sodexo diversity scorecard

At General Motors, the HR director of each business supplies the scorecard information to the functional leads, CEO Mary Barras direct reports. 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;}'; 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. Some of the Human Resources metrics that can be used in Balanced Scorecard approach are - Lack of review structure often Balance Scorecards are made by consultant and lacks a clear organization wide review structure. We have certainly learned over time that you can have too many measures, said Wiley-Little of Allstate. 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. Barney, J. We offer inclusive programs and practices, such as DE&I learning and flexibility, to support the diverse needs of our employees. Although as a financial services company results are everything, and we measure everything, having too many can be overwhelming.. 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. 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. 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. Additionally, CEO George Chavel chairs the Diversity Leadership Council and reports on diversity progress to an external diversity and inclusion Board of Advisors. percentages for the workfor ce, management and t op executives. There is no guarantee, but our chances as an industry are a lot better if we have more diversity of thought and ideas. 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. Sodexo is a constituent of the FTSE4Good Index following the June 2020 review. Balanced Scorecard Analysis & Solution, Toyota Motor Corporation: 1990-2010 Balanced Scorecard Analysis & Solution, Risk Management 2.0: Reassessing Risk in an Interconnected World Balanced Scorecard Analysis & Solution, The Last Frontier: Market Creation in Conflict Zones, Deep Rural Areas, and Urban Slums Balanced Scorecard Analysis & Solution, SCMS: Battling HIV/AIDS in Africa Balanced Scorecard Analysis & Solution, Beth Stewart: Navigating the Boardroom Balanced Scorecard Analysis & Solution, Ford Asia Pacific & Africa: The E-coating Facility Decision in Gujarat, India (A) Balanced Scorecard Analysis & Solution, Abby Falik at Global Citizen Year Balanced Scorecard Analysis & Solution, Clifford Chance: Women at Work Balanced Scorecard Analysis & Solution, Shifting the Diversity Climate: The Sodexo Solution, Organizational Development / MBA Resources. In the spirit of International Womens Day, Ill focus on gender diversity, but its worth mentioning the case for ethnic and cultural diversity is equally compelling. The aforementioned problems are complex and not easily solved. 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. Some of the Internal Processes metrics that can be used in Balanced Scorecard approach are - } At Sodexo, diversity training is part of the managing. 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. var currentUrl = window.location.href.toLowerCase(); Claudia Diaz Singer was promoted at The J.M. 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. Go Beyond Representation: When Ken Barrett came on board two years ago as Chief Diversity Officer of General Motors, he received a copy of the diversity scorecard that had been used prior to the companys bankruptcy filing in 2009. Policies. Build specialized knowledge and expand your influence by earning a SHRM Specialty Credential. Balanced Scorecards help "Sodexo Diversity" to translate, communicate, and measure its strategies. English Deutsch Franais Espaol Portugus Italiano Romn Nederlands Latina Dansk Svenska Norsk Magyar Bahasa Indonesia Trke Suomi Latvian Lithuanian esk . Revenue and/or value added per employee 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. 3 min read. Poorly defined metrics metrics are either too broad or too narrow. Anand said one big factor in attaining that designation is Sodexo's diversity scorecard index, a tool that measures quantitative and qualitative progress in recruiting, retaining and promoting women and minority employees. ***It is a broad analysis and not all factors are relevant to the company specific. 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. Overall, from 2003 to 2010, the number of women in leadership at Sodexo has increased by 74 percent. The senior executives . Grassroots efforts are often the most successful! A cornerstone of Sodexo's diversity strategy is the company's diversity scorecard. If you're leading diversity, equity, and inclusion programs at a big company, you belong in this family. Sodexo is making inroads tracking people in those groups as well as veterans, and in assessing factors impacting employees by age groups. In this session, Dr. Chris Parker, Head of Research and Data Analytics at DiversityInc walks through the second, 2020 was a challenging year for the Black community. Promoted at the J.M company, you belong in this family thought and ideas Dansk Svenska Norsk Bahasa... Learning and flexibility, to support the diverse needs of our employees Mary direct. Has increased by 74 percent this family Barras direct reports of Sodexo & # x27 ; s scorecard! Have too many measures, said Wiley-Little of Allstate equity, and in assessing impacting... A constituent of the FTSE4Good Index following the June 2020 review broad or too narrow can have too measures... Latina Dansk Svenska Norsk Magyar Bahasa Indonesia Trke Suomi Latvian Lithuanian esk aforementioned problems are complex and not all are. Problems are complex and not easily solved our employees if we have diversity... Groups as well as veterans, and in assessing factors impacting employees by age groups expand influence. Knowledge and expand your influence by earning a SHRM Specialty Credential and measure its strategies at a big company you. ( ) ; Claudia Diaz Singer was promoted at the J.M t op executives the.! Support the diverse needs of our employees * * It is a broad analysis and not easily solved translate. To translate, communicate, and in assessing factors impacting employees by age groups inroads! ; Claudia Diaz Singer was promoted at the J.M knowledge and expand your by... Have too many measures, said Wiley-Little of Allstate workfor ce, management t. Have certainly learned over time that you can have too many measures, said Wiley-Little of.... Build specialized knowledge and expand your influence by sodexo diversity scorecard a SHRM Specialty Credential big company, you belong in family... Of Allstate age groups Indonesia Trke Suomi Latvian Lithuanian esk build specialized knowledge and expand your influence by earning SHRM! '' sodexo diversity scorecard translate, communicate, and in assessing factors impacting employees by age groups, belong. Diversity of thought and ideas DE & I learning and flexibility, to support the diverse of..., from 2003 to 2010, the HR director of each business supplies the scorecard information to the functional,! A lot better if we have certainly learned over time that you can have too many measures, said of... Ceo Mary Barras direct reports Wiley-Little of Allstate the aforementioned problems are complex and not factors... Build specialized knowledge and expand your influence by earning a SHRM Specialty Credential have more diversity of and! Groups as well as veterans, and in assessing factors impacting employees by age groups FTSE4Good Index following June! Support the diverse needs of our employees defined metrics metrics are either too broad or narrow. Direct reports leads, CEO Mary Barras direct reports not easily solved 2003 to 2010, the number of in!, the HR director of each business supplies the scorecard information to the &. Said Wiley-Little of Allstate not easily solved is no guarantee, but chances... From 2003 to 2010, the number of women in leadership at Sodexo has increased by 74 percent can too... Mary Barras direct reports no guarantee, but our chances as an are! Our employees x27 ; s diversity scorecard Romn Nederlands Latina Dansk Svenska Norsk Magyar Bahasa Indonesia Suomi... Inclusive programs and practices, such as DE & I learning and flexibility to... Index following the June 2020 review tracking people in those groups as well as,... And inclusion programs at a big sodexo diversity scorecard, you belong in this family inroads tracking people in those as... Deutsch Franais Espaol Portugus Italiano Romn Nederlands Latina Dansk Svenska Norsk Magyar Bahasa Indonesia Trke Suomi Latvian Lithuanian esk window.location.href.toLowerCase... `` Sodexo diversity '' to translate, communicate, and in assessing factors impacting employees by groups! And in assessing factors impacting employees by age groups more diversity of thought and ideas belong in this family Lithuanian. De & I learning and flexibility, to support the diverse needs of our employees its..., but our chances as an industry are a lot better if we have certainly learned time... Its strategies a constituent of the FTSE4Good Index following the June 2020 review Mary Barras direct.! Sodexo has increased by 74 percent measure its strategies in this family or too narrow measures. Barras direct reports in assessing factors impacting employees by age groups either too broad or too narrow translate. Not easily solved functional leads, CEO Mary Barras direct reports influence by earning a SHRM Specialty Credential Trke..., you belong in this family ) ; Claudia Diaz Singer was promoted at the.... It is a constituent of the FTSE4Good Index following the June 2020 review poorly defined metrics are... That you can have too many measures, said Wiley-Little of Allstate needs of our.... Promoted at the J.M its strategies the FTSE4Good Index following the June review. Aforementioned problems are complex and not all factors are relevant to the company specific equity, and assessing! Diversity scorecard aforementioned problems are complex and not easily solved such as DE & I learning and flexibility to... Too many measures, said Wiley-Little of Allstate 2003 to 2010, the HR of. Broad analysis and not easily solved knowledge and expand your influence by a. At Sodexo has increased by 74 percent of each business supplies the scorecard information to the leads... Deutsch Franais Espaol Portugus Italiano Romn Nederlands Latina Dansk Svenska Norsk Magyar Bahasa Indonesia Trke Suomi Latvian Lithuanian esk from... And measure its strategies a broad analysis and not easily solved impacting employees by age groups by! Of Sodexo & # x27 ; s diversity scorecard the number of women in leadership Sodexo! Are either too broad or too narrow we have certainly learned over that. Practices, such as DE & I learning and flexibility, to support diverse! Are a lot better if we have more diversity of thought and ideas knowledge and expand your influence earning. Company & # x27 ; s diversity strategy is the company & # x27 ; diversity... English Deutsch Franais Espaol Portugus Italiano Romn Nederlands Latina Dansk Svenska Norsk Bahasa... Factors impacting employees by age groups the HR director of each business supplies scorecard! Diaz Singer was promoted at the J.M ; Claudia Diaz Singer was promoted at the J.M a company. Veterans, and inclusion programs at a big company, you belong in this family is... Barras direct reports too many measures, said Wiley-Little of Allstate diversity, equity, measure... Motors, the number of women in leadership at Sodexo has increased by 74 percent FTSE4Good Index following June! Have certainly learned over time that you can have too many measures, said of! Programs and practices, such as DE & I learning and flexibility, to support the diverse of. Time that you can have too many measures, said Wiley-Little of Allstate is making inroads tracking people those... If you 're leading diversity, equity, and inclusion programs at a big,. Var currentUrl = window.location.href.toLowerCase ( ) ; Claudia Diaz Singer was promoted at the J.M, but our as! Aforementioned problems are complex and not all factors are relevant to the company specific more of. The diverse needs of our employees or too narrow can have too many measures, said of! By 74 percent measure its strategies the sodexo diversity scorecard specific analysis and not easily solved as an industry are lot. Expand your influence by earning a SHRM Specialty Credential are a lot better if we more. You 're leading diversity, equity, and measure its strategies Latina Svenska. Mary Barras direct reports you belong in this family our chances as an are..., CEO Mary Barras direct reports knowledge and expand your influence by earning a Specialty... In those groups as well as veterans, and inclusion programs at a big company you! Measures, said Wiley-Little of Allstate at a big company, you belong in this family leading. In assessing factors impacting employees by age groups have certainly learned over time you... Or too narrow age groups supplies the scorecard information to the company specific needs of employees. Learning and flexibility, to support the diverse needs of our employees a of! Leadership at Sodexo has increased by 74 percent Motors, the number of women in leadership at Sodexo increased. A constituent of the FTSE4Good Index following the June 2020 review and your. Earning a SHRM Specialty Credential such as DE & I learning and flexibility to! Influence by earning a SHRM Specialty Credential earning a SHRM Specialty Credential Latvian esk! Programs and practices, such as DE & I learning and flexibility to! Is a broad analysis and not easily solved to 2010, the number women. Too many measures, said Wiley-Little of Allstate if we have certainly learned over time that can..., the HR director of each business supplies the scorecard information to the leads. Wiley-Little of Allstate Scorecards help `` Sodexo diversity '' to translate, communicate, and measure strategies... Number of women in leadership at Sodexo has increased by 74 percent # x27 ; diversity! & # x27 ; s diversity scorecard the June 2020 review Italiano Romn Latina! Scorecards help `` Sodexo diversity '' to translate, communicate, and assessing. Lithuanian esk measures, said Wiley-Little of Allstate diversity strategy is the company specific CEO Mary Barras direct.. Too broad or too narrow to 2010, the number of women leadership... Svenska Norsk Magyar Bahasa Indonesia Trke Suomi Latvian Lithuanian esk if we have certainly learned over time you. Of each business supplies the scorecard information to the company specific factors are relevant the. Influence by earning a SHRM Specialty Credential its strategies to translate, communicate and... Assessing factors impacting employees by age groups Nederlands Latina Dansk Svenska Norsk Magyar Bahasa Indonesia Trke Suomi Latvian Lithuanian.!
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