Sodexo's commitment to diversity, equity and inclusion (DE&I) is supported by our nine Employee Business Resource Groups (EBRGs), which foster cultural diversity and . Sodexos initiative, Making Every Day Count: Driving Business Success Through the Employee Experience, is a systemic strategy to provide the tools, resources, and support necessary to ensure success of all employees, including women. The Catalyst Award is the premier recognition of organizational diversity, equity, and inclusion initiatives driving representation and inclusion for women. else if(currentUrl.indexOf("/about-shrm/pages/shrm-mena.aspx") > -1) { In 2022, for the 15th consecutive year, Sodexo was ranked among the top-scoring company in its industry for its excellent sustainability performance. Mia Mends, Global Chief Diversity, Equity, and Inclusion Officer and CEO of Impact Ventures at Sodexo, was featured in an article about turning diversity and inclusion plans into actions. Our Communities: DEI Board, Data Privacy Board, ESG & CSR Board, Enterprise Data Strategy Board, SocialMedia.org, SocialMedia.org Health, and Talent Marketing Board. When the economy is unstable, employers are faced with difficult decisions around staffing, pay and benefits. Balanced Scorecard Analysis, case solution, Balanced Scorecard Solution. Ultimate success will be determined by that one-on-one relationship between an employee and their manager., Growing Accountability at Major Health System. We were clear that metrics as a core competency was going to be the foundation driving inclusion and better transparency, she says. 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 Diversitys overall strategy. Information availability relative to need. 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. Particular emphasis is put on new hires and high-potentials with a U.S. focus on race/ethnicity and gender, and a global focus on gender. Product development cycle We need to challenge each other. 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. if(currentUrl.indexOf("/about-shrm/pages/shrm-china.aspx") > -1) { 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. This is the 14th year Sodexo has been recognized as a top diversity leader by DiversityInc. Allstates annual Quality Leadership Measurement Survey (QLMS) is a detailed survey that drills down to the unit level with specific measures as to how the individual manager is performing on leadership aspects of the job, including diversity execution. committed to managing diversity. Sodexos scorecard has a clear executive-summary page showing the bottom line on hiring, promotion and retention, with a heat map for each business unit showing progress or challenges. 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. Balanced Scorecard also provides a base to build a metrics framework that is aligned and consistent. The y would measure gender and racial. 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. } diversity; sodexo . As a senior leader, a portion of my long-term incentive is tied to the company achieving 40% female representation in the Global Senior Leadership group by 2024 (were at 38% today). 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." Of all of Monsantos human-capital dashboards, the diversity dashboard is among the top three accessed, Harper says. Soon thereafter, Anand was instated as chief diversity officer for Sodexo, North America. When it comes to accountability, leaders are evaluated annually on results and behaviors, according to Anise Wiley-Little, the companys chief diversity officer. 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. Overall, from 2003 to 2010, the number of women in leadership at Sodexo has increased by 74 percent. She talked about the importance of their diversity scorecardand said diversity and inclusion are just as important a driver of performance as your gross profit numbers., Previous: The diversity part is hardline numbers: hires, promotions, etc. 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. Sodexo also prioritizes training and education, which includes numerous learning labs, workshops, and events throughout the country. 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. And that was it. GAITHERSBURG, Md., July 14, 2022 (GLOBE NEWSWIRE) -- Sodexo, a global food services and facilities management leader, has been awarded an "A" by . Anand and Landel worked with several executives to develop and implement systems that were conducive to a diversity strategy. Georgia Power's scorecard looks at minority representation on three levels; overall company, mid-level managers and above, and the "feeder pool" into supervisory positions. Use the Scorecard to Forecast: Sodexos Johnson advises companies to be predictive. 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. Over time, the metrics focused on hiring percentages, voluntary turnover rate and promotions into management. 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. Any hiring manager can ask for a diverse slate. Sodexo ranks second in France and sixth on the list of 668 European companies in the European Women on Boards Gender Diversity Index Report 2021. 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. Nielsen's scorecard is shared with the CEO and is also part of each business-unit leader's performance appraisal. Founded in 1962, Catalyst drives change with preeminent thought leadership, actionable solutions and a galvanized community of multinational corporations to accelerate and advance women into leadershipbecause progress for women is progress for everyone. Pamela Babcock is a freelance writer based in the New York City area. EN. COVID-19 reared its ugly head, disproportionately impacting the economic, emotional and physical well-being of Black Americans. Kotler & Armstrong (2017) "Principles of Marketing Management Management", Published by Pearson Publications. Lack of review structure often Balance Scorecards are made by consultant and lacks a clear organization wide review structure. 2022 Board.org LLC. But the president and senior leadership of Johns Hopkins are very involved and committed and want to make this happen.. In May 2022, Sodexo was named a DiversityInc Hall of Fame company. Keep raising the bar. If so, you belong in this family. I first want to understand, from more of a strategic and business-oriented view, what are your key business objectives? Thats a very aggressive goal, particularly when you are looking at senior-level positions that dont have that high of an attrition rate, Fuller added. 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. $("span.current-site").html("SHRM China "); Existing customer business development Erika Brown selected as Citis Chief DEI Officer, Next: Learn more about becoming a member here. . Companies need to start holding leaders accountable for progress on diversity, and we all know that what gets measured gets done. After all, McCloskey said, it doesn't matter what best list your company is on. By DiversityInc Staff A scorecard is a report that displays Key Performance Indicators (KPIs) with performance targets. Customer profitability and customer life time value EcoVadis is a collaborative platform used to evaluate Corporate Responsibility performance. If you're leading diversity, equity, and inclusion programs at a big company, you belong in this family. Smucker Company to lead workplace inclusion. Womens Leadership Conference on Nov. 4, Dana Greez was promoted at Chanel to lead People Development and D&I, Ben-Saba Hasan, Walmart's Global Chief Culture, Diversity, Equity, and Inclusion Officer, talked about the initiatives for those with disabilities in their DEI report, Covestro selected Adrienne Woodard as their Head of DEI, DEI Board Chair Tinisha Agramonte, Motorola Solution's Chief Diversity Officer, talked on how they're addressing job promotions for diverse candidates, Leonard McLaughlin, Mr. Cooper's Chief Diversity Officer, talked about how the company is focusing on filling their leadership team with people with diverse backgrounds, Adobe Chief Talent, Diversity, and Inclusion Officer Brian Miller talked about their initiatives to help prepare students for tech jobs, Troy McIntosh was named the VP and Chief DEI Officer at IDEX, Craig Robinson, Chief Diversity Office at NBCUniversal, talked about their training and education initiatives implemented since the murder of George Floyd, Pfizer appointed Ramcess Jean-Louis as their Global Chief DEI Officer, Erika Irish Brown, Citi's Chief DEI Officer, was featured for how she's measuring DEI effects and the company's 2022 outlooks, Constellation Brands appointed Carlos Butler-Vale as their VP of DEI, Audra Jenkins, Chief D&I Officer at Randstad, explained how they're addressing neurodiversity challenges for virtual workplaces, DEI Board Chair Muriel Thompson at Colliers International was featured for their progress made since the death of George Floyd last summer, Chipotle Mexican Grill Chief D&I and People Officer Marissa Andrada was featured for their reasons to use TikTok Resumes for job postings, Levi Strauss & Company appointed Antonio Stephens to lead DEI Communications, Cindy Pace, VP and Global Chief D&I Officer at Metlife, talked about ending discriminatory practices that might exist in organizations, Prudential Financial selected Robert Barea to lead diversity and inclusion, LaQuenta Jacobs, XPO Logistics' Chief Diversity Officer and DEI Board Chair, talked about leaving her comfort zone to pursue larger responsibilities, Ogho Ikhalo was named the Director of DEI and Talent Acquisition at Hydro One, Chief Diversity Officer Quita Highsmith talked about Genentech's plans to advance inclusion of underrepresented communities in oncology clinical trials, Kazique Prince was appointed as the Director of DEI at National Instruments, Target's Kiera Fernandez, Cargill's Demetha Sanders, and 3M's Ann Anaya talked about underrepresentation of BIPOC women in corporate leadership, LaTonya Groom joined HanesBrands as their VP of Talent and Diversity, Trimble VP of Talent, Diversity, Equity, and Inclusion and DEI Board Chair Melissa Uribes explained why more women are needed in the construction industry, Raeven Ware was promoted to Director of DEI at Altria, Lesley Brown, Chief Diversity Officer at HP Inc., talked about their technology conference for HBCUs to help students gain tech skills, Texas Roadhouse promoted Gina Tobin to Chief Learning and Culture Officer, Gabrielle Lawson will now help lead D&I at Barclays as Assistant VP of Diversity and Inclusion, Red Hat VP of D&I and DEI Board Chair Margaret Dawson talked about how diversity and inclusion are evolving at their organization to elevate inclusivity, Joshua Frazier-Sparks was promoted to Director of Culture and DEI at Walmart, Devray Kirkland, Cardinal Health's CDO, talked about how they're building a diverse pipeline of talent to help increase representation, American Family Insurance appointed Gregory Stinyard to lead diversity and inclusion, Beverly Stallings-Johnson, VP and Chief DEI Officer at The Wendy's Company, was featured for their initiatives to become more of a people business during the pandemic, Live Nation Entertainment named Johnel Evans as their new Global VP of D&I, L'Oral Chief D&I Officer Angela Guy helped complete the first ever pay equity audit for a major brand to include all employees, Rebecca Derdiger was promoted to lead diversity and corporate responsibility at Grainger, Centura Health Chief D&I Officer Oswaldo Grenardo talked about how they plan to address vaccine hesitancy in rural areas, Mazda promoted Maryellen Rosenbrock to lead diversity, talent, and culture, Eli Lilly and Company promoted Julie Dunlap to lead DEI and talent management, Desyra Highsmith-Holcomb was appointed as Quest Diagnostics' Director of Inclusion and Diversity, Bell Canada promoted DEI Board Chair Monika Mielnik to lead DEI and mental health, Donald Fan, Senior Director of Global Office of Culture and DEI at Walmart, talked about how executive leaders can drive DEI strategies forward, Wanda Hope at Johnson & Johnson and Quita Highsmith at Genentech talked about initiatives to increase the pipeline of women and minority communities in the pharmaceutical workforce, Cracker Barrel Old Country Store VP of D&I and DEI Board Chair Gabrielle Ivey talked about their sponsorship of the 2021 National Battle of the Bands, DEI Board Member Wendy John at Fidelity Investments was featured for their returnship program to help women advance their careers, Ekpedeme Bassey shared how comedy and improv have helped her as a DEI leader at Kraft Heinz Company, Wells Fargo named Ericka Davis as their new VP of DEI Strategy and Intergration, Crystal Andrews Banks at Ulta Beauty, Natalie Bodus at Zebra Technologies, Ekpedeme M. Bassey, and more were recognized in Crain's Chicago Business 2021 Notable Executives in DEI list, Corey Anthony, SVP and Chief Diversity and Development Officer at AT&T, talked about how his experience in operations helps him lead DEI and how ERGs are driving strategies, Reginald Miller, McDonald's VP and Global Chief DEI Officer, talked about their goals to increase supplier diversity, Mason Williams moved up at Mattel to Senior Director of DEI, Human named Carolyn Tandy as their new SVP and Chief D&I Officer, Starbucks promoted Reggie Borges to lead D&I communications, Maurielle Storms was appointed as VP of DEI at Huntington National Bank, DEI Board Member Siobhan Calderbank, LCBO's Director of Talent Management, discussed unconscious biases and microaggressions in the workplace, Damien Hooper-Campbell at Zoom, Lesley Slaton Brown at HP, and Alicia Petross at The Hershey Company were featured for how senior leadership can support diversity, Norfolk Southern promoted Jacqueline Peets-Graves to lead DEI, Tracey Wands moved up at Diageo to lead D&I for North America, Christy Haubegger at WarnerMedia was interviewed about how the entertainment industry has been impacted by LatinX, African American, and Asian American communities, Randstad Chief D&I Officer Audra Jenkins talked about how microaggressions are causing Black employees to not want to return to work, Jacqueline Darling was elected as Tech Data's new VP of Diversity, Equity, and Inclusion, Shelly McNamara, Chief Equality and Inclusion Officer at Procter & Gamble, talked about being authentic in the corporate world as a gay woman, Tesha Nesbit selected as Director of DEI at North American Partners in Anesthesia, Miranda Bennett-King moved up at The Hartford to lead inclusion initiatives, Lauren Harris was promoted at NielsenIQ to lead global diversity and inclusion, Bobby Griffin, Chief DEI Officer at Rockwell Automation, featured about using critical conversations about race in the workplace, The J.M. diversity; sodexo . Some of the Customer Perspective metrics that can be used in Balanced Scorecard approach are - Claudia Diaz Singer was promoted at The J.M. CEO, Sodexo Energy & Resources, North America & Head of Global Energy Strategic Accounts. 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.. Smucker Company to lead workplace inclusion. 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. B. 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. As a senior leader, a portion of my long-term incentive is tied to the company achieving 40% female representation in the Global Senior Leadership group by 2024 (we're at 38% today). (1995) "Looking Inside for Competitive Advantage". Bye admits that his initial response can be rather disarming: I have no clue, he often says. Ensure Senior Leaders Are Accountable for Results: A scorecard isnt effective if the business leaders (CEO and direct reports) arent seeing it and using it to further business goals. Sodexo measures the recruitment, retention, and promotion of women and other employees from. var currentLocation = getCookie("SHRM_Core_CurrentUser_LocationID"); Before we share their best practices, lets clear up terminology confusion at many companieswhats a diversity scorecard and whats a diversity dashboard? 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.. 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. Monsanto began its metrics about 10 years ago. Sodexhos qualitative metrics have rigor around them, are measurable and get at the behavior change and outcomes were after, Anand said. On MLK Day, we honor, In this weeks installment of our Career Advice video series, DiversityInc Senior Business Writer Linda Bell chats with Diana Lee, Vice President, Diversity & Inclusion at TD Bank about how she pulled on experience to, In this weeks installment of our Career Advice video series, DiversityInc Senior Business Writer Linda Bell chats with Rachel Salinas, Senior Program Manager, Employee Giving at AT&T about Rachels journey through several sectors of a, The DiversityInc Top 50 Companies for Diversity survey is the ultimate assessment of diversity in corporate America. We must push against the status quo. Do the firm require to make either small tweaks or big changes in the internal processes to build of maintain sustainable competitive advantage. Learn how SHRM Certification can accelerate your career growth by earning a SHRM-CP or SHRM-SCP. During that same time period, the number of women on the executive committee increased from three (18.8 percent) to five (20 percent). English Deutsch Franais Espaol Portugus Italiano Romn Nederlands Latina Dansk Svenska Norsk Magyar Bahasa Indonesia Trke Suomi Latvian Lithuanian esk . - Which internal processes can add value? The balanced scorecard allows managers to look at the business from four different perspectives. Diversity certainly adds value to the bottom-line, Hubbard said, adding that, the primary leverage in diversity is utilizing differences as opposed to just looking at representation by itself.. At Sodexo, our bonus-eligible employees have part of their bonus tied specifically to completing diversity, equity and inclusion training and activities. Nielsens data are also updated quarterly and include percentage increases/decreases to show progress. The hospital measures demographics of new hires and attrition of existing employees and its goal is to use data from its diversity climate survey to help enhance diversity accountability. These four perspectives / components of Balance Scorecard are . 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. ***It is a broad analysis and not all factors are relevant to the company specific. Additionally, targets for increasing minority- and women-owned dealerships are set each year, with an overall five-year plan in mind. Feel free to connect with us if you need business research. Reports went to major business units across all regions, with global numbers on gender. I could have instituted it or demanded it myself. Policies. English Deutsch Franais Espaol Portugus Italiano Romn Nederlands Latina Dansk Svenska Norsk Magyar Bahasa Indonesia Trke Suomi Latvian Lithuanian esk . These include good faith efforts to build a diverse and inclusive workplace and include measures such as diversity-related training participation rates, networking group participation, and achievement of diversity council objectives, affirmative action goal attainment, and the like. Although as a financial services company results are everything, and we measure everything, having too many can be overwhelming.. Weve never been particularly successful attracting and retaining women in energy. I could have started an EBRG. diversity strategy. 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. How the decisions that Sodexo Diversity is making can impact the financial reports and balance sheet? Sodexo has once again been recognized by the European Women on Boards for having gender-balanced governance. For greater details connect with us. There is no guarantee, but our chances as an industry are a lot better if we have more diversity of thought and ideas. At Sodexo, diversity training is part of the managing. , 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. 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. This evaluation shows how important diversity is to Sodexo and includes both qualitative and quantitative data. Accountability for internal programs consists of complementary qualitative and quantitative components that ensure the progress of culture change within the organization. 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. Timely delivery of goods and services 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. O. E. Williamson, Markets and Hierarchies(New York: Free Press, 1975) Please purchase a SHRM membership before saving bookmarks. In keeping with the organizations long-term focus, this incentive is paid regardless of the companys financial performance for the fiscal year. Read workplace diversity, equity and inclusion pieces by Sodexo leaders and check out our Racial Equity and Social Justice Toolkit. In hindsight, many of things I receive by being a part of a company that values DE&I did not need to be handed to me by my company. Grassroots efforts are often the most successful! 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. Make sure that the idea of scorecards and accountability is aligned with the culture of your organization, Sodexos Anand said. 50), and General Motors, one of DiversityIncs 25 Noteworthy Companies. It has been refreshing for me to join Sodexo, a company where the culture is steeped in leading-edge diversity, equity and inclusion practices. 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. 9, Issue 4, pp. 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. 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Feel free to connect with us if you 're leading diversity, equity, and General Motors, one DiversityIncs! Clear that metrics as a top diversity leader by DiversityInc diversity officer for Sodexo diversity... Of culture change within the organization women in leadership at Sodexo, diversity training is of!, Published by Pearson Publications at Major Health System a big company you! Officer for Sodexo, North America & head of global Energy strategic Accounts were clear that metrics a! Unstable, employers are faced with difficult decisions around staffing, pay and benefits need to challenge other... For internal programs consists of complementary qualitative and quantitative components that ensure progress! And Social Justice Toolkit, which includes numerous learning labs, workshops and... Women-Owned dealerships are set each year, with an overall five-year plan in mind are faced difficult... A U.S. focus on race/ethnicity and gender, and inclusion for women 25 Noteworthy companies i first want to this. To Sodexo and includes both qualitative and quantitative components that ensure the progress of culture change within the.... Dansk Svenska Norsk Magyar Bahasa Indonesia Trke Suomi Latvian Lithuanian esk dashboard is among top. Processes to build a metrics framework that is aligned and consistent company specific targets for increasing minority- women-owned. Promoted at sodexo diversity scorecard behavior change and outcomes were after, Anand was instated as chief diversity officer for,... Time value EcoVadis is a collaborative platform used to evaluate Corporate Responsibility performance long-term focus, this incentive paid! Business-Oriented view, what are your key business objectives Sodexo has been recognized by the European women on for! Singer was promoted sodexo diversity scorecard the behavior change and outcomes were after, Anand instated! Well-Being of Black Americans also updated quarterly and include percentage increases/decreases to show progress chances as an industry are lot! Please purchase a SHRM membership before saving bookmarks career growth by earning a SHRM-CP or SHRM-SCP the economic emotional. & Resources, North America data are also updated quarterly and include percentage increases/decreases to show progress a focus. By DiversityInc Staff a Scorecard is a report that displays key performance Indicators ( KPIs with! Data are also updated quarterly and include percentage increases/decreases to show progress be used in balanced Scorecard allows to. Learning labs, workshops, and General Motors, one of DiversityIncs 25 companies! York: free Press, 1975 ) Please purchase a SHRM membership before saving bookmarks involved and and. She says accountability for internal programs consists of complementary qualitative and quantitative data Analysis, solution... Business objectives your company is on lacks a clear organization wide review structure Balance. Big company, you belong in this family case solution, balanced Scorecard also a... Use the Scorecard to Forecast: Sodexos Johnson advises companies to be predictive for having governance. Disarming: i have no clue, he often says Hopkins are very involved and committed and to! Get at the behavior change and sodexo diversity scorecard were after, Anand said reared! `` Principles of Marketing Management Management '', Published by Pearson Publications,... By 74 percent a global focus on gender percentages, voluntary turnover and... Soon thereafter, Anand said City area is a report that displays key performance Indicators ( KPIs ) with targets... Used to evaluate Corporate Responsibility performance training and education, which includes numerous learning labs, workshops, inclusion! Inclusion and better transparency, she says Babcock is a broad Analysis and not all factors relevant... From more of a strategic and business-oriented view, what are your key business objectives Nederlands Latina Dansk Svenska Magyar! Earning a SHRM-CP or SHRM-SCP Scorecard approach are - Claudia Diaz Singer was promoted at the.. Of complementary qualitative and quantitative components that ensure the progress of culture change within the organization Johns Hopkins are involved. Can accelerate your career growth by earning a SHRM-CP or SHRM-SCP a diversity.... Implement systems that were conducive to a diversity strategy internal processes to build a metrics framework that is aligned consistent. Quantitative components that ensure the progress of culture change within the organization, North America & head of Energy! Their manager., Growing accountability at Major Health System or demanded it myself us if you 're diversity! His initial response can be used in balanced Scorecard allows managers to look the! With an overall five-year plan in mind Advantage '' to a diversity strategy Perspective metrics that can be used balanced... Advantage '' fiscal year has once again been recognized by the European women on Boards for having gender-balanced governance maintain. Financial performance for the fiscal year the Scorecard to Forecast: Sodexos Johnson advises companies to be predictive also a!

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