What can companies do? 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. Nielsen's scorecard is shared with the CEO and is also part of each business-unit leader's performance appraisal. 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 Monsanto, the scorecard really is a measure of progress, says Melissa Harper, Vice President, Global Talent Acquisition and Diversity & Inclusion. Fight for the things that you care about, but do it in a way that will lead others to join you. They have a detailed scorecard process for leaders. 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). Go to contentGo to the main menuGo to search Change Location Worldwide Worldwide Change Location Americas 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. Weve found that good, robust metrics can help provide incentives for the right behavioral outcomes.. Return policy Communities for people leading change at the world's biggest companies. I would like to think this message is common knowledge, but I keep finding its not. Were not just telling the organization what happened. Please purchase a SHRM membership before saving bookmarks. 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. New sales as a percentage of total sales In 2002, Dr. Rohini Anand was hired by Michel Landel, CEO of Sodexo, North America. The energy industry is facing unprecedented times. This evaluation shows how important diversity is to Sodexo and includes both qualitative and quantitative data. A recession followed, worsening the employment outlook for Black workers. Are you leading diversity, equity, and inclusion at a big company? 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. Of the companys estimated 9,000 employees, 27 percent are minorities and 23 percent females; of its 30 officers, 20 percent are minorities and 24 percent are females. Sodexo has made great strides to promote and make diversity in the organization a major priority. Of all of Monsantos human-capital dashboards, the diversity dashboard is among the top three accessed, Harper says. 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. Why is it called a Balanced Scorecard? At Sodexo, the diversity scorecard factors into senior executives year-end bonuses. The initiative focuses on Sodexo's more than 15,000 salaried employees working at 6,000 client sites and offices throughout the United States. Academy of Management Executive, Vol. Read workplace diversity, equity and inclusion pieces by Sodexo leaders and check out our Racial Equity and Social Justice Toolkit. Monsanto reviews its dashboard with its board of directors twice a year, and with Chairman and CEO Hugh Grant and his direct reports at periodic meetings with the HR leadership team and the executive D&I council. EcoVadis is a collaborative platform used to evaluate Corporate Responsibility performance. Policies. No degree, big problem. But experts caution that its much more than a numbers game. At General Motors, the HR director of each business supplies the scorecard information to the functional leads, CEO Mary Barras direct reports. Does Diversity Training Work the Way Its Supposed To. 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. Ultimate success will be determined by that one-on-one relationship between an employee and their manager., Growing Accountability at Major Health System. 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. Sodexo ranked #2 for gender balance within its governing bodies among 2021 French publicly listed companies. You have successfully saved this page as a bookmark. The balanced scorecard allows managers to look at the business from four different perspectives. Virtual & Washington, DC | February 26-28, 2023. - Are we innovative and ready for the future? - How do customers perceive Sodexo Diversity? Sodexo is committed to supporting diversity and inclusion and safety, while upholding the highest standards of corporate responsibility and ethical business conduct. 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. 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.. This year, Sodexo received a B score. Particular emphasis is put on new hires and high-potentials with a U.S. focus on race/ethnicity and gender, and a global focus on gender. The diversity part is hardline numbers: hires, promotions, etc. It has been refreshing for me to join Sodexo, a company where the culture is steeped in leading-edge diversity, equity and inclusion practices. A proportion Not an employee of a Supporter? 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. Keep raising the bar. This case profiles the evolution of Sodexo's diversity initiative. 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. Balanced Scorecard analysis of Sodexo Diversity is a comprehensive effort to integrate and align strategy and operations. 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. var currentUrl = window.location.href.toLowerCase(); 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. If you are an employee of a Catalyst Supporter, please make sure you registeredandlogged in using your work email address. At EMBA PRO, we believe that Balanced Scorecard approach is highly efficient strategic tool to formulate a cohesive strategy. - What is important for Sodexo Diversity shareholders? EN. These programs are delivered through multiple channels, including eight employee network groups (ENGs) for diverse employees including women, African-Americans, and former military personnel. 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. Theoretically there are no great disadvantages of Balance Scorecard approach but in practices managers face a number of hurdles such as Overall, from 2003 to 2010, the number of women in leadership at Sodexo has increased by 74 percent. 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. The Balance Scorecard of each company varies based on the nature, size of the firm and industry it operates in. EN. 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. Sodexo measures the recruitment, retention, and promotion of women and other employees from. Some people can give you really good answers to that, others cant, Bye said. Before we share their best practices, lets clear up terminology confusion at many companieswhats a diversity scorecard and whats a diversity dashboard? O. E. Williamson, Markets and Hierarchies(New York: Free Press, 1975) While almost 70% of jobs require a bachelors degree or higher, fewer than 50% of workers have one. Nielsens data are also updated quarterly and include percentage increases/decreases to show progress. The challenge to attract students to the industry is a relatively new one, except when it comes to women. Additionally, CEO George Chavel chairs the Diversity Leadership Council and reports on diversity progress to an external diversity and inclusion Board of Advisors. Diverse companies are more successful. Smucker Company to lead workplace inclusion. 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Companies are increasingly using metrics or "diversity scorecards" to measure progress in hiring, promoting and retaining women and minority employees. In keeping with the organizations long-term focus, this incentive is paid regardless of the companys financial performance for the fiscal year. We asked four companies that have developed scorecards and dashboards to share their philosophies and best practicesSodexo (No. A number of times they often clash with the chain of command in the organization. I have seen in my own company how senior-level sponsorship and high employee engagement are critical to driving progress. 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. Data collection challenges apart from digitally native companies, traditional organizations still faces lots of problem in collecting and organizing data. For greater details connect with us. Results from the Sodexo Diversity Index and Balanced Scorecard impact 10 to 25 percent of bonus compensation for senior executives, depending on leadership level. At Sodexo, our bonus-eligible employees have part of their bonus tied specifically to completing diversity, equity and inclusion training and activities. 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 scorecard is a conversation starter, a tool used to engage leaders in a conversation about internally reflecting the clients and communities we serve, she says. Broadly there are four main components / features of Balance Scorecard. Feel free to connect with us if you need business research. She noted that bonuses for diversity and inclusion efforts are decoupled from the finances of the company and paid regardless of company financial results in any given year. Reports went to major business units across all regions, with global numbers on gender. Barney, J. We are pressured to create shareholder value, deliver dividends, use our own cash flow to ensure continued oil and gas production, reduce carbon emissions in current production and transition to a future based on renewable sources of energy. To answer that question, I need to look at what youre trying to achieve. 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. If you're leading diversity, equity, and inclusion programs at a big company, you belong in this family. 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. Inclusion and safety, while upholding the highest standards of Corporate Responsibility and ethical business.. 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