If you are an employee of a Catalyst Supporter, please make sure you registeredandlogged in using your work email address. I could have started an EBRG. else if(currentUrl.indexOf("/about-shrm/pages/shrm-mena.aspx") > -1) { Dont Ignore Groups Less Easy to Count: The elephants in the room with diversity data continue to be LGBT people and people with disabilities, since it is difficult for companies to get an accurate count for both those demographics. Please purchase a SHRM membership before saving bookmarks. You have successfully saved this page as a bookmark. New sales as a percentage of total sales 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.. Kaplan and Norton approach to organization performance is What you measure is what you get. Grassroots efforts are often the most successful! Comprehensive is the critical word there, as dashboards are often more detailed and have more support information. Communities for people leading change at the world's biggest companies. Some even link metrics to key business objectives, and ultimately to compensation. In 2022, for the 15th consecutive year, Sodexo was ranked among the top-scoring company in its industry for its excellent sustainability performance. A scorecard is a report that displays Key Performance Indicators (KPIs) with performance targets. Of all of Monsantos human-capital dashboards, the diversity dashboard is among the top three accessed, Harper says. 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. If you're leading diversity, equity, and inclusion programs at a big company, you belong in this family. Existing customer business development SHRM Employment Law & Compliance Conference, Diversity and Inclusion Metrics and Analytics, Diversity Accountability Requires More Than Numbers, New OSHA Guidance Clarifies Return-to-Work Expectations, Trump Suspends New H-1B Visas Through 2020, Faking COVID-19 Illness Can Have Serious Consequences, Automate HR reporting and analytics with Employee Cycle, How HR Technology Supports Diversity and Inclusion. Return policy The hospitals plan is to have 40 different diversity working groups in departments ranging from radiology and pathology to environmental services. Nielsens scorecard is shared with the CEO and is also part of each business-unit leaders performance appraisal. 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. 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. Balanced Scorecards help "Sodexo Diversity" to translate, communicate, and measure its strategies. The aforementioned problems are complex and not easily solved. 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 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. 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. 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. Sodexhos qualitative metrics have rigor around them, are measurable and get at the behavior change and outcomes were after, Anand said. Virtual & Washington, DC | February 26-28, 2023. 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. In May 2022, Sodexo was named a DiversityInc Hall of Fame company. 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. Policies. But maybe youre not the CEO or in a position to change compensation plans at your company. Email, phone, or Skype. - Are we innovative and ready for the future? 49-61. 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 Sodexo also prioritizes training and education, which includes numerous learning labs, workshops, and events throughout the country. Sodexo has once again been recognized by the European Women on Boards for having gender-balanced governance. 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. Find the latest news and members-only resources that can help employers navigate in an uncertain economy. This year, Sodexo received a B score. $('.container-footer').first().hide(); Sodexo measures more than just the traditional HR areas such as attraction, recruitment, retention, promotions, etc. The initiative focuses on Sodexo's more than 15,000 salaried employees working at 6,000 client sites and offices throughout the United States. Break-even time realized. 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. Build specialized knowledge and expand your influence by earning a SHRM Specialty Credential. Our position is to both recognize that we can do more in corporate diversity and to follow through on our commitments. 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. 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. We believe that this is a long-term commitment and a journey, Anand noted. 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). Barney, J. 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.. 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. Although many companies use the two terms interchangeably, there really is a difference. Diversity scorecards used to be all about representation. 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. 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. What can companies do? Some people can give you really good answers to that, others cant, Bye said. 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. Since 2009, Sodexo completed the CDP annual request for information. Timely delivery of goods and services 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. Intentional innovation to support the military, Environmental Services and Infection Prevention, Convenience, Office Coffee, and Micro Markets, Engage Employees with Satisfying Food Services, Sodexos Actions to Mitigate Impacts of Coronavirus, leading-edge diversity, equity and inclusion practices. O. E. Williamson, Markets and Hierarchies(New York: Free Press, 1975) percentages for the workfor ce, management and t op executives. Please enable scripts and reload this page. New ideas (per employee, implemented) 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. 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. Members may download one copy of our sample forms and templates for your personal use within your organization. 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.. Balanced Scorecard Analysis, case solution, Balanced Scorecard Solution. Second, the company measures supplier diversity spending. 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. Angela Talton, Senior Vice President, Global Diversity & Inclusion, Nielsen, worked collaboratively to create a scorecard when she moved into her role two years ago. More recently, Nielsen has added global reporting of gender by band and level. 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. To answer that question, I need to look at what youre trying to achieve. Although as a financial services company results are everything, and we measure everything, having too many can be overwhelming.. Share the Knowledge: Monsanto actually has created an automated dashboard that enables HR staff globally to assess its data to use for talent strategies, succession planning and people reviews. By the time we report everything out, its all history. HARVARD BUSINESS SCHOOL CASE STUDY Shifting the - Sodexo. The balanced scorecard allows managers to look at the business from four different perspectives. This content is available to employees of Catalyst Supporters only. The inclusion part still has a quantitative feel to it.. 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: 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. Revenue and/or value added per employee Sodexo is making inroads tracking people in those groups as well as veterans, and in assessing factors impacting employees by age groups. Companies generally fail at implementing a strategy or managing operations because they lack an overarching management system to integrate and align these vital processes. A dashboard shows scorecard information with other related items, such as reports, charts and grids. Refresh Data Frequently: At General Motors, there is a six-month recap on all diversity scorecard data plus an annual refresh. 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. 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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