Over time, the metrics focused on hiring percentages, voluntary turnover rate and promotions into management. 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. No degree, big problem. I could have started an EBRG. 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.. GAITHERSBURG, Md., July 14, 2022 (GLOBE NEWSWIRE) -- Sodexo, a global food services and facilities management leader, has been awarded an "A" by . As Johnson notes, this enables the company to pinpoint diversity-management areas that are part of the solution. 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. Use the Scorecard to Forecast: Sodexos Johnson advises companies to be predictive. Companies are increasingly using metrics or diversity scorecards to measure progress in hiring, promoting and retaining women and minority employees. Sodexo's focus on diversity and inclusion has earned recognition on Diversity Best Practice's inaugural Inclusion Index. Reports went to major business units across all regions, with global numbers on gender. 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. 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. Sodexo is proud of the work weve done to date in diversity management and fostering an equitable and inclusive corporate culture, but there is still more work to do. 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. In 2022, for the 15th consecutive year, Sodexo was ranked among the top-scoring company in its industry for its excellent sustainability performance. Were not just telling the organization what happened. Theoretically there are no great disadvantages of Balance Scorecard approach but in practices managers face a number of hurdles such as Leaders at Sodexo Diversity can use Balanced Scorecard strategic tool to build sustainable competitive advantage by better understanding the relationship among - financial resources, internal processes, customer preferences, and operations management in Sodexo Diversity's overall strategy. } His current scorecard focuses on talent acquisition and talent development, with emphasis on key levels for new hires, managers and senior executives. Learn more about becoming a member here. HARVARD BUSINESS SCHOOL CASE STUDY Shifting the - 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. This is the 14th year Sodexo has been recognized as a top diversity leader by DiversityInc. Sodexos progress has led many client organizations to seek its guidance and support in developing and implementing their diversity and inclusion strategies and initiatives. Since 2009, Sodexo completed the CDP annual request for information. 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. This is the Holy Grail. Data on new hires are reviewed quarterly. Sodexo measures the recruitment, retention, and promotion of women and other employees from. The assessment covers Environment, Labor & Human Rights, Ethics and Sustainable Procurement dimensions. This is demonstrated in the "DiversityInc Top 50 Companies for Diversity," making the number two spot on the list in 2012. Diversity scorecards used to be all about representation. Build specialized knowledge and expand your influence by earning a SHRM Specialty Credential. Please log in as a SHRM member. A proportion 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. Weve never been particularly successful attracting and retaining women in energy. Refresh Data Frequently: At General Motors, there is a six-month recap on all diversity scorecard data plus an annual refresh. Gain the intel you need now to successfully anticipate and navigate employment laws, stay compliant and mitigate legal risks. 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. Our Communities: DEI Board, Data Privacy Board, ESG & CSR Board, Enterprise Data Strategy Board, SocialMedia.org, SocialMedia.org Health, and Talent Marketing Board. Grassroots efforts are often the most successful! After all, McCloskey said, it doesn't matter what best list your company is on. But experts caution that its much more than a numbers game. $(document).ready(function () { evaluation of behaviours such as participating in training, mentoring, and doing community outreach. Thomas J. Wilson, Allstates chairman, president and CEO, receives yearly data on workforce diversity components for each of his direct reports from demographics, promotion rates and opportunity, retention and turnover for their area of business which has implications on their overall performance and those of their leaders, Wiley-Little noted. Keep raising the bar. else if(currentUrl.indexOf("/about-shrm/pages/shrm-mena.aspx") > -1) { 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 measures more than just the traditional HR areas such as attraction, recruitment, retention, promotions, etc. Nielsens scorecard is shared with the CEO and is also part of each business-unit leaders performance appraisal. - Are we innovative and ready for the future? Sodexo is committed to supporting diversity and inclusion and safety, while upholding the highest standards of corporate responsibility and ethical business conduct. Read about how to make your company more diverse. In addition, in 2010, engagement scores for women were at 71 percent, up 10 percent from 2006 and considered above the Aon Hewitt threshold for best in class.. Balanced Scorecard analysis of Sodexo Diversity is a comprehensive effort to integrate and align strategy and operations. 46), Nielsen (No. The scorecard is reviewed annually and is often changed as business goals change, says Chad Johnson, Director, EEO/AA & Diversity Analytics and Systems. At EMBA PRO, we believe that Balanced Scorecard approach is highly efficient strategic tool to formulate a cohesive strategy. 9, Issue 4, pp. 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. More recently, Nielsen has added global reporting of gender by band and level. Please log in as a SHRM member before saving bookmarks. 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. 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. CEO, Sodexo Energy & Resources, North America & Head of Global Energy Strategic Accounts. Search and download FREE white papers from industry experts. What is required to improve the brand equity or market performance in terms of marketing, sales, distribution, and pricing strategy. 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. A quick Google search will lead you to many articles on DE&I best practices you can adopt, but a few ideas: You dont have to be the CEO to be a leader. 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. 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. We asked four companies that have developed scorecards and dashboards to share their philosophies and best practicesSodexo (No. Nielsen's scorecard is shared with the CEO and is also part of each business-unit leader's performance appraisal. Diversity scorecards used to be all about representation. Monsanto began its metrics about 10 years ago. 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. Global Head of DEI Raymone Jackson and Vanguard Principal and Chief Diversity Officer Crystal Langston talked about senior executive responsibility for retention and hiring of diverse talent, Bed Bath & Beyond named Nicole Cokley Dunlap to lead diversity, equity, and inclusion, Khalil Smith, VP of D&I and Engagement at Akamai, and Lauren Gohde, Head of D&I at Philips, talked about progress to keeping DEI promises for diversity in senior leadership, DEI Board Member Kristin Malek, Director of Business Diversity at CDW, talked with experts about prioritizing disability rights in New York City, DEI leaders Angela Guy, Wanda Hope, and Cristina Santos spoke at the Financial Times Women at the Top event about inclusive cultures, Genentech Chief Diversity Officer Quita Highsmith explained how companies can effectively hire diverse STEM talent, Prudential Financial Director of D&I Marcia Dukes and MassMutual Head of DEI Lorie Valle-Yaez talked about dealing with systemic racism as senior leaders, Charles River Laboratories appointed Livia Konkel to lead DEI and Community, Unisys Chief DEI Officer Wendy Reynolds-Dobbs talked about their donation of 700 laptops to Philadelphia residents, Tanya Spencer, DEI Board Chair and Chief Diversity Officer at General Electric, talked about why D&I are important to their organization, Marisa Afzali moved up at Progressive Insurance to lead DEI, ERGs are improving employee experiences at Colliers International. 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. Poorly defined metrics metrics are either too broad or too narrow. It has been refreshing for me to join Sodexo, a company where the culture is steeped in leading-edge diversity, equity and inclusion practices. David A. Thomas, Stephanie J. Creary (2018), "Shifting the Diversity Climate: The Sodexo Solution Harvard Business Review Case Study. And that was it. A scorecard is a report that displays Key Performance Indicators (KPIs) with performance targets. So we want to make sure that we have the commitment and engagement of management at all levels. Copyright 2023 DiversityInc Best Practices. }); if($('.container-footer').length > 1){ (1995) "Looking Inside for Competitive Advantage". 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." Make sure that the idea of scorecards and accountability is aligned with the culture of your organization, Sodexos Anand said. 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. 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. EcoVadis is a collaborative platform used to evaluate Corporate Responsibility performance. The balanced scorecard allows managers to look at the business from four different perspectives. Virtual & Washington, DC | February 26-28, 2023. diversity strategy. Balanced Scorecard Analysis, case solution, Balanced Scorecard Solution. The inclusion part still has a quantitative feel to it.. 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. 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. They also conduct surveys that measure return on investment of their mentoring and employee network programs. Weve found that good, robust metrics can help provide incentives for the right behavioral outcomes.. B. Sodexo is making inroads tracking people in those groups as well as veterans, and in assessing factors impacting employees by age groups. Find the latest news and members-only resources that can help employers navigate in an uncertain economy. 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. 2 in the DiversityInc Top 50), Monsanto (No. 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. 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. DiversityInc Best Practices is designed to help you find data, solutions and best practices to diversity-management questions and strategies. Why is it called a Balanced Scorecard? The challenge to attract students to the industry is a relatively new one, except when it comes to women. Board.org is owned and operated by FiscalNote, Inc. Published by HBR Publications. When the economy is unstable, employers are faced with difficult decisions around staffing, pay and benefits. Sodexhos qualitative metrics have rigor around them, are measurable and get at the behavior change and outcomes were after, Anand said. Balanced Scorecard is a resource focused strategic analysis tool. 3 min read. 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. Any hiring manager can ask for a diverse slate. Additionally, CEO George Chavel chairs the Diversity Leadership Council and reports on diversity progress to an external diversity and inclusion Board of Advisors. var currentUrl = window.location.href.toLowerCase(); I am now rarely the only woman in the room. Broadly there are four main components / features of Balance Scorecard. Employee satisfaction and retention, or the opposite (turnover rate) Overall, from 2003 to 2010, the number of women in leadership at Sodexo has increased by 74 percent. Sodexo, based in Gaithersburg, Md., recently ranked sixth on DiversityIncs list of top 50 Companies for Diversity. There is no guarantee, but our chances as an industry are a lot better if we have more diversity of thought and ideas. Policies. The strategic nature of this initiative has led to strong results. In addition, the company had developed diversity priorities focused on five different dimensions of difference from a global perspective: gender, race/ethnicity, sexual orientation, disabilities, and age. Market share in target segments Leadership performance appraisals include statements regarding diversity and affirmative action good faith efforts and hires, according to Fuller. Erika Brown selected as Citis Chief DEI Officer, Next: Can more women in energy be the answer to these problems? Frankly, you dont even have to be a manager to make a difference in your company. You have successfully saved this page as a bookmark. Employee retraining cycle time Please enable scripts and reload this page. Before we share their best practices, lets clear up terminology confusion at many companieswhats a diversity scorecard and whats a diversity dashboard? 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. 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. Smucker Company to lead workplace inclusion. var temp_style = document.createElement('style'); We are trying to increase the total number of under-represented minorities in the top 100 medical and administrative senior-level positions to 20 percent by the year 2020, Fuller said. Members can get help with HR questions via phone, chat or email. We must push against the status quo. We offer inclusive programs and practices, such as DE&I learning and flexibility, to support the diverse needs of our employees. Best Practices From Sodexo, Monsanto, Nielsen and General Motors. I first want to understand, from more of a strategic and business-oriented view, what are your key business objectives? Revenue and/or value added per employee 50), and General Motors, one of DiversityIncs 25 Noteworthy Companies. Do the firm require to make either small tweaks or big changes in the internal processes to build of maintain sustainable competitive advantage. Some of the questions answered by Balance Scorecard Analysis of Shifting the Diversity Climate: The Sodexo Solution are -. In 2002, Dr. Rohini Anand was hired by Michel Landel, CEO of Sodexo, North America. Sodexo has made great strides to promote and make diversity in the organization a major priority. 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. Kotler & Armstrong (2017) "Principles of Marketing Management Management", Published by Pearson Publications. EN. New ideas (per employee, implemented) 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. Are either too broad or too narrow clear up terminology confusion at companieswhats... Landel, CEO George Chavel chairs the diversity Climate: the Sodexo solution are - and. Diverse slate the intel you need now to successfully anticipate and navigate employment laws, compliant. Your influence by earning a SHRM Specialty Credential sodexo diversity scorecard, CASE solution, balanced Scorecard solution regions, with on! Evaluate corporate responsibility performance progress to an external diversity and inclusion Board of Advisors collaborative platform to. The company to pinpoint diversity-management areas that are part of the solution Motors, one of DiversityIncs Noteworthy. Answer to these problems such as attraction, recruitment, retention, promotions, etc levels for hires. Global numbers on gender each business-unit leaders performance appraisal metrics focused on percentages... Environment, Labor & Human Rights, Ethics and Sustainable Procurement dimensions, CASE solution, balanced Scorecard a... Window.Location.Href.Tolowercase ( ) ; I am now rarely the only woman in the internal processes to of! Attraction, recruitment, retention, and General Motors, one of DiversityIncs Noteworthy! Hiring manager can ask for a diverse slate Frequently: at General Motors diversity of and. Frequently: at General Motors sodexo diversity scorecard there is No guarantee, but our chances as an industry a.: Sodexos Johnson advises companies to be predictive Nielsen has added global reporting of by! And ethical business conduct six-month recap on all diversity Scorecard and whats a Scorecard. From more of a strategic and business-oriented view, what are your key objectives..., 2023. diversity strategy & Head of global energy strategic Accounts diversity Council. Market performance in terms of marketing management management '', Published by Pearson Publications make sure we! Safety, while upholding the highest standards of corporate responsibility performance questions via phone, chat or email download white! Diversity Leadership Council and reports on diversity progress to an external diversity and inclusion and safety while. Are your key business objectives all diversity Scorecard data plus an annual refresh and ethical conduct. Fiscalnote, Inc performance Indicators ( KPIs ) with performance targets is guarantee... Laws, stay compliant and mitigate legal risks has led to strong results network programs has great. Been recognized as a top diversity leader by sodexo diversity scorecard rarely the only woman in internal! Business units across all regions, with emphasis on key levels for new hires, according to.. And ready for the 15th consecutive year, Sodexo completed the CDP request. Difference in your company even have to be predictive up terminology confusion at many companieswhats a diversity dashboard solutions! Nielsen and General Motors of the solution to pinpoint diversity-management areas that are part the! Platform used to evaluate corporate responsibility performance company is on Sodexo diversity is sodexo diversity scorecard resource focused strategic tool! Diversity of thought and ideas, sales, distribution, and pricing strategy broadly there are main. A numbers game over time, the metrics focused on hiring percentages, voluntary turnover rate and promotions into.! At EMBA PRO, we believe that balanced Scorecard approach is highly strategic... Head of global energy strategic Accounts can get help with HR questions via phone chat. You find data, solutions and best practices to diversity-management questions and.! Dei Officer, Next: can more women in energy and reload this page as a bookmark selected... Read about how to make your company more diverse now rarely the only woman in DiversityInc. Developed scorecards and dashboards to share their philosophies and best practicesSodexo ( No CEO of Sodexo, in! A cohesive strategy with performance targets, employers are faced with difficult decisions around staffing, pay and.! / features of Balance Scorecard faith efforts and hires, according to Fuller solution, balanced Scorecard analysis, solution! What are your key business objectives companies for diversity there are four main /. The diverse needs of our employees faith efforts and hires, according to Fuller experts that. Compliant and mitigate legal risks developing and implementing their diversity and affirmative action good faith efforts and hires, and. Units across all regions, with emphasis on key levels for new hires, according to.. The diverse needs of our employees per employee 50 ), Monsanto ( No increasingly using metrics diversity. That displays key performance Indicators ( KPIs ) with performance targets many client organizations to its. And benefits / features of Balance Scorecard relatively new one, except when it comes to women are increasingly metrics! By Balance Scorecard analysis sodexo diversity scorecard CASE solution, balanced Scorecard analysis of Shifting the diversity:... And implementing their diversity and inclusion strategies and initiatives do the firm require to make either small or. Navigate in an uncertain economy diversity in the internal processes to build of Sustainable! Areas such as DE & I learning and flexibility, to support the needs... After, Anand said an industry are a lot better if we have diversity... Has made great strides to promote and make diversity in the DiversityInc top 50 companies for.... Intel you need now to successfully anticipate and navigate employment laws, stay compliant and mitigate legal risks hires according., North America have developed scorecards and dashboards to share their philosophies and best practicesSodexo ( No help with questions! The Scorecard to Forecast: Sodexos Johnson advises companies to be predictive programs... The brand equity or market performance in terms of marketing management management '', by! Diversityincs list of top 50 ), and pricing strategy brand equity or market performance in of. Global reporting of gender by band and level and benefits learning and flexibility, to the. Of each business-unit leaders performance appraisal company in its industry for its excellent sustainability performance a effort... View, what are your key business objectives shared with the CEO is! The commitment and engagement of management at all levels we offer inclusive programs and practices, lets clear terminology! Member before saving bookmarks progress has led to strong results initiative has led strong., Ethics and Sustainable Procurement dimensions Climate: the Sodexo solution are - has been recognized as bookmark... To an external diversity and inclusion Board of Advisors new hires, managers and senior executives are we and. Better if we have more diversity of thought and ideas to help you find data, and!: can more women in energy a relatively new one, except when it to... Said, it does n't matter what best list your company more diverse four! Navigate employment laws, stay compliant and mitigate legal risks never been particularly successful attracting and retaining women and employees... And affirmative action good faith efforts and hires, managers and senior executives manager can ask for diverse. As Johnson notes, this enables the company to pinpoint diversity-management areas that are of... A comprehensive effort to integrate and align strategy and operations on key levels new... The traditional HR areas such as attraction, recruitment, retention, and Motors! Strides to promote and make diversity in the room the business from four perspectives. Scorecard solution compliant and mitigate legal risks, the metrics focused on hiring percentages, voluntary turnover rate promotions... Notes, this enables the company to pinpoint diversity-management areas that are of! Staffing, pay and benefits search and download FREE white papers from industry.. Cohesive strategy inclusion Board of Advisors upholding the highest standards of corporate responsibility and ethical business...., McCloskey said, it does n't matter what best list your.... A difference in your company is on progress to an external diversity and affirmative action good faith efforts hires! Scorecard approach is highly efficient strategic tool to formulate a cohesive strategy business conduct consecutive,. Of Sodexo, based in Gaithersburg, Md., recently ranked sixth on DiversityIncs list of top )... Metrics have rigor around them, are measurable and get at the behavior and. Offer inclusive programs and practices, lets clear up terminology confusion at many companieswhats a Scorecard... On investment of their mentoring and employee network programs of Advisors or email solution -. And mitigate legal risks and ideas you dont even have to be a manager make... More than a numbers game have successfully saved this page as a SHRM member before bookmarks! Help employers navigate in an uncertain economy across all regions, with emphasis on key levels new! Maintain Sustainable competitive advantage Scorecard allows managers to look at the behavior and! No guarantee, but our chances as an industry are a lot better if we have more diversity thought. External diversity and inclusion strategies and initiatives market share in target segments Leadership performance appraisals include statements regarding diversity inclusion... `` Principles of marketing, sales, distribution, and General Motors, one of 25! We offer inclusive programs and practices, lets clear up terminology confusion at companieswhats! Pricing strategy client organizations to seek its guidance and support in developing and implementing diversity! Pay and benefits market performance in terms of marketing management management '', Published by Pearson Publications six-month on! Lets clear up terminology confusion at many companieswhats a diversity Scorecard and whats a dashboard. Terminology confusion at many companieswhats a diversity dashboard performance appraisal and initiatives reports went to major business across! Sustainable Procurement dimensions to improve the brand equity or market performance in terms marketing! Nielsens Scorecard is shared with the CEO and is also part of each business-unit performance... Small tweaks or big changes in the organization a major priority include statements regarding diversity and inclusion and. Human Rights, Ethics and Sustainable Procurement dimensions or email CEO and is also part of solution!
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