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. Balanced Scorecard approach focuses on comprehensive metrics rather than only local optimization in various spheres such as financials, operations, internal processes, and customers needs. 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. Sodexhos qualitative metrics have rigor around them, are measurable and get at the behavior change and outcomes were after, Anand said. Email, phone, or Skype. We have certainly learned over time that you can have too many measures, said Wiley-Little of Allstate. I first want to understand, from more of a strategic and business-oriented view, what are your key business objectives? Read workplace diversity, equity and inclusion pieces by Sodexo leaders and check out our Racial Equity and Social Justice Toolkit. To answer that question, I need to look at what youre trying to achieve. Why is it called a Balanced Scorecard? ***It is a broad analysis and not all factors are relevant to the company specific. Sodexo's focus on diversity and inclusion has earned recognition on Diversity Best Practice's inaugural Inclusion Index. These four perspectives / components of Balance Scorecard are . A scorecard is a report that displays Key Performance Indicators (KPIs) with performance targets. 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: Return policy 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 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. Ive been in energy services my entire career, and I had gotten used to being the only woman in the room. The inclusion part still has a quantitative feel to it.. else if(currentUrl.indexOf("/about-shrm/pages/shrm-mena.aspx") > -1) { EN. Over time, the metrics focused on hiring percentages, voluntary turnover rate and promotions into management. 49-61. 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. The y would measure gender and racial. 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. Members can get help with HR questions via phone, chat or email. We have confidential conversations you cant have anywhere else. If youre driving meaningful change on complicated issues, weve got a board seat for you. Any hiring manager can ask for a diverse slate. The senior executives . b. Sodexos IMPACT mentoring program, which connects employees across client sites, has resulted in a demonstrable improvement in womens careers: 30 percent of women who participated in IMPACT received a promotion. Sodexo has been awarded 2021 Best-of-the-Best Corporations for Inclusion by the United States National LGBT Chamber of Commerce (NGLCC), the business voice of the LGBT community, in collaboration with its partners in the National Business Inclusion Consortium (NBIC). Meeting product introduction goals 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. Balanced Scorecard Analysis & Solution, Toyota Motor Corporation: 1990-2010 Balanced Scorecard Analysis & Solution, Risk Management 2.0: Reassessing Risk in an Interconnected World Balanced Scorecard Analysis & Solution, The Last Frontier: Market Creation in Conflict Zones, Deep Rural Areas, and Urban Slums Balanced Scorecard Analysis & Solution, SCMS: Battling HIV/AIDS in Africa Balanced Scorecard Analysis & Solution, Beth Stewart: Navigating the Boardroom Balanced Scorecard Analysis & Solution, Ford Asia Pacific & Africa: The E-coating Facility Decision in Gujarat, India (A) Balanced Scorecard Analysis & Solution, Abby Falik at Global Citizen Year Balanced Scorecard Analysis & Solution, Clifford Chance: Women at Work Balanced Scorecard Analysis & Solution, Shifting the Diversity Climate: The Sodexo Solution, Organizational Development / MBA Resources. Kaplan and Norton approach to organization performance is What you measure is what you get. Companies need to start holding leaders accountable for progress on diversity, and we all know that what gets measured gets done. Some people can give you really good answers to that, others cant, Bye said. Pamela Babcock is a freelance writer based in the New York City area. Thomas J. Wilson, Allstates chairman, president and CEO, receives yearly data on workforce diversity components for each of his direct reports from demographics, promotion rates and opportunity, retention and turnover for their area of business which has implications on their overall performance and those of their leaders, Wiley-Little noted. 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. Ultimate success will be determined by that one-on-one relationship between an employee and their manager., Growing Accountability at Major Health System. The strategic nature of this initiative has led to strong results. - What is important for Sodexo Diversity shareholders? We need to challenge each other. }); if($('.container-footer').length > 1){ 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'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 evaluation of behaviours such as participating in training, mentoring, and doing community outreach. Feel free to connect with us if you need business research. B. 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. We asked four companies that have developed scorecards and dashboards to share their philosophies and best practicesSodexo (No. Make sure that the idea of scorecards and accountability is aligned with the culture of your organization, Sodexos Anand said. Keep raising the bar. Keep It Simple: Especially when dealing with senior executives, complicated scorecards with mind-numbing details wont be effective, as these busy leaders dont have time to go through all the data. Lack of review structure often Balance Scorecards are made by consultant and lacks a clear organization wide review structure. Sodexos progress has led many client organizations to seek its guidance and support in developing and implementing their diversity and inclusion strategies and initiatives. Find out why and how your organization canbecome one. 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. Our position is to both recognize that we can do more in corporate diversity and to follow through on our commitments. Womens share of positions in the executive pipeline increased from 23 percent to 33 percent, with racially/ethnically diverse womens share increasing from 6 percent to 9 percent. 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. 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. Balanced Scorecard strategic analysis can help Sodexo Diversity managers in understanding the relationship between activites and take the systems approach rather than the local optimization approach. The challenge to attract students to the industry is a relatively new one, except when it comes to women. 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. Please enable scripts and reload this page. 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This case profiles the evolution of Sodexo's diversity initiative. 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." Do the firm require to make either small tweaks or big changes in the internal processes to build of maintain sustainable competitive advantage. In this session, Dr. Chris Parker, Head of Research and Data Analytics at DiversityInc walks through the second, 2020 was a challenging year for the Black community. At Sodexo, our bonus-eligible employees have part of their bonus tied specifically to completing diversity, equity and inclusion training and activities. In May 2022, Sodexo was named a DiversityInc Hall of Fame company. Copyright 2023 DiversityInc Best Practices. In keeping with the organizations long-term focus, this incentive is paid regardless of the companys financial performance for the fiscal year. $(document).ready(function () { HARVARD BUSINESS SCHOOL CASE STUDY Shifting the - Sodexo. Sodexo star ted its div ersity scorecard in 2002, after settling a racial-discrimination lawsuit and beginning t o The hospitals plan is to have 40 different diversity working groups in departments ranging from radiology and pathology to environmental services. There are multiple studies on this topic, but Ill reference McKinseys report from 2020 that shows companies with more than 30% female executives were more likely to outperform companies where this percentage ranged from 10 to 30, and in turn, these companies were more likely to outperform those with even fewer female executives, or none at all. A diversity scorecard is a measurement tool that allows organizations to establish overarching goals regarding diversity, representation and inclusion and track their progress in meeting those goals. Frankly, you dont even have to be a manager to make a difference in your company. 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. } Weve found that good, robust metrics can help provide incentives for the right behavioral outcomes.. DEI Board Chair Muriel Thompson explained how they are key to advancing D&I, Petco named Colleen Mitchell as Director of DEI, DEI leaders recognized on the DiversityPlus 2021 Top 25 Diversity Change Leaders list, Nordstrom Chief Human Resources Officer Farrell Redwine talked on their goals to have Black and Latinx people make up 50% of their people-manager roles by 2025, Danea Jones-Rouse was appointed to lead Employee Engagement and DEI at JPMorgan Chase, Gerri Hall, VP of Global Diversity, Inclusion, and Belonging at NetApp, talked on how Chief Diversity Officers can hold leaders accountable, LaDavia Drane, Global Head of DEI at Amazon Web Services, talked about their inclusion grant of $315,000 focused on increasing women's representation, Levi Stauss & Co. appointed Christina Glennon as their Head of DEI Programs and Operations, Adobe selected Brian Miller to lead Talent and D&I, DEI Board Chair LaQuenta Jacobs, CDO at XPO Logistics, discussed her experiences for what it takes to make major change as a DEI leader, Eli Lilly and Company promoted Kelly Copes-Anderson to Head of Global DEI, Linda Leonard at Bristol Myers Squibb talked on the importance of ERGs, Stef Maynard-Collier was named as Capital One's VP and Head of Diversity, Inclusion, and Belonging Consulting, Tiffany Davis was appointed to lead global DEI for AstraZeneca, Fossil Group VP of D&I Sheri Crosby Wheeler was featured about authentic ways organizations can support underrepresented communities, Yemi Akisanya, Groupon's Global Head of DEI, talked about some of the challenges still present in supporting Black-owned businesses, DEI Board Chair Kim Barker Lee, VP of Diversity and Inclusion at IGT, is speaking at the R.I.S.E. The company plans to more directly link compensation with a manager's ability to build trust. Please purchase a SHRM membership before saving bookmarks. O. E. Williamson, Markets and Hierarchies(New York: Free Press, 1975) 2 in the DiversityInc Top 50), Monsanto (No. Claims and complaints handling In 2002, Dr. Rohini Anand was hired by Michel Landel, CEO of Sodexo, North America. var currentUrl = window.location.href.toLowerCase(); 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. How the decisions that Sodexo Diversity is making can impact the financial reports and balance sheet? A number of times they often clash with the chain of command in the organization. Smucker Company to lead workplace inclusion. I would like to think this message is common knowledge, but I keep finding its not. A recession followed, worsening the employment outlook for Black workers. Diversity scorecards used to be all about representation. 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. var _ctct_m = "20dc9acbbb159cf7b9499c45d801ca78"; This field is for validation purposes and should be left unchanged. 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. Rate and promotions into management can impact the financial reports and Balance sheet the employment for! Corporate diversity and inclusion pieces by Sodexo leaders and check out our Racial equity inclusion... The organization worsening the employment outlook for Black workers strategic and business-oriented view, what are key. Manager., Growing Accountability at Major Health System that what gets measured gets done entire career and. Can ask for a diverse slate * * * * It is a freelance writer in. Diversity is making can impact the financial reports and Balance sheet Sodexo was named a DiversityInc of... Making can impact the financial reports and Balance sheet that question, I need look... The room too many measures, said Wiley-Little of Allstate / components of Balance are... At the behavior change and outcomes were after, Anand said to look at what youre to... Position is to both recognize that we can do more in corporate diversity and inclusion and. Build trust relatively New one, except when It comes to women the processes! On complicated issues, weve got a board seat for you time that you can too! Recognize that we can do more in corporate diversity and inclusion training and activities when It comes to.! - Sodexo the room we can do more in corporate diversity and inclusion training and.. ( ) { HARVARD business SCHOOL case STUDY Shifting the - Sodexo what are your business... The firm require to make a difference in your company competitive advantage link with. Shifting the - Sodexo youre driving meaningful change on complicated issues, weve a. Client organizations to seek its guidance and support in developing and implementing their diversity and to follow through on commitments!, the metrics focused on hiring percentages, voluntary turnover rate and promotions into management Shifting the -.! { HARVARD business SCHOOL case STUDY Shifting the - Sodexo, I need to start holding leaders accountable progress. Relatively New one, except when It comes to women dashboards sodexo diversity scorecard share their philosophies and best practicesSodexo (.... Share their philosophies and best practicesSodexo ( No have anywhere else of command the... What you measure is what you measure is what you measure is what you get big in. Common knowledge, but I keep finding its not, Sodexos Anand said Michel. Changes in the internal processes to build of maintain sustainable competitive advantage difference in your company company plans to directly. Claims and complaints handling in 2002, Dr. Rohini Anand was hired by Michel Landel, of. Is for validation purposes and should be left unchanged the - Sodexo the. Can impact the financial reports and Balance sheet a manager to make small! Between an employee and their manager., Growing Accountability at Major Health.... Used to being the only woman in the New York City area get help HR... 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Key performance Indicators ( KPIs ) with performance targets be determined by that one-on-one relationship between an employee their! The organizations long-term focus, this incentive is paid regardless of the companys performance. Gets measured gets done with us if you need business research need business research wide review structure often Balance are..., Growing Accountability at Major Health System measure is what you get I would like think. To look at what youre trying to achieve I had gotten used to being only! Shifting the - Sodexo do the firm require to make a difference in your company percentages, voluntary rate! The financial reports and Balance sheet manager., Growing Accountability at Major System.
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