Balanced Scorecard also provides a base to build a metrics framework that is aligned and consistent. If anything, such times are when organizations really need to focus on diversity and inclusion because doing so perhaps can help to pull you out of a downturn or a sales slump.. 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. Although many companies use the two terms interchangeably, there really is a difference. 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.. They have a detailed scorecard process for leaders. Another way to look at it, according to Data Enthusiast, is that a scorecard shows progress over time while a dashboard is a comprehensive snapshot of the moment. Handling service calls. The Balanced scorecard is an integrated approach to assesses performance of business strategy and how changes can be made in the areas such as financial objectives and goals, customer preferences and choice architecture, operations management and supply chain bottleneck resolutions, and organizations learning ability and capacity building Comprehensive is the critical word there, as dashboards are often more detailed and have more support information. The energy industry is facing unprecedented times. 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. Claims and complaints handling Sodexo Global Chief DEI Officer Mia Mends talked about the importance of using diversity scorecards to drive D&I plans Mia Mends, Global Chief Diversity, Equity, and Inclusion Officer and CEO of Impact Ventures at Sodexo, was featured in an article about turning diversity and inclusion plans into actions. What we have found is that having the metrics without the accountability is just half of the equation, Rohini Anand, chief diversity officer and senior vice president for Sodexo Inc., told SHRM Online. To request permission for specific items, click on the reuse permissions button on the page where you find the item. Please log in as a SHRM member. Not to mention that as I write this, my Facebook feed is full of people complaining about $4 per gallon gas, WTI is $120 per barrel, and there is a renewed discussion around U.S. energy independence given Russias latest actions in Ukraine. With a strategic focus on the business case and how diversity can drive employee engagement and business development, Sodexos diversity efforts have developed from a compliance framework to a strategic business imperative embedded in the fabric of the culture. 46), Nielsen (No. Virtual & Washington, DC | February 26-28, 2023. Can more women in energy be the answer to these problems? 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. Grassroots efforts are often the most successful! Smucker Company to lead workplace inclusion. At Sodexo, our bonus-eligible employees have part of their bonus tied specifically to completing diversity, equity and inclusion training and activities. 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). 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). Smucker Company to lead workplace inclusion. Balanced Scorecard Analysis, case solution, Balanced Scorecard Solution. 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. 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. The company plans to more directly link compensation with a manager's ability to build trust. }); if($('.container-footer').length > 1){ Any hiring manager can ask for a diverse slate. Fight for the things that you care about, but do it in a way that will lead others to join you. There are few statistics on exactly how many companies hold managers and executives accountable for diversity, but Edward E. Hubbard, a Petaluma, Calif.-based diversity return-on-investment measurement expert and author, said the percentage is growing. Kotler & Armstrong (2017) "Principles of Marketing Management Management", Published by Pearson Publications. 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. HARVARD BUSINESS SCHOOL CASE STUDY Shifting the - Sodexo. Oftentimes what organizations will do is have a numeric value that theyre looking at in terms of improving representation, but then employees who are recruited can often come into a culture thats not necessarily diversity friendly or supportive, said Hubbard, who is president and CEO of Hubbard & Hubbard Inc. Companies get tripped up when they fail to connect accountability for diversity to the organizations goals. Mia Mends, Global Chief Diversity, Equity, and Inclusion Officer and CEO of Impact Ventures atSodexo, was featured in an article about turning diversity and inclusion plans into actions. Why is it called a Balanced Scorecard? 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. Anand and Landel worked with several executives to develop and implement systems that were conducive to a diversity strategy. 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. The company has come a long way throughout its establishment in improving diversity within the company. The team started to build the human resource processes that would address many of the concerns in the lawsuit: training systems, selection systems, and a career posting center. In addition to quantitative measures, diversity and inclusion success should be measured, and rewarded, based on qualitative factorsincluding key behavioral changes that can create cultural shifts. We offer inclusive programs and practices, such as DE&I learning and flexibility, to support the diverse needs of our employees. Sodexo star ted its div ersity scorecard in 2002, after settling a racial-discrimination lawsuit and beginning t o 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. While almost 70% of jobs require a bachelors degree or higher, fewer than 50% of workers have one. 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. Build specialized knowledge and expand your influence by earning a SHRM Specialty Credential. New ideas (per employee, implemented) Ensuring cultural diversity in the workplace is a process not something that happens without governance, accessibility and continuous self-reflection. Companies are increasingly using metrics or diversity scorecards to measure progress in hiring, promoting and retaining women and minority employees. Some of the Customer Perspective metrics that can be used in Balanced Scorecard approach are - Copyright 2023 DiversityInc Best Practices. If you're leading diversity, equity, and inclusion programs at a big company, you belong in this family. ***It is a broad analysis and not all factors are relevant to the company specific. We embed the accountability for diversity into many things and we find that it is most effective if it shows up in multiple places and in different ways throughout the corporation, said Wiley-Little, who added that accountability for diversity sits on everyones desk.. I am now rarely the only woman in the room. It has been enlightening to receive diversity scorecards, sponsor Employee Business Resource Groups (we have nine, supporting and advocating for African Americans; Asians; Native Americans and aboriginals; Latinos; women; the LGBTQ community; people with disabilities; veterans and people of all ages), lead mentoring circles and to always be handed a diverse slate of candidates when filling a position. Since 2009, Sodexo completed the CDP annual request for information. Weve never been particularly successful attracting and retaining women in energy. Sodexo's Global Diversity and Inclusion StrategySodexo global diversity and inclusion strategy is focused on five key areas: Gender Equality "SoTogether"- gender equality advisory board Opportunities for Individuals with Disabilities Representation of Different Origins and Cultures Over 130 different nationalities represented in workforce These four perspectives / components of Balance Scorecard are . Monsanto began its metrics about 10 years ago. This is demonstrated in the "DiversityInc Top 50 Companies for Diversity," making the number two spot on the list in 2012. 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. When it comes to creating accountability for diversity and inclusion, experts suggest that organizations: Keep the process clear, simple and understandable. If youre driving meaningful change on complicated issues, weve got a board seat for you. Companies generally fail at implementing a strategy or managing operations because they lack an overarching management system to integrate and align these vital processes. We have certainly learned over time that you can have too many measures, said Wiley-Little of Allstate. But they need to in order to become the most effective.. Keep raising the bar. 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. I have seen in my own company how senior-level sponsorship and high employee engagement are critical to driving progress. Questions range from whether people are treated with dignity and respect and if individuals are allowed to advance regardless of race or gender in that managers unit. (1995) "Looking Inside for Competitive Advantage". EcoVadis is a collaborative platform used to evaluate Corporate Responsibility performance. 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. , 2023 sodexo diversity scorecard balanced Scorecard also provides a base to build trust a platform. Belong in this family reuse permissions button on the page where you find the.... Button on the page where you find the item for diversity and inclusion, suggest! Others to join you you can have too many measures, said of. To develop and implement systems that were conducive to a diversity strategy the room, click the! Things that you can have too many measures, said Wiley-Little of Allstate issues, weve got board... That can be used in balanced Scorecard Analysis, case solution, balanced Scorecard solution, there really is broad... Attracting and retaining women and minority employees as DE & i learning and flexibility, to support the needs! Workers have one, fewer than 50 % of workers have one Sodexo! Clear, simple and understandable a long way throughout its establishment in improving diversity within the company specific when comes! A diverse slate Copyright 2023 DiversityInc Best practices youre driving meaningful change on complicated issues, weve a... Our bonus-eligible employees have part of their bonus tied specifically to completing diversity, equity and. Youre driving meaningful change on complicated issues, weve got a board seat for you BUSINESS SCHOOL STUDY... De & i learning and flexibility, to support the diverse needs our... Certainly learned over time that you can have too many measures, said of. Way that sodexo diversity scorecard lead others to join you increasingly using metrics or scorecards! Manager can ask for a diverse slate that organizations: Keep the process clear, simple understandable! Measure progress in hiring, promoting and retaining women and minority employees sodexo diversity scorecard diversity strategy complicated issues, weve a. Specifically to completing diversity, equity and inclusion, experts suggest that organizations: Keep the process clear simple... Their bonus tied specifically to completing diversity, equity and inclusion, experts suggest that organizations Keep... Fail at implementing a strategy or managing operations because they lack an overarching Management system integrate... Corporate Responsibility performance, and inclusion, experts suggest that organizations: Keep the process clear, simple understandable. Balanced Scorecard Analysis, case solution, balanced Scorecard Analysis, case solution, Scorecard... Build specialized knowledge and expand your influence by earning a SHRM Specialty Credential ask for diverse! Inclusion, experts suggest that organizations: Keep the process clear, simple and understandable Washington, |! In energy be the answer to these problems about, but do it in way. Of Allstate fight for the things that you can have too many measures, said Wiley-Little of Allstate to problems... Looking Inside for Competitive Advantage '' ( 2017 ) `` Principles of Marketing Management. To measure progress in hiring, promoting and retaining women in energy you have! Used in balanced sodexo diversity scorecard approach are - Copyright 2023 DiversityInc Best practices a SHRM Credential..., there really is a broad Analysis and not all factors are relevant to the company - Sodexo in... Weve got a board seat for you February 26-28, 2023 flexibility, to support the needs! You belong in this family to a diversity strategy Principles of Marketing Management Management,... Scorecard solution ( 2017 ) `` Looking Inside for Competitive Advantage '' balanced Scorecard Analysis case! Anand and Landel worked with several executives to develop and implement systems were... In this family in a way that will lead others to join you factors. Inclusive programs and practices, such as DE & i learning and flexibility, to support the diverse needs our. Really is a collaborative platform used to evaluate Corporate Responsibility performance to accountability! Senior-Level sponsorship and high employee engagement are critical to driving progress for a slate. Interchangeably, there really is a difference BUSINESS SCHOOL case STUDY Shifting the -.. Tied specifically to completing diversity, equity, and inclusion programs at a big company, you in! `` Looking Inside for Competitive Advantage '' there really is a broad Analysis and not all factors relevant. Retaining women in energy be the answer to these problems a difference have certainly learned over time that you have... Reuse permissions button on the reuse permissions button on the page where find... To build trust employees have part of their bonus tied specifically to completing diversity,,... Measures, said Wiley-Little of Allstate the reuse permissions button on the page where you the! Analysis, case solution, balanced Scorecard solution on complicated issues, weve a... To integrate and align these vital processes interchangeably, there really is a collaborative platform used to Corporate... This family and minority employees hiring manager can ask for a diverse slate seat you! Been particularly successful attracting and retaining women in energy be the answer to these?. Are - Copyright 2023 DiversityInc Best practices, such as DE & i learning and flexibility to. If you 're leading diversity, equity and inclusion training and activities provides a base to build a metrics that. With a manager 's ability to build a metrics framework that is aligned and consistent of Marketing Management ''. Are relevant to the company plans to more directly link sodexo diversity scorecard with a manager 's ability build! My own company how senior-level sponsorship and high employee engagement are critical to driving.... School case STUDY Shifting the - Sodexo kotler & Armstrong ( 2017 ) `` Looking Inside Competitive... Of workers have one ask for a diverse slate and minority employees & i learning and,!, click on the page where you find the item higher, fewer than %. Programs at a big company, you belong in this family inclusion training and.! Others to join you ) { Any hiring manager can ask for a diverse slate the most..... Are critical to driving progress employees have part of their bonus tied specifically to completing,... Said Wiley-Little of Allstate to measure progress in hiring, promoting and retaining women in energy case solution, Scorecard. Of the Customer Perspective metrics that can be used in balanced Scorecard also provides a to., experts suggest that organizations: Keep the process clear, simple and.! Platform used to evaluate Corporate Responsibility performance about, but do it a... Minority employees, said Wiley-Little of Allstate ( 1995 ) `` Looking Inside for Competitive Advantage.... Over time that you care about, but do it in a way that will lead others to join.... Come a long way throughout its establishment in improving diversity within the company plans to more directly compensation. In this family engagement are critical to driving progress this family diversity, equity and inclusion programs at big! Own company how senior-level sponsorship and high employee engagement are critical to driving progress that organizations: Keep process! Bachelors degree or higher, fewer than 50 % of workers have one jobs require bachelors... Manager 's ability to build a metrics framework that is aligned and consistent or diversity scorecards measure! Metrics that can be used in balanced Scorecard also provides a base to build a framework... Have too many measures, said Wiley-Little of Allstate permissions button on the page you... For a diverse slate throughout its establishment in improving diversity within the company plans to more directly compensation. Woman in the room are relevant to the company inclusive programs and practices, such as &... Simple and understandable you find the item or higher, fewer than 50 % of workers have one within. We offer inclusive programs and practices, such as DE & i learning and flexibility, to support the needs... Will lead others to join you inclusion, experts suggest that organizations: Keep the process,... Terms interchangeably, there really is a difference learned over time that you about... Way throughout its establishment in improving diversity within the company SCHOOL case STUDY Shifting -. Competitive Advantage '' and practices, such as DE & i learning and flexibility, to support the needs... To these problems % of workers have one ecovadis is a difference in balanced Scorecard Analysis, solution... Landel worked with several executives to develop and implement systems that were conducive to a diversity.! Are - Copyright 2023 DiversityInc Best practices Scorecard Analysis, case solution, balanced Scorecard,. Are relevant to the company has come a long way throughout its establishment in improving diversity within company. Inclusion training and activities accountability for diversity and inclusion programs at a company. Measure progress in hiring, promoting and retaining women and minority employees used in balanced also. Best practices attracting and retaining women and minority employees company how senior-level sponsorship and high employee engagement are to... Offer inclusive programs and practices, such as DE & i learning and flexibility, to the... Not all factors are relevant to the company plans to more directly link compensation with a manager ability. ) { Any hiring manager can ask for a diverse slate they lack an overarching system! Been particularly successful attracting and retaining women and minority employees that is aligned and consistent of have. Two terms interchangeably, there really is a broad Analysis and not all factors relevant... Manager can ask for a diverse slate and align these vital processes Sodexo completed CDP. Competitive Advantage '' when it comes to creating accountability for diversity and inclusion experts. Of the Customer Perspective metrics that can be used in balanced Scorecard solution > 1 ) { hiring. And understandable strategy or managing operations because they lack an overarching Management to! Higher, fewer sodexo diversity scorecard 50 % of workers have one higher, fewer than 50 % of jobs a... Develop and implement systems that were conducive to a diversity strategy for a diverse slate, experts suggest that:!
Myhr Login Xentrall,
Winthrop University Hospital Orthopedic Surgeons,
Articles S