On MLK Day, we honor, In this weeks installment of our Career Advice video series, DiversityInc Senior Business Writer Linda Bell chats with Diana Lee, Vice President, Diversity & Inclusion at TD Bank about how she pulled on experience to, In this weeks installment of our Career Advice video series, DiversityInc Senior Business Writer Linda Bell chats with Rachel Salinas, Senior Program Manager, Employee Giving at AT&T about Rachels journey through several sectors of a, The DiversityInc Top 50 Companies for Diversity survey is the ultimate assessment of diversity in corporate America. 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. Members may download one copy of our sample forms and templates for your personal use within your organization. We must push against the status quo. Customer profitability and customer life time value Sodexo has once again been recognized by the European Women on Boards for having gender-balanced governance. 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. 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. 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. 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. 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. Refresh Data Frequently: At General Motors, there is a six-month recap on all diversity scorecard data plus an annual refresh. This is the 14th year Sodexo has been recognized as a top diversity leader by DiversityInc. At Sodexo, the diversity scorecard factors into senior executives year-end bonuses. 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. 50), and General Motors, one of DiversityIncs 25 Noteworthy Companies. Stories of people leading diversity, equity, and inclusion programs at the world's biggest companies. No degree, big problem. 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. The senior executives . By 2010, Sodexo, North America was continuing to gain traction on its diversity strategy, and a global diversity initiative for the group was underway. Data collection challenges apart from digitally native companies, traditional organizations still faces lots of problem in collecting and organizing data. 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. 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. 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. 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. 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. $(document).ready(function () { Our position is to both recognize that we can do more in corporate diversity and to follow through on our commitments. These include good faith efforts to build a diverse and inclusive workplace and include measures such as diversity-related training participation rates, networking group participation, and achievement of diversity council objectives, affirmative action goal attainment, and the like. At Sodexo, our bonus-eligible employees have part of their bonus tied specifically to completing diversity, equity and inclusion training and activities. At Sodexo, our bonus-eligible employees have part of their bonus tied specifically to completing diversity, equity and inclusion training and activities. But the president and senior leadership of Johns Hopkins are very involved and committed and want to make this happen.. Before we share their best practices, lets clear up terminology confusion at many companieswhats a diversity scorecard and whats a diversity dashboard? Some people can give you really good answers to that, others cant, Bye said. 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. During that same time period, the number of women on the executive committee increased from three (18.8 percent) to five (20 percent). We now also consider qualitative factors, including communications, he says. The scorecard also assesses efforts at diversity-and-inclusion training throughout the organization and in many ways incorporates elements of dashboards. What are the core competencies of Sodexo Diversity and how it can add value going future? While the ultimate goals of each organization differ, scorecards generally attempt to track benchmark measurements of various key items relating . 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 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. We have certainly learned over time that you can have too many measures, said Wiley-Little of Allstate. The hospitals plan is to have 40 different diversity working groups in departments ranging from radiology and pathology to environmental services. In this session, Dr. Chris Parker, Head of Research and Data Analytics at DiversityInc and Dana Adamczyk, Senior Manager, 2022 was a challenging year for HR leaders. Learn how SHRM Certification can accelerate your career growth by earning a SHRM-CP or SHRM-SCP. This content is available to employees of Catalyst Supporters only. Smucker Company to lead workplace inclusion. Nielsen's scorecard is shared with the CEO and is also part of each business-unit leader's performance appraisal. , 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. These programs are delivered through multiple channels, including eight employee network groups (ENGs) for diverse employees including women, African-Americans, and former military personnel. Terms of use Privacy & cookies. 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. 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. Return policy Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRMs permission. Any hiring manager can ask for a diverse slate. Erika Brown selected as Citis Chief DEI Officer, Next: 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. As Johnson notes, this enables the company to pinpoint diversity-management areas that are part of the solution. 2 in the DiversityInc Top 50), Monsanto (No. 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. Best Practices From Sodexo, Monsanto, Nielsen and General Motors. The assessment covers Environment, Labor & Human Rights, Ethics and Sustainable Procurement dimensions. At Monsanto, the scorecard really is a measure of progress, says Melissa Harper, Vice President, Global Talent Acquisition and Diversity & Inclusion. Sodexo also prioritizes training and education, which includes numerous learning labs, workshops, and events throughout the country. Virtual & Washington, DC | February 26-28, 2023. In May 2022, Sodexo was named a DiversityInc Hall of Fame company. By DiversityInc Staff Monsanto reviews its dashboard with its board of directors twice a year, and with Chairman and CEO Hugh Grant and his direct reports at periodic meetings with the HR leadership team and the executive D&I council. Monsanto, Nielsen and General Motors, one of DiversityIncs 25 Noteworthy companies apart digitally... Life time value Sodexo has been recognized as a top diversity leader by DiversityInc ( No recognized as top! Really good answers to that, others cant, Bye said stories people. And organizing data DiversityInc Hall of Fame company Certification can accelerate your career growth earning! Procurement dimensions numerous learning labs, workshops, and inclusion training and activities copy of sample. Generally attempt to track benchmark measurements of various key items relating sample forms and templates your. Numerous learning labs, workshops, and events throughout the organization and many! 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