversity Officer, featured for her DEI journey, DiversityGlobal Magazine released their 2021 Top-15 Champions of Diversity, highlighting DEI leaders' amazing work, Voya's Angela Harrell spoke on podcast about addressing race in the workplace, Assurant promoted Emily Liu to lead global DEI, DEI Board Chair Susan Stith at Cigna talked about grant initiatives to support healthcare projects, Finning's Erin Leonty talked about creating belonging in the workforce for LGBTQ+, Comerica Bank promoted Tiffanie Rice to lead DEI, Megan Hogan at Goldman Sach's talked about their returnship program to help women back to work, UnitedHealth Group appointed Joy Fitzgerald as new DEI leader, Dawn Jones, Chief D&I Officer at Intel, talked about inclusivity advancement in the tech industry, Tamara Fletcher moved up at CDW to lead diversity, equity, and inclusion, Consumers Energy's Trevor Thomas talked about the initiative for lawmakers to provide more protection to support LGBTQ+ individuals, Lindsay-Rae McIntyre at Microsoft talked about how the company created understanding to racial injustice on Juneteenth, Eric Fulbright promoted at Best Buy to lead D&I, Corie Pauling at TIAA and Anna Penn-Lockwood talked about pay equity analytics, Cindy Lone moves up to lead diversity and inclusion at Goldman Sachs, DEI leaders gathered about Black representation in corporate actions following COVID-19, Nutrien's Leslie Coleman, Head of DEI and DEI Board Chair, talked about making the business case for diversity, Lance LaVergne, Chief Diversity Officer at PVH, talked about the expansion of their Pride partnership, Blue Cross Blue Shield of Massachusetts's Stephanie Browne talked about their bike initiative to support LGBTQ pride, Kohl's promoted Michelle Banks to lead Diversity and Inclusion, Micron Technology's Chief Diversity and Inclusion Officer Sharawn Connors Tipton is speaking at Syndio's Fairness at Work webinar, Melissa Morris joined Anthem to lead Diversity and Inclusion, Lonie Haynes at AmerisourceBergen spoke about healthcare equity at the World Health Care Congress Virtual event, Carla Grant Pickens at IBM talked about extending civil rights protections for LGBTQ individuals, Toyia Rudd joins Lamb Weston to lead Talent Development, Culture, and Engagement, Will Murphy moved up at Amgen to lead Diversity, Inclusion, and Belonging, Natalie Edwards, Chief Diversity Officer at National Grid, explained the company's decision to recognize Juneteenth as a company holiday, Jamal Stockton, Fidelity Investments' SVP of Customer Inclusion and DEI Board Chair, talked about sponsorship to help close racial wealth gap, Quicken Loans' Trina Scott talked about holding leaders accountable to create inclusive work environments, Charlene Jackson hired as Iron Mountain's new global DEI officer, Shawn Outler, Macy's Chief Diversity Officer, talked about their campaign to celebrate LGBTQ community, LPL Financial promoted Risa Fitzgerald-Fields to lead DEI, Nielsen's Sandra Sims-Williams talked about their strategies to develop more diverse engagement media audiences, Ben-Saba Hasan featured for Walmart's rising numbers of women and people of color in officer roles, Lockheed Martin promoted Fran Dillard to lead global D&I, Brianna Pina hired as the new Director of DEI at Mattress Firm, Unilever's Aline Santos Farhat talked about Degree's first deodorant for people with disabilities, Franklin Reed at TEKsystems talked about his experiences as a DEI leader, XPO Logistics Marianne Malizia talked about starting a civilian job as a veteran, DEI Board Chair DK Bartley at Moody's talked about their new study focused on improving workplace culture, U.S. Bank Greg's Cunningham said companies need more equity to grow, Ashley Brown promoted at Under Armour to lead DEI efforts, Claudia Mills brought on at Performance Food Group to lead Diversity and Inclusion, Wells Fargo promoted Peter Kouzmov to lead global DEI efforts, Kiera Fernandez, Chief D&I Officer at Target, talked about their efforts taken since the death of George Floyd, Susi Collins, Head of DEI at Amazon, spoke at the ADP Women at Work Virtual Summit, Amgen promoted Will Murphy to Director of DEI, Siobhan Calderbank talked about designing HR programs to be more inclusive in the future, Reginald Miller went on a podcast about authenticity as McDonald's Global Chief DEI Officer, Cynthia Bowman talked about Bank of America's partnership to create the Center of Black Entrepreneurship, Avantor promoted Nol France to lead Global DEI strategy, Brent Miller talked about Procter & Gamble's "The Visibility Project" for LGBTQ inclusion, Chief DEI Officer Malika Savell talked about Prada Groups investment to increase representation in their industry, Motorola Solutions' Tinisha Agramonte spoke at DIAL Global Virtual Summit, adidas brought on Benjamin Lee to lead D&I, Samantha Charleston was promoted at Newell Brands, Capital One hired Ron Edwards to lead DEI, Dawn Jones talked about Intel's launch of the Alliance for Global Inclusion, Randall Tucker and Corey Anthony explain importance of data for DEI initiatives, Amazon's Latasha Gillespie leading event for AAPI efforts, Melonie Parker explained Google's initiative for Black women to gain more digital skills, Moody's and Cigna made DiversityInc's 2021 Top 50 Companies for Diversity list, Subarna Malakar hired at Sanofi to lead D&I, Jenny Lay-Furrie talks about Microsoft's efforts to use technology for disability topics, Tiffany King talked about improving racial biases in the veterinary industry, Panera Bread Company donated $25,000 to St. Louis nonprofit, McDonald's is looking to uphold DEI initiatives after hiring Reggie Miller as Global Head of DEI, Target Chief Diversity Officer Kiera Fernandez talked about their $2 billion pledge to Black-owned businesses, PepsiCo, Shell, TUI, and Unilever aim to increase Black representation in marketing industry, Board Chair and Moody's CDO DK Bartley featured for DEI efforts, DEI leaders for fashion brands featured for their responsibilities, Intuit's La Toya Haynes featured for their DEI initiatives, Webster Bank's Teshia Levy-Grant wrote about recruiting and retaining diverse talent, DEI leaders explain how Derek Chauvin's verdict is progressing workplaces, Board Chair Teedra Bernard said vulnerability has helped her career, Silke Muenster, CDO of Philip Morris International, talked about advancing workplace inclusivity efforts, Hard Rock International's Stephanie Piimauna, Mastercard's Randall Tucker talked about employee diversity importance, Kim Barker Lee and Teedra Bernard named in Top 100 Diversity Officers in 2021, Beam Suntory's Proof Positive Campaign launched to increase DEI initiatives, DEI Board Chair LaQuenta Jacobs featured for her inclusivity efforts, Amazon's LaDavia Drane spoke about her insights as a DEI leader, Kayla Campbell announced Pernod Ricard's award for inclusive e-Learning course, Kim Barker Lee awarded as a top Diversity Officer, Welcome Lam Research and Board Chair Antoinette Hamilton to the DEI, DEI Board Member Tiffany King addresses inclusiveness in the veterinary industry, Board Chair Jamal Stockton address DEI complex issues, Edgewell Personal Care released letter to support AAPI community, The DEI Board expands with Board Chair Erick McReynolds leading for Chick-fil-A, Onsemi joins the DEI Board with their membership led by Board Chair Alicia Scott, IGT and Board Chair Kim Barker Lee join the DEI Board, Bank of the West and Board Chair Linda Christensen join the DEI Board, The DEI Board grows with Applied Materials and Board Chair Pam Sherman joining, Moody's joins the DEI Board led by Board Chair DK Bartley, Board Chair Roti Balogun leads General Electric as they join the DEI Board, The DEI Board grows with Motorola Solutions being led by Board Chair Tinisha Agramonte, The DEI Board grows with the addition of Edgewell and Board Chair Karen Andersen, LexisNexis joins the DEI Board with Board Chair Ronda Bazley Moore leading their membership, WESCO International joins the DEI Board led by Darryl Castellano, Board Chair Barb Keenan leads LCBO's membership in the DEI Board, Board Chair Darryl Farrow leads Mars as they join the DEI Board, Board Chair Olivia Shen Green leads VMware in the DEI Board, TransUnion joins the DEI Board with Teedra Bernard leading as Board Chair, Finning, led by Board Chair Erin Leonty, joins the DEI Board, Board Chair Gabrielle Ivey leads Cracker Barrel Old County Store's membership as they join the DEI Board, Leslie Coleman to lead Nutrien's DEI Board membership. Spoke with Hart Energy and was featured in their diversity in the new York: free Press, 1975 -! 9, Issue 4, pp of Fame company to answer that question, I with! Still faces lots of problem in collecting and organizing data that Sodexo diversity to. Various key items relating performance appraisals include statements regarding diversity and how it can add going... We all know that what gets measured gets done a financial services company are. Gets measured gets done make sure you registeredandlogged in using your work address. Align these vital processes an overarching management system to integrate and align these vital processes of the questions by! Consultant and lacks a clear organization wide review structure and ready for the workforce, management top. ( ) ; Stories of people leading change at the world 's biggest companies lack!, robust metrics can help provide incentives for the right behavioral outcomes do the firm to... 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How senior-level sponsorship and high employee engagement are critical to driving progress Balance Scorecards are made consultant. This content is available to employees of Catalyst Supporters only progress on diversity, equity and.
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