sodexo diversity scorecard

Balanced Scorecard approach focuses on comprehensive metrics rather than only local optimization in various spheres such as financials, operations, internal processes, and customers needs. David A. Thomas, Stephanie J. Creary (2018), "Shifting the Diversity Climate: The Sodexo Solution Harvard Business Review Case Study. For example, a large corporation might want to improve market share while a government or nonprofit organization might want to accomplish a more challenging mission. Some even link metrics to key business.. Please confirm that you want to proceed with deleting bookmark. Finally, it uses three work environment surveys to benchmark management and culture change initiatives; an internal employee survey, Fortune's Great Place To Work Trust Index and DiversityInc annual surveys. Sodexo has made great strides to promote and make diversity in the organization a major priority. The scorecard also assesses efforts at diversity-and-inclusion training throughout the organization and in many ways incorporates elements of dashboards. Sodexo also prioritizes training and education, which includes numerous learning labs, workshops, and events throughout the country. They have a detailed scorecard process for leaders. 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. 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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. 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. Before we share their best practices, lets clear up terminology confusion at many companieswhats a diversity scorecard and whats a diversity dashboard? var currentLocation = getCookie("SHRM_Core_CurrentUser_LocationID"); Subscribe to our email newsletter with stories of people leading diversity, equity, and inclusion at the world's biggest companies. Pamela Babcock is a freelance writer based in the New York City area. Another way to look at it, according to Data Enthusiast, is that a scorecard shows progress over time while a dashboard is a comprehensive snapshot of the moment. If you dont have metrics and scorecards for other things you cant just have them for diversity., Think carefully about the behaviors that you want. Balanced Scorecard also provides a base to build a metrics framework that is aligned and consistent. } 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. 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. 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. Please log in as a SHRM member before saving bookmarks. Companies generally fail at implementing a strategy or managing operations because they lack an overarching management system to integrate and align these vital processes. Smucker Company to lead workplace inclusion. Gain the intel you need now to successfully anticipate and navigate employment laws, stay compliant and mitigate legal risks. Most recently, I spoke with Hart Energy and was featured in their Diversity in Energy publication. Any hiring manager can ask for a diverse slate. By 2010, Sodexo, North America was continuing to gain traction on its diversity strategy, and a global diversity initiative for the group was underway. Sodexo is making inroads tracking people in those groups as well as veterans, and in assessing factors impacting employees by age groups. Does Diversity Training Work the Way Its Supposed To. 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. 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. Sodexo measures more than just the traditional HR areas such as attraction, recruitment, retention, promotions, etc. 46), Nielsen (No. 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. What can I do? The biggest advantage of Balance Scorecard approach for Shifting the Diversity Climate: The Sodexo Solution is that it provides senior executives and leaders with a framework that they can use to develop a holistic strategy rather than just optimizing just one part of the business. The y would measure gender and racial. His current scorecard focuses on talent acquisition and talent development, with emphasis on key levels for new hires, managers and senior executives. Theoretically there are no great disadvantages of Balance Scorecard approach but in practices managers face a number of hurdles such as 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. Meeting product introduction goals But experts caution that its much more than a numbers game. New sales as a percentage of total sales Sodexo ranked #2 for gender balance within its governing bodies among 2021 French publicly listed companies. Market share in target segments 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. The scorecard is reviewed annually and is often changed as business goals change, says Chad Johnson, Director, EEO/AA & Diversity Analytics and Systems. The senior executives . 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. EcoVadis is a collaborative platform used to evaluate Corporate Responsibility performance. As a senior leader, a portion of my long-term incentive is tied to the company achieving 40% female representation in the Global Senior Leadership group by 2024 (we're at 38% today). 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. Our position is to both recognize that we can do more in corporate diversity and to follow through on our commitments. 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. Employee satisfaction and retention, or the opposite (turnover rate) Introduction to Balanced Scorecard Analysis. Employee retraining cycle time Go to contentGo to the main menuGo to search Change Location Worldwide Worldwide Change Location Americas While almost 70% of jobs require a bachelors degree or higher, fewer than 50% of workers have one. CEO, Sodexo Energy & Resources, North America & Head of Global Energy Strategic Accounts. 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. A proportion 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. This is the 14th year Sodexo has been recognized as a top diversity leader by DiversityInc. HARVARD BUSINESS SCHOOL CASE STUDY Shifting the - Sodexo. 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. 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. Were not just telling the organization what happened. Feel free to connect with us if you need business research. At Sodexo, the diversity scorecard factors into senior executives year-end bonuses. A scorecard is a report that displays Key Performance Indicators (KPIs) with performance targets. Privacy & cookies. Keep raising the bar. 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. In Corporate diversity and to follow through on our commitments events throughout the country and education, which includes learning! More than a numbers game sodexo Energy & Resources, North America & Head of Global Energy Accounts! Featured in their diversity in the organization and in assessing factors impacting by. Manager can ask for a diverse slate, North America & Head of Global Energy Strategic.... 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