We asked four companies that have developed scorecards and dashboards to share their philosophies and best practicesSodexo (No. Diversity scorecards used to be all about representation. 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. Board.org is owned and operated by FiscalNote, Inc. Make sure that the idea of scorecards and accountability is aligned with the culture of your organization, Sodexos Anand said. Please log in as a SHRM member before saving bookmarks. To request permission for specific items, click on the reuse permissions button on the page where you find the item. The balanced scorecard allows managers to look at the business from four different perspectives. Kaplan and Norton approach to organization performance is What you measure is what you get. 50), and General Motors, one of DiversityIncs 25 Noteworthy Companies. var temp_style = document.createElement('style'); 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. We need to assess if we are going to hit the benchmarks that were looking to achieve and how to get there, he says. They have a detailed scorecard process for leaders. At Sodexo, our bonus-eligible employees have part of their bonus tied specifically to completing diversity, equity and inclusion training and activities. 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 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. At Sodexo, our bonus-eligible employees have part of their bonus tied specifically to completing diversity, equity and inclusion training and activities. 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. . Bye admits that his initial response can be rather disarming: I have no clue, he often says. 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. Shifting the Diversity Climate: The Sodexo Solution case study provides a strategic dilemma for the protagonist. b. It has been refreshing for me to join Sodexo, a company where the culture is steeped in leading-edge diversity, equity and inclusion practices. - Are we innovative and ready for the future? For an example of a diversity dashboard from Monsanto, click here. 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. Lack of review structure often Balance Scorecards are made by consultant and lacks a clear organization wide review structure. 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. 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. 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. 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. Diverse companies are more successful. 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. Sodexo's focus on diversity and inclusion has earned recognition on Diversity Best Practice's inaugural Inclusion Index. Pamela Babcock is a freelance writer based in the New York City area. 2 in the DiversityInc Top 50), Monsanto (No. Nielsens data are also updated quarterly and include percentage increases/decreases to show progress. The company has come a long way throughout its establishment in improving diversity within the company. Smucker Company to lead workplace inclusion. 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. We have certainly learned over time that you can have too many measures, said Wiley-Little of Allstate. Results from the Sodexo Diversity Index and Balanced Scorecard impact 10 to 25 percent of bonus compensation for senior executives, depending on leadership level. A scorecard is a report that displays Key Performance Indicators (KPIs) with performance targets. Employee retraining cycle time In 2022, Sodexo has been placed in the top 1% of companies. Top management is involved in and. 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. Some people can give you really good answers to that, others cant, Bye said. 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. Any hiring manager can ask for a diverse slate. Balanced Scorecard Analysis, case solution, Balanced Scorecard Solution. 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. Best Practices From Sodexo, Monsanto, Nielsen and General Motors. Reports went to major business units across all regions, with global numbers on gender. Why all the energy preamble on International Womens Day? We need to challenge each other. There is no guarantee, but our chances as an industry are a lot better if we have more diversity of thought and ideas. 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." Members can get help with HR questions via phone, chat or email. Your session has expired. 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. Balanced Scorecard is a resource focused strategic analysis tool. Meeting product introduction goals 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. 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. 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. COVID-19 reared its ugly head, disproportionately impacting the economic, emotional and physical well-being of Black Americans. Each manager receives a diversity indicator of factors including headcount shift, hiring, promotions, promotions into management and flow of talent (attrition rates) in a heat map to make it pretty simplistic.. What are the core competencies of Sodexo Diversity and how it can add value going future? Ultimate success will be determined by that one-on-one relationship between an employee and their manager., Growing Accountability at Major Health System. 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 so, you belong in this family. diversity; sodexo . Angela Talton, Senior Vice President, Global Diversity & Inclusion, Nielsen, worked collaboratively to create a scorecard when she moved into her role two years ago. English Deutsch Franais Espaol Portugus Italiano Romn Nederlands Latina Dansk Svenska Norsk Magyar Bahasa Indonesia Trke Suomi Latvian Lithuanian esk . 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. This recognition demonstrates key progress on our carbon strategy. Why is it called a Balanced Scorecard? Can more women in energy be the answer to these problems? By 2010, Sodexo, North America was continuing to gain traction on its diversity strategy, and a global diversity initiative for the group was underway. They would measure gender and racial percentages for the workforce, management and top executives. else if(currentUrl.indexOf("/about-shrm/pages/shrm-mena.aspx") > -1) { The company assesses mentoring effectiveness by tracking return on investment and monitors ENG members career progress through an innovative employee network commitment survey. M. E. Porter, Competitive Strategy(New York: Free Press, 1980) If you're leading diversity, equity, and inclusion programs at a big company, you belong in this family. Find out why and how your organization canbecome one. 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. At Sodexo, the diversity scorecard factors into senior executives year-end bonuses. Some of the Customer Perspective metrics that can be used in Balanced Scorecard approach are - Diversity became a key priority for Sodexo, North America in 2001 after a class-action lawsuit was filed and certified in Washington, D.C. against Sodexo Marriot Services, Inc., the food services division that Sodexo had merged with in 1998. The energy industry is facing unprecedented times. $(document).ready(function () { Existing customer business development This is the 14th year Sodexo has been recognized as a top diversity leader by DiversityInc. More recently, Nielsen has added global reporting of gender by band and level. 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. At Monsanto, the scorecard really is a measure of progress, says Melissa Harper, Vice President, Global Talent Acquisition and Diversity & Inclusion. New ideas (per employee, implemented) 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. Sodexo has made great strides to promote and make diversity in the organization a major priority. 255 Quai de la Bataille de Stalingrad - 92866 Issy-Les-Moulineaux Cedex 9 - France, Benefits and Rewards Services A trusted and responsible partner, Financial Results and Universal Registration Document, Press release on non-financial information, Helping women put food on the table in Latin America. A proportion While the ultimate goals of each organization differ, scorecards generally attempt to track benchmark measurements of various key items relating . We offer inclusive programs and practices, such as DE&I learning and flexibility, to support the diverse needs of our employees. Revenue and/or value added per employee Over time, the metrics focused on hiring percentages, voluntary turnover rate and promotions into management. This content is available to employees of Catalyst Supporters only. The hospitals plan is to have 40 different diversity working groups in departments ranging from radiology and pathology to environmental services. - Which internal processes can add value? EcoVadis is a collaborative platform used to evaluate Corporate Responsibility performance. 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. committed to managing diversity. Terms of use Privacy & cookies. I get asked to speak a lot on this topic. 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. Fight for the things that you care about, but do it in a way that will lead others to join you. 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. A number of times they often clash with the chain of command in the organization. But the president and senior leadership of Johns Hopkins are very involved and committed and want to make this happen.. Everyone can assess the diversity of their own team and their teams teams. , 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. 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. 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. Additionally, CEO George Chavel chairs the Diversity Leadership Council and reports on diversity progress to an external diversity and inclusion Board of Advisors. Need help with a specific HR issue like coronavirus or FLSA? Feel free to connect with us if you need business research. Virtual & Washington, DC | February 26-28, 2023. Subscribe to our email newsletter with stories of people leading diversity, equity, and inclusion at the world's biggest companies. 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. Return policy Search and download FREE white papers from industry experts. Our Communities: DEI Board, Data Privacy Board, ESG & CSR Board, Enterprise Data Strategy Board, SocialMedia.org, SocialMedia.org Health, and Talent Marketing Board. We were clear that metrics as a core competency was going to be the foundation driving inclusion and better transparency, she says. We have confidential conversations you cant have anywhere else. Read about how to make your company more diverse. The aforementioned problems are complex and not easily solved. Balanced Scorecard also provides a base to build a metrics framework that is aligned and consistent. 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.. 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. Diversity scorecards used to be all about representation. What can I do? O. E. Williamson, Markets and Hierarchies(New York: Free Press, 1975) This year, Sodexo received a B score. Sodexo is making inroads tracking people in those groups as well as veterans, and in assessing factors impacting employees by age groups. 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. 46), Nielsen (No. 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. No degree, big problem. Sodexo agrees and commits to maintain a diversity and inclusion component to its annual bonus plan for bonus-eligible managers during the term of this Decree. var currentUrl = window.location.href.toLowerCase(); Please log in as a SHRM member. Soon thereafter, Anand was instated as chief diversity officer for Sodexo, North America. I am now rarely the only woman in the room. percentages for the workfor ce, management and t op executives. - How do customers perceive Sodexo Diversity? If youre driving meaningful change on complicated issues, weve got a board seat for you. GAITHERSBURG, Md., July 14, 2022 (GLOBE NEWSWIRE) -- Sodexo, a global food services and facilities management leader, has been awarded an "A" by . However, more work still needed to be done to engage employees around the world in the company's diversity initiatives. 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. 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. 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." During that same time period, the number of women on the executive committee increased from three (18.8 percent) to five (20 percent). Grassroots efforts are often the most successful! 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. Copyright 2023 DiversityInc Best Practices. 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 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. In keeping with the organizations long-term focus, this incentive is paid regardless of the companys financial performance for the fiscal year. These programs are delivered through multiple channels, including eight employee network groups (ENGs) for diverse employees including women, African-Americans, and former military personnel. Nielsen's scorecard is shared with the CEO and is also part of each business-unit leader's performance appraisal. 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. Use the Scorecard to Forecast: Sodexos Johnson advises companies to be predictive. 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. Sodexo measures more than just the traditional HR areas such as attraction, recruitment, retention, promotions, etc. 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. For greater details connect with us. Leadership performance appraisals include statements regarding diversity and affirmative action good faith efforts and hires, according to Fuller. HARVARD BUSINESS SCHOOL CASE STUDY Shifting the - Sodexo. }); if($('.container-footer').length > 1){ 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. Communities for people leading change at the world's biggest companies. I could have started an EBRG. Frankly, you dont even have to be a manager to make a difference in your company. Stories of people leading diversity, equity, and inclusion programs at the world's biggest companies. So we want to make sure that we have the commitment and engagement of management at all levels.
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