Before we share their best practices, lets clear up terminology confusion at many companieswhats a diversity scorecard and whats a diversity dashboard? Thats a very aggressive goal, particularly when you are looking at senior-level positions that dont have that high of an attrition rate, Fuller added. 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. Revenue and/or value added per employee
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. b. - Are we innovative and ready for the future? 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. Smucker Company to lead workplace inclusion. Overall, from 2003 to 2010, the number of women in leadership at Sodexo has increased by 74 percent. Although many companies use the two terms interchangeably, there really is a difference. - Which internal processes can add value? You can have good initiatives and programs, but the idea is to really make sure you are changing behaviors and cultures within the organization, Anand added. Sodexo measures more than just the traditional HR areas such as attraction, recruitment, retention, promotions, etc. At Sodexo, the diversity scorecard factors into senior executives year-end bonuses. 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. Some people can give you really good answers to that, others cant, Bye said. Sodexo star ted its div ersity scorecard in 2002, after settling a racial-discrimination lawsuit and beginning t o Published by HBR Publications. Companies are increasingly using metrics or diversity scorecards to measure progress in hiring, promoting and retaining women and minority employees. Why all the energy preamble on International Womens Day? Virtual & Washington, DC | February 26-28, 2023. 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. Companies generally fail at implementing a strategy or managing operations because they lack an overarching management system to integrate and align these vital processes. ***It is a broad analysis and not all factors are relevant to the company specific. Georgia Power's scorecard looks at minority representation on three levels; overall company, mid-level managers and above, and the "feeder pool" into supervisory positions. This is demonstrated in the "DiversityInc Top 50 Companies for Diversity," making the number two spot on the list in 2012. 49-61. 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. }
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Existing customer business development
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. Weve found that good, robust metrics can help provide incentives for the right behavioral outcomes.. CDPs new supply chain report analyzes environmental data disclosed through CDP in 2021 from 11,400+ corporate suppliers. The energy industry is facing unprecedented times. If you're leading diversity, equity, and inclusion programs at a big company, you belong in this family. Our position is to both recognize that we can do more in corporate diversity and to follow through on our commitments. Return policy
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. Top management is involved in and. What are the core competencies of Sodexo Diversity and how it can add value going future? This is the 14th year Sodexo has been recognized as a top diversity leader by DiversityInc. The balanced scorecard allows managers to look at the business from four different perspectives. This content is available to employees of Catalyst Supporters only. In May 2022, Sodexo was named a DiversityInc Hall of Fame company. Sodexo also prioritizes training and education, which includes numerous learning labs, workshops, and events throughout the country. The Catalyst Award is the premier recognition of organizational diversity, equity, and inclusion initiatives driving representation and inclusion for women. . This case profiles the evolution of Sodexo's diversity initiative. Members may download one copy of our sample forms and templates for your personal use within your organization. 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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. These programs are delivered through multiple channels, including eight employee network groups (ENGs) for diverse employees including women, African-Americans, and former military personnel. Information availability relative to need. A cornerstone of Sodexo's diversity strategy is the company's diversity scorecard. 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. 2022 Board.org LLC. Does Diversity Training Work the Way Its Supposed To. 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.. EcoVadis is a collaborative platform used to evaluate Corporate Responsibility performance. 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. Additionally, CEO George Chavel chairs the Diversity Leadership Council and reports on diversity progress to an external diversity and inclusion Board of Advisors. Go to contentGo to the main menuGo to search Change Location Worldwide Worldwide Change Location Americas The company assesses mentoring effectiveness by tracking return on investment and monitors ENG members career progress through an innovative employee network commitment survey. What can I do? 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. 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. DiversityInc Best Practices is designed to help you find data, solutions and best practices to diversity-management questions and strategies. 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. English Deutsch Franais Espaol Portugus Italiano Romn Nederlands Latina Dansk Svenska Norsk Magyar Bahasa Indonesia Trke Suomi Latvian Lithuanian esk . Gain the intel you need now to successfully anticipate and navigate employment laws, stay compliant and mitigate legal risks. These four perspectives / components of Balance Scorecard are . We offer inclusive programs and practices, such as DE&I learning and flexibility, to support the diverse needs of our employees. At Sodexo, our bonus-eligible employees have part of their bonus tied specifically to completing diversity, equity and inclusion training and activities. Claims and complaints handling
The Balanced scorecard is an integrated approach to assesses performance of business strategy and how changes can be made in the areas such as financial objectives and goals, customer preferences and choice architecture, operations management and supply chain bottleneck resolutions, and organizations learning ability and capacity building
Diversity scorecards used to be all about representation. If you are an employee of a Catalyst Supporter, please make sure you registeredandlogged in using your work email address. This recognition demonstrates key progress on our carbon strategy. During that same time period, the number of women on the executive committee increased from three (18.8 percent) to five (20 percent). By DiversityInc Staff Please enable scripts and reload this page. Best Practices From Sodexo, Monsanto, Nielsen and General Motors. Please log in as a SHRM member before saving bookmarks. 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. We need to challenge each other. Please purchase a SHRM membership before saving bookmarks. Data on new hires are reviewed quarterly.
To request permission for specific items, click on the reuse permissions button on the page where you find the item. evaluation of behaviours such as participating in training, mentoring, and doing community outreach. In 2002, Dr. Rohini Anand was hired by Michel Landel, CEO of Sodexo, North America. We need to assess if we are going to hit the benchmarks that were looking to achieve and how to get there, he says. Additionally, targets for increasing minority- and women-owned dealerships are set each year, with an overall five-year plan in mind. 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. 3 min read. Balanced Scorecard analysis of Sodexo Diversity is a comprehensive effort to integrate and align strategy and operations. 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. 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. 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. Companies are increasingly using metrics or "diversity scorecards" to measure progress in hiring, promoting and retaining women and minority employees. Sodexo is a constituent of the FTSE4Good Index following the June 2020 review. Second, the company measures supplier diversity spending. Ive been in energy services my entire career, and I had gotten used to being the only woman in the room. Sodexo is proud of the work we've done to date in diversity management and fostering an equitable and inclusive corporate culture, but there is still more work to do. Sodexo ranked #2 for gender balance within its governing bodies among 2021 French publicly listed companies. Find the latest news and members-only resources that can help employers navigate in an uncertain economy. diversity strategy. Balanced Scorecard approach focuses on comprehensive metrics rather than only local optimization in various spheres such as financials, operations, internal processes, and customers needs. Theoretically there are no great disadvantages of Balance Scorecard approach but in practices managers face a number of hurdles such as
I could have instituted it or demanded it myself. 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. 2022, Sodexo was named sodexo diversity scorecard DiversityInc Hall of Fame company leading,... 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