They have a detailed scorecard process for leaders. The senior executives . To request permission for specific items, click on the reuse permissions button on the page where you find the item. Companies need to start holding leaders accountable for progress on diversity, and we all know that what gets measured gets done. The diversity part is hardline numbers: hires, promotions, etc. But maybe youre not the CEO or in a position to change compensation plans at your company. I get asked to speak a lot on this topic. Keep raising the bar. A recession followed, worsening the employment outlook for Black workers. Balanced Scorecard is a resource focused strategic analysis tool. We have certainly learned over time that you can have too many measures, said Wiley-Little of Allstate. 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. Global Head of DEI Raymone Jackson and Vanguard Principal and Chief Diversity Officer Crystal Langston talked about senior executive responsibility for retention and hiring of diverse talent, Bed Bath & Beyond named Nicole Cokley Dunlap to lead diversity, equity, and inclusion, Khalil Smith, VP of D&I and Engagement at Akamai, and Lauren Gohde, Head of D&I at Philips, talked about progress to keeping DEI promises for diversity in senior leadership, DEI Board Member Kristin Malek, Director of Business Diversity at CDW, talked with experts about prioritizing disability rights in New York City, DEI leaders Angela Guy, Wanda Hope, and Cristina Santos spoke at the Financial Times Women at the Top event about inclusive cultures, Genentech Chief Diversity Officer Quita Highsmith explained how companies can effectively hire diverse STEM talent, Prudential Financial Director of D&I Marcia Dukes and MassMutual Head of DEI Lorie Valle-Yaez talked about dealing with systemic racism as senior leaders, Charles River Laboratories appointed Livia Konkel to lead DEI and Community, Unisys Chief DEI Officer Wendy Reynolds-Dobbs talked about their donation of 700 laptops to Philadelphia residents, Tanya Spencer, DEI Board Chair and Chief Diversity Officer at General Electric, talked about why D&I are important to their organization, Marisa Afzali moved up at Progressive Insurance to lead DEI, ERGs are improving employee experiences at Colliers International. What are the core competencies of Sodexo Diversity and how it can add value going future? M. E. Porter, Competitive Strategy(New York: Free Press, 1980) The ENGs serve as mechanisms to reach the geographically dispersed employee base and are crucial to the communication and development of diversity and inclusion programming; each ENG has its own individual development program designed to address relevant barriers. Sodexo is a constituent of the FTSE4Good Index following the June 2020 review. 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. I was a little bit concerned that we were just measuring executive representation and not everything that was impactful [to the senior management], he says. Poorly defined metrics metrics are either too broad or too narrow. Sodexo's focus on diversity and inclusion has earned recognition on Diversity Best Practice's inaugural Inclusion Index. 3 min read. 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.. Product development cycle Sodexhos qualitative metrics have rigor around them, are measurable and get at the behavior change and outcomes were after, Anand said. 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. The strategic nature of this initiative has led to strong results. 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. Copyright 2023 DiversityInc Best Practices. 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. Anand and Landel worked with several executives to develop and implement systems that were conducive to a diversity strategy. By the time we report everything out, its all history. Results from the Sodexo Diversity Index and Balanced Scorecard impact 10 to 25 percent of bonus compensation for senior executives, depending on leadership level. And that was it. 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. Return policy Monsanto began its metrics about 10 years ago. Todays successful scorecards and dashboards, like todays diversity-management initiatives, link directly to business strategies and include more relevant variables, such as supplier diversity, engagement, retention, talent development and contributions to market growth. 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. Please purchase a SHRM membership before saving bookmarks. The hospital measures demographics of new hires and attrition of existing employees and its goal is to use data from its diversity climate survey to help enhance diversity accountability. Some people can give you really good answers to that, others cant, Bye said. Companies are increasingly using metrics or "diversity scorecards" to measure progress in hiring, promoting and retaining women and minority employees. Broadly there are four main components / features of Balance Scorecard. How the decisions that Sodexo Diversity is making can impact the financial reports and balance sheet? 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. var currentLocation = getCookie("SHRM_Core_CurrentUser_LocationID"); The initiative focuses on Sodexos more than 15,000 salaried employees working at 6,000 client sites and offices throughout the United States. EN. 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. This recognition demonstrates key progress on our carbon strategy. This content is available to employees of Catalyst Supporters only. Were not just telling the organization what happened. Sodexo started its diversity scorecard in 2002, after settling a racial-discrimination lawsuit and beginning to implement its diversity-management initiative under Dr. Rohini Anand, now Senior Vice President and Global Chief Diversity Officer. 2022 Board.org LLC. Some even link metrics to key business objectives, and ultimately to compensation. Sodexo also prioritizes training and education, which includes numerous learning labs, workshops, and events throughout the country. Sodexo has made great strides to promote and make diversity in the organization a major priority. The balanced scorecard allows managers to look at the business from four different perspectives. By 2010, Sodexo, North America was continuing to gain traction on its diversity strategy, and a global diversity initiative for the group was underway. The inclusion part still has a quantitative feel to it.. 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. David A. Thomas, Stephanie J. Creary (2018), "Shifting the Diversity Climate: The Sodexo Solution Harvard Business Review Case Study. 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. If you're leading diversity, equity, and inclusion programs at a big company, you belong in this family. Some of the Internal Processes metrics that can be used in Balanced Scorecard approach are - 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. Top management is involved in and. Sodexo is committed to supporting diversity and inclusion and safety, while upholding the highest standards of corporate responsibility and ethical business conduct. Erika Brown selected as Citis Chief DEI Officer, Next: Although many companies use the two terms interchangeably, there really is a difference. 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.. var _ctct_m = "20dc9acbbb159cf7b9499c45d801ca78"; This field is for validation purposes and should be left unchanged. Do the firm require to make either small tweaks or big changes in the internal processes to build of maintain sustainable competitive advantage. 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. 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. Soon thereafter, Anand was instated as chief diversity officer for Sodexo, North America. 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. New ideas (per employee, implemented) Allstate Insurance Co. in Northbrook, Ill. looks at diversity as it relates to talent, reputation and markets. After all, McCloskey said, it doesn't matter what best list your company is on. Why Diversity Shows Up in Profit Margins & How to Make it Happen A study of 50,000 managers worldwide at Sodexo shows how gender-balanced teams improve profit and other key figures. I am now rarely the only woman in the room. Lack of review structure often Balance Scorecards are made by consultant and lacks a clear organization wide review structure. 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