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. 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.. Frankly, you dont even have to be a manager to make a difference in your company. Feel free to connect with us if you need business research. Information availability relative to need. The senior executives . Board.org is owned and operated by FiscalNote, Inc. 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. Diversity scorecards used to be all about representation. Claudia Diaz Singer was promoted at The J.M. And that was it. diversity; sodexo . The initiative focuses on Sodexo's more than 15,000 salaried employees working at 6,000 client sites and offices throughout the United States. 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. 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By DiversityInc Staff Some even link metrics to key business objectives, and ultimately to compensation. Sodexo, based in Gaithersburg, Md., recently ranked sixth on DiversityIncs list of top 50 Companies for Diversity. 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. 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." Were not just telling the organization what happened. Of the companys estimated 9,000 employees, 27 percent are minorities and 23 percent females; of its 30 officers, 20 percent are minorities and 24 percent are females. 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. Over time, the metrics focused on hiring percentages, voluntary turnover rate and promotions into management. 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. Refresh Data Frequently: At General Motors, there is a six-month recap on all diversity scorecard data plus an annual refresh. 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. 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. One of the key aspects of being able to measure and hold people accountable for diversity is to essentially make sure diversity is in alignment with the business mission or business strategies, Hubbard said. Why all the energy preamble on International Womens Day? Return policy Most recently, I spoke with Hart Energy and was featured in their Diversity in Energy publication. Anand and Landel worked with several executives to develop and implement systems that were conducive to a diversity strategy. 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. Timely delivery of goods and services 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. 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. percentages for the workfor ce, management and t op executives. 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. , Ever since Kevin Hourican took over as President and CEO of Sysco in 2020, the company has seen a lot of positive change when it comes to workplace fairness. var currentUrl = window.location.href.toLowerCase(); Fight for the things that you care about, but do it in a way that will lead others to join you. Additionally, CEO George Chavel chairs the Diversity Leadership Council and reports on diversity progress to an external diversity and inclusion Board of Advisors. DiversityInc Best Practices is designed to help you find data, solutions and best practices to diversity-management questions and strategies. 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. But the president and senior leadership of Johns Hopkins are very involved and committed and want to make this happen.. 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. 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. 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;}'; Ive been in energy services my entire career, and I had gotten used to being the only woman in the room. As for the results, Anand said the percentage of minority employees at the company has increased 23 percent since the diversity scorecard and accountability program was implemented, while the percentage of female employees has risen 11 percent. 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. B. 46), Nielsen (No. 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. Make sure that the idea of scorecards and accountability is aligned with the culture of your organization, Sodexos Anand said. - Are we innovative and ready for the future? 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. For the 17th consecutive year, Sodexo has been ranked as one of the top-rated companies of the Restaurants & Leisure Facilities on the S&P Global Dow Jones Sustainability World Index. They would measure gender and racial percentages for the workforce, management and top executives. SHRM Employment Law & Compliance Conference, Diversity and Inclusion Metrics and Analytics, Diversity Accountability Requires More Than Numbers, New OSHA Guidance Clarifies Return-to-Work Expectations, Trump Suspends New H-1B Visas Through 2020, Faking COVID-19 Illness Can Have Serious Consequences, Automate HR reporting and analytics with Employee Cycle, How HR Technology Supports Diversity and Inclusion. 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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