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. At Sodexo, the diversity scorecard factors into senior executives year-end bonuses. Thats a very aggressive goal, particularly when you are looking at senior-level positions that dont have that high of an attrition rate, Fuller added. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organizations culture, industry, and practices. Particular emphasis is put on new hires and high-potentials with a U.S. focus on race/ethnicity and gender, and a global focus on gender. Overall, from 2003 to 2010, the number of women in leadership at Sodexo has increased by 74 percent. 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. And that was it. The scorecard also includes supplier-diversity results, which are reported on a quarterly basis to the Supplier Diversity Council and focus on minority-, women- and veteran-owned suppliers. To request permission for specific items, click on the reuse permissions button on the page where you find the item. This is the Holy Grail. You have successfully saved this page as a bookmark. Fight for the things that you care about, but do it in a way that will lead others to join you. If you are an employee of a Catalyst Supporter, please make sure you registeredandlogged in using your work email address. Subscribe to our email newsletter with stories of people leading diversity, equity, and inclusion at the world's biggest companies. Nielsens data are also updated quarterly and include percentage increases/decreases to show progress. Market share in target segments Accountability for internal programs consists of complementary qualitative and quantitative components that ensure the progress of culture change within the organization. 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. 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.. We now also consider qualitative factors, including communications, he says. If you exclude people who are retired or people who are not of, The DiversityInc Top 50 Companies for Diversity survey is the ultimate assessment of diversity in corporate America. Handling service calls. 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. To answer that question, I need to look at what youre trying to achieve. 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. Bye admits that his initial response can be rather disarming: I have no clue, he often says. 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. Your session has expired. EN. Diversity scorecards used to be all about representation. EMBA PRO immersive learning methodology from case study discussions to simulations tools help MBA and EMBA professionals to - gain new insight, deepen their knowledge of the Organizational Development field. Best Practices From Sodexo, Monsanto, Nielsen and General Motors. We believe that this is a long-term commitment and a journey, Anand noted. 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. Grassroots efforts are often the most successful! Data on new hires are reviewed quarterly. 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. 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. , Ever since Kevin Hourican took over as President and CEO of Sysco in 2020, the company has seen a lot of positive change when it comes to workplace fairness. The Balance Scorecard of each company varies based on the nature, size of the firm and industry it operates in. Information availability relative to need. Sodexo is committed to supporting diversity and inclusion and safety, while upholding the highest standards of corporate responsibility and ethical business conduct. 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. 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. Barney, J. As for the results, Anand said the percentage of minority employees at the company has increased 23 percent since the diversity scorecard and accountability program was implemented, while the percentage of female employees has risen 11 percent. At EMBA PRO, we believe that Balanced Scorecard approach is highly efficient strategic tool to formulate a cohesive strategy. I have seen in my own company how senior-level sponsorship and high employee engagement are critical to driving progress. Customer profitability and customer life time value We have certainly learned over time that you can have too many measures, said Wiley-Little of Allstate. Some of the Human Resources metrics that can be used in Balanced Scorecard approach are - Revenue and/or value added per employee It has been refreshing for me to join Sodexo, a company where the culture is steeped in leading-edge diversity, equity and inclusion practices. 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.. Kaplan and Norton approach to organization performance is What you measure is what you get. 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. Broadly there are four main components / features of Balance Scorecard. The senior executives . Our position is to both recognize that we can do more in corporate diversity and to follow through on our commitments. I could have started an EBRG. 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. Some even link metrics to key business.. New sales as a percentage of total sales 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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