b. Please log in as a SHRM member. They have a detailed scorecard process for leaders. Companies are increasingly using metrics or "diversity scorecards" to measure progress in hiring, promoting and retaining women and minority employees. Our position is to both recognize that we can do more in corporate diversity and to follow through on our commitments. The y would measure gender and racial. Introduction to Balanced Scorecard Analysis. This is demonstrated in the "DiversityInc Top 50 Companies for Diversity," making the number two spot on the list in 2012. New sales as a percentage of total sales Email, phone, or Skype. For the 17th consecutive year, Sodexo has been ranked as one of the top-rated companies of the Restaurants & Leisure Facilities on the S&P Global Dow Jones Sustainability World Index. 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. Broadly there are four main components / features of Balance Scorecard. Return policy And that was it. $('.container-footer').first().hide(); For example, a large corporation might want to improve market share while a government or nonprofit organization might want to accomplish a more challenging mission. 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. Please confirm that you want to proceed with deleting bookmark. } I am now rarely the only woman in the room. Data on new hires are reviewed quarterly. At Sodexo, the diversity scorecard factors into senior executives year-end bonuses. 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 number of times they often clash with the chain of command in the organization. We offer inclusive programs and practices, such as DE&I learning and flexibility, to support the diverse needs of our employees. At General Motors, the HR director of each business supplies the scorecard information to the functional leads, CEO Mary Barras direct reports. Communities for people leading change at the world's biggest companies. 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. Sodexo has made great strides to promote and make diversity in the organization a major priority. By DiversityInc Staff 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.. Were not just telling the organization what happened. 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. 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. 49-61. A recession followed, worsening the employment outlook for Black workers. Claims and complaints handling Comprehensive is the critical word there, as dashboards are often more detailed and have more support information. Subscribe to our email newsletter with stories of people leading diversity, equity, and inclusion at the world's biggest companies. Build specialized knowledge and expand your influence by earning a SHRM Specialty Credential. temp_style.textContent = '.ms-rtestate-field > p:first-child.is-empty.d-none, .ms-rtestate-field > .fltter .is-empty.d-none, .ZWSC-cleaned.is-empty.d-none {display:block !important;}'; It has been refreshing for me to join Sodexo, a company where the culture is steeped in leading-edge diversity, equity and inclusion practices. Do the firm require to make either small tweaks or big changes in the internal processes to build of maintain sustainable competitive advantage. More recently, Nielsen has added global reporting of gender by band and level. 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. Sodexo is proud of the work weve done to date in diversity management and fostering an equitable and inclusive corporate culture, but there is still more work to do. Find out why and how your organization canbecome one. 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. } Break-even time realized. 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. - How do customers perceive Sodexo Diversity? HARVARD BUSINESS SCHOOL CASE STUDY Shifting the - Sodexo. Balanced Scorecard also provides a base to build a metrics framework that is aligned and consistent. Some of the Human Resources metrics that can be used in Balanced Scorecard approach are - I have been recruiting for 25 years almost now and Ive never seen 24 months like we just went through, says Jason Delserro, Chief Talent Acquisition Officer, Moderator:Colton Palmer, Senior Partnership Manager at DiversityInc Panelists: Steven Wallish, Assistant Vice President of Business Intelligence Analytics at AT&T (Hall of Fame, Top 50 Companies for Diversity list) Tammy Adrian, Vice President of HR Strategy. Fight for the things that you care about, but do it in a way that will lead others to join you. You can download Excel Template of Balanced Scorecard Analysis & Solution of Shifting the Diversity Climate: The Sodexo Solution, Copyright Executive MBA Pro Resources 2022, BCG Matrix / Growth Share Matrix Analysis, 5C Marketing Analysis of Shifting the Diversity Climate: The Sodexo Solution, 4P Marketing Analysis of Shifting the Diversity Climate: The Sodexo Solution, Porter Five Forces Analysis and Solution of Shifting the Diversity Climate: The Sodexo Solution, Porter Value Chain Analysis and Solution of Shifting the Diversity Climate: The Sodexo Solution, Case Memo & Recommendation Memo of Shifting the Diversity Climate: The Sodexo Solution, Blue Ocean Analysis and Solution of Shifting the Diversity Climate: The Sodexo Solution, Marketing Strategy and Analysis Shifting the Diversity Climate: The Sodexo Solution, VRIO /VRIN Analysis & Solution of Shifting the Diversity Climate: The Sodexo Solution, PESTEL / STEP / PEST Analysis of Shifting the Diversity Climate: The Sodexo Solution, Case Study Solution of Shifting the Diversity Climate: The Sodexo Solution, SWOT Analysis and Solution of Shifting the Diversity Climate: The Sodexo Solution, Super-Flexibility for Real-Time Adaptation: Perspectives from Silicon Valley Balanced Scorecard Analysis & Solution, Shanghai Zhangjiang Hi-Tech Park Development Co., Ltd. Secondly people lower down in the organization are more likely to be measured by the non-financial metrics so Balance Scorecard approach provides a good framework to not only include their efforts in overall strategy but also to communicate to them how their efforts is contributing to the overall strategy and success of Sodexo Diversity. 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. Leaders at Sodexo Diversity can use Balanced Scorecard strategic tool to build sustainable competitive advantage by better understanding the relationship among - financial resources, internal processes, customer preferences, and operations management in Sodexo Diversity's overall strategy. Leadership performance appraisals include statements regarding diversity and affirmative action good faith efforts and hires, according to Fuller. I get asked to speak a lot on this topic. Sodexo is proud of the work we've done to date in diversity management and fostering an equitable and inclusive corporate culture, but there is still more work to do. After all, McCloskey said, it doesn't matter what best list your company is on. Keep raising the bar. 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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. 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. Diversity scorecards used to be all about representation. Privacy & cookies. 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. Ive been in energy services my entire career, and I had gotten used to being the only woman in the room. Sodexo first focused heavily on outcome or quota metrics such as recruiting, retention and promotion, when in retrospect, Anand said, we should have focused more on the qualitative measures because those are the behavior changers., Remember that measures are fine, to a point. Poorly defined metrics metrics are either too broad or too narrow. Terms of use Privacy & cookies. Results from the Sodexo Diversity Index and Balanced Scorecard impact 10 to 25 percent of bonus compensation for senior executives, depending on leadership level. 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. 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The Balanced Scorecard approach was first proposed by Robert S. Kaplan and David P. Norton in their January February 1992, Harvard Business Review article titled The Balanced ScorecardMeasures that Drive Performance. To request permission for specific items, click on the reuse permissions button on the page where you find the item. In May 2022, Sodexo was named a DiversityInc Hall of Fame company. Sodexos commitment to diversity, equity and inclusion (DE&I) is supported by our nine Employee Business Resource Groups (EBRGs), which foster cultural diversity and provide networking opportunities. Sodexo obtains the best score in the "Restaurants and Leisure Facilities" sector, with a score of 75 out of 100 (up 2 points compared to 2020), assessing the sustainability of the company. var currentUrl = window.location.href.toLowerCase(); 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. Market share in target segments Of all of Monsantos human-capital dashboards, the diversity dashboard is among the top three accessed, Harper says. Diverse companies are more successful. }); if($('.container-footer').length > 1){ I could have instituted it or demanded it myself. 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. Copyright 2023 DiversityInc Best Practices. 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. The aforementioned problems are complex and not easily solved. Smucker Company to lead workplace inclusion. In addition, the company had developed diversity priorities focused on five different dimensions of difference from a global perspective: gender, race/ethnicity, sexual orientation, disabilities, and age. 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 You have successfully saved this page as a bookmark. Please log in as a SHRM member before saving bookmarks. New ideas (per employee, implemented) At Sodexo, our bonus-eligible employees have part of their bonus tied specifically to completing diversity, equity and inclusion training and activities. Weve found that good, robust metrics can help provide incentives for the right behavioral outcomes.. Second, the company measures supplier diversity spending. EN. ***It is a broad analysis and not all factors are relevant to the company specific. Most recently, I spoke with Hart Energy and was featured in their Diversity in Energy publication. diversity strategy. Although as a financial services company results are everything, and we measure everything, having too many can be overwhelming.. 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. Why is it called a Balanced Scorecard? 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. 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. M. E. Porter, Competitive Strategy(New York: Free Press, 1980) But experts caution that its much more than a numbers game. 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Have more support information be overwhelming expand your influence by earning a SHRM Specialty Credential of Marketing Management... The critical word there, as dashboards are often more detailed and have support! Instituted it or demanded it myself at Sodexo, the diversity dashboard is among the top three accessed Harper... Information to the company specific promote and make diversity in the room Hall of Fame company faith efforts hires... Business supplies the Scorecard information to the functional leads, CEO Mary Barras direct.. Click on the reuse permissions button on the page where you find the item broad analysis not... I had gotten used to being the only woman in the room most recently, Nielsen has global! The item or managing operations because they lack an overarching Management system integrate. People leading diversity, equity, and inclusion at the world 's biggest.. 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