sodexo diversity scorecard

9801 Washingtonian Boulevard, Gaithersburg, MD 20878, 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. B. GAITHERSBURG, Md., July 14, 2022 (GLOBE NEWSWIRE) -- Sodexo, a global food services and facilities management leader, has been awarded an "A" by . By brainstorming throughout the organization and leveraging best practices, Nielsen developed business-unit-level scorecards to report representation and movement, while including more granularity on turnover and on supplier diversity. Some of the Internal Processes metrics that can be used in Balanced Scorecard approach are - The FTSE4Good Index Series is designed to measure the performance of companies demonstrating strong Environmental, Social and Governance practices. The initiative focuses on Sodexo's more than 15,000 salaried employees working at 6,000 client sites and offices throughout the United States. EN. This content is available to employees of Catalyst Supporters only. Before we share their best practices, lets clear up terminology confusion at many companieswhats a diversity scorecard and whats a diversity dashboard? 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. This is the Holy Grail. In 2002, Dr. Rohini Anand was hired by Michel Landel, CEO of Sodexo, North America. 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. Some even link metrics to key business.. For greater details connect with us. diversity strategy. diversity; sodexo . 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. 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." Market share in target segments Companies are increasingly using metrics or diversity scorecards to measure progress in hiring, promoting and retaining women and minority employees. Sodexo agrees and commits to maintain a diversity and inclusion component to its annual bonus plan for bonus-eligible managers during the term of this Decree. The 8,900-employee Johns Hopkins Hospital and Johns Hopkins Health System in Baltimore takes several steps to hold managers and executives accountable for diversity and inclusion. Product development cycle Why all the energy preamble on International Womens Day? 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. Some of the Customer Perspective metrics that can be used in Balanced Scorecard approach are - Learn more about becoming a member here. 2022 Board.org LLC. This year, Sodexo received a B score. Of all of Monsantos human-capital dashboards, the diversity dashboard is among the top three accessed, Harper says. David A. Thomas, Stephanie J. Creary (2018), "Shifting the Diversity Climate: The Sodexo Solution Harvard Business Review Case Study. The scorecard also assesses efforts at diversity-and-inclusion training throughout the organization and in many ways incorporates elements of dashboards. Build specialized knowledge and expand your influence by earning a SHRM Specialty Credential. 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. Although as a financial services company results are everything, and we measure everything, having too many can be overwhelming.. 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. var _ctct_m = "20dc9acbbb159cf7b9499c45d801ca78"; This field is for validation purposes and should be left unchanged. It is organized by topic and updated frequently as data and best practices evolve. And that was it. 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. 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.. Erika Brown selected as Citis Chief DEI Officer, Next: scorecard includes both quantitative goals as well as. . The senior executives . Sodexo is regularly awarded prizes and international recognition for its initiatives in a variety of areas ranging from services to human resources and environmental protection. 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. Ultimate success will be determined by that one-on-one relationship between an employee and their manager., Growing Accountability at Major Health System. With a strategic focus on the business case and how diversity can drive employee engagement and business development, Sodexos diversity efforts have developed from a compliance framework to a strategic business imperative embedded in the fabric of the culture. 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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. 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 Diversitys overall strategy. There is no guarantee, but our chances as an industry are a lot better if we have more diversity of thought and ideas. We embed the accountability for diversity into many things and we find that it is most effective if it shows up in multiple places and in different ways throughout the corporation, said Wiley-Little, who added that accountability for diversity sits on everyones desk.. Diversity scorecards used to be all about representation. Copyright 2023 DiversityInc Best Practices. ***It is a broad analysis and not all factors are relevant to the company specific. Not an employee of a Supporter? 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. We must push against the status quo. Need help with a specific HR issue like coronavirus or FLSA? The inclusion part still has a quantitative feel to it.. If youre driving meaningful change on complicated issues, weve got a board seat for you. In 2022, Sodexo has been placed in the top 1% of companies. Terms of use Privacy & cookies. 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. I have seen in my own company how senior-level sponsorship and high employee engagement are critical to driving progress. 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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. 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. Please enable scripts and reload this page. 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. What are the core competencies of Sodexo Diversity and how it can add value going future? Employee satisfaction and retention, or the opposite (turnover rate) if(currentUrl.indexOf("/about-shrm/pages/shrm-china.aspx") > -1) { Read about how to make your company more diverse. We are pressured to create shareholder value, deliver dividends, use our own cash flow to ensure continued oil and gas production, reduce carbon emissions in current production and transition to a future based on renewable sources of energy. else if(currentUrl.indexOf("/about-shrm/pages/shrm-mena.aspx") > -1) { 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. Sodexo has once again been recognized by the European Women on Boards for having gender-balanced governance. Learn how SHRM Certification can accelerate your career growth by earning a SHRM-CP or SHRM-SCP. Smucker Company to lead workplace inclusion. Please log in as a SHRM member before saving bookmarks. 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. Can more women in energy be the answer to these problems? Balanced Scorecard is a resource focused strategic analysis tool. Diversity scorecards used to be all about representation. 49-61. Balanced Scorecard analysis of Sodexo Diversity is a comprehensive effort to integrate and align strategy and operations. 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.. Keep raising the bar. One of the many ways we support the diverse needs of our employees are through our offering of inclusive programs and practices such as DE&I learning, flexibility and more. Published by HBR Publications. Board.org and The Board are trademarks of Board.org LLC. Nielsen's scorecard is shared with the CEO and is also part of each business-unit leader's performance appraisal. b. We have certainly learned over time that you can have too many measures, said Wiley-Little of Allstate. Handling service calls. Everyone can assess the diversity of their own team and their teams teams. Please log in as a SHRM member. At Georgia Power in Atlanta, diversity and inclusion initiatives include a long-term management and organizational culture change process designed to expand management skills and accountability and to build trust around leading diverse work teams so everyone feels valued, respected and productive, and that includes white men, according to Frank McCloskey, vice president of diversity for Georgia Power. - What is important for Sodexo Diversity shareholders? 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. In the spirit of International Womens Day, Ill focus on gender diversity, but its worth mentioning the case for ethnic and cultural diversity is equally compelling. Weve found that good, robust metrics can help provide incentives for the right behavioral outcomes.. English Deutsch Franais Espaol Portugus Italiano Romn Nederlands Latina Dansk Svenska Norsk Magyar Bahasa Indonesia Trke Suomi Latvian Lithuanian esk . 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. For an example of a diversity dashboard from Monsanto, click here. Diversity became a key priority for Sodexo, North America in 2001 after a class-action lawsuit was filed and certified in Washington, D.C. against Sodexo Marriot Services, Inc., the food services division that Sodexo had merged with in 1998. 9, Issue 4, pp. Why is it called a Balanced Scorecard? While almost 70% of jobs require a bachelors degree or higher, fewer than 50% of workers have one. 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. 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. Timely delivery of goods and services How the decisions that Sodexo Diversity is making can impact the financial reports and balance sheet? They would measure gender and racial percentages for the workforce, management and top executives. 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. 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. Kaplan and Norton approach to organization performance is What you measure is what you get. var temp_style = document.createElement('style'); Some even link metrics to key business objectives, and ultimately to compensation. 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. Any hiring manager can ask for a diverse slate. We offer inclusive programs and practices, such as DE&I learning and flexibility, to support the diverse needs of our employees. Data on new hires are reviewed quarterly. Second, the company measures supplier diversity spending. What can I do? 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. 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. 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. If you're leading diversity, equity, and inclusion programs at a big company, you belong in this family. Sodexo ranked #2 for gender balance within its governing bodies among 2021 French publicly listed companies. Meeting product introduction goals A recession followed, worsening the employment outlook for Black workers. 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. New sales as a percentage of total sales 50), and General Motors, one of DiversityIncs 25 Noteworthy Companies. What is even more rewarding is that the annual bonuses are directly connected to the diversity scorecard results, 25% for the executive team members and 10-15% for the senior to mid-level managers. Members may download one copy of our sample forms and templates for your personal use within your organization. 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. Sodexo is a constituent of the FTSE4Good Index following the June 2020 review. His current scorecard focuses on talent acquisition and talent development, with emphasis on key levels for new hires, managers and senior executives. After all, McCloskey said, it doesn't matter what best list your company is on. 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's commitment to diversity, equity and inclusion (DE&I) is supported by our nine Employee Business Resource Groups (EBRGs), which foster cultural diversity and . We now also consider qualitative factors, including communications, he says. To request permission for specific items, click on the reuse permissions button on the page where you find the item. 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 Kotler & Armstrong (2017) "Principles of Marketing Management Management", Published by Pearson Publications. 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. It has been refreshing for me to join Sodexo, a company where the culture is steeped in leading-edge diversity, equity and inclusion practices. Additionally, CEO George Chavel chairs the Diversity Leadership Council and reports on diversity progress to an external diversity and inclusion Board of Advisors. Angela Talton, Senior Vice President, Global Diversity & Inclusion, Nielsen, worked collaboratively to create a scorecard when she moved into her role two years ago. Search and download FREE white papers from industry experts. Questions range from whether people are treated with dignity and respect and if individuals are allowed to advance regardless of race or gender in that managers unit. They have a detailed scorecard process for leaders. Find out why and how your organization canbecome one. Break-even time realized. 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. Privacy & cookies. Additionally, targets for increasing minority- and women-owned dealerships are set each year, with an overall five-year plan in mind. 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. 46), Nielsen (No. Revenue and/or value added per employee The company has come a long way throughout its establishment in improving diversity within the company. Sodexos scorecard has a clear executive-summary page showing the bottom line on hiring, promotion and retention, with a heat map for each business unit showing progress or challenges. In addition to quantitative measures, diversity and inclusion success should be measured, and rewarded, based on qualitative factorsincluding key behavioral changes that can create cultural shifts. We need to challenge each other. Monsanto began its metrics about 10 years ago. Can't access your account? Finally, it uses three work environment surveys to benchmark management and culture change initiatives; an internal employee survey, Fortune's Great Place To Work Trust Index and DiversityInc annual surveys. Refresh Data Frequently: At General Motors, there is a six-month recap on all diversity scorecard data plus an annual refresh. 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. Were not just telling the organization what happened. Lack of review structure often Balance Scorecards are made by consultant and lacks a clear organization wide review structure. Theoretically there are no great disadvantages of Balance Scorecard approach but in practices managers face a number of hurdles such as At Sodexo, the diversity scorecard factors into senior executives year-end bonuses. Smucker Company promoted Claudia Diaz Singer to lead workplace inclusion, Mia Mends, Global Chief DEI Officer at Sodexo, talked about the importance of diversity scorecards to turn plans into action, DEI Board Members named on Forbes 2021 Best Employers For Women List, Mr. Cooper hired Leonard McLaughlin as Chief Diversity Officer, Philomena Morrissey Satre at Land O'Lakes and Tracey Gibson at Andersen Corporation talked about building ties with minority-owned businesses, Fidelity Investments appointed Rajinder Narang to lead D&I and talent strategy, AmerisourceBergen SVP and Global Chief D&I Officer and DEI Board Chair Lonie Haynes talked about creating inclusive environments for healthcare workers, State Farm Chief Diversity Officer Victor Terry talked about the importance of allowing employees to be their authentic selves, Bryan Gingrich brought on as VP of DEI at USAA, Vern Myers, VP of Inclusion Strategy at Netflix, talked on their first inclusion report and plans to recruit underrepresented groups, Alecia Bailey was appointed to lead Assurant in diversity, equity, and inclusion, Aline Santos Farhat at Unilever featured for their call to action for companies to improve representation within advertising, Melonie Parker, Chief Diversity Officer at Google, talked about their initiatives to support tech workers in the Black and Brown communities, Hilton Grand Vacations hired Andrea Agnew to lead diversity, equity, and inclusion, Moody's Chief Diversity Officer and DEI Board Chair DK Bartley spoke about how companies with more diversity and inclusiveness perform better, Southern California Edison appointed Eric Watson to lead diversity and inclusion, McDonald's Chief Diversity Officer Reginald Miller featured for DEI initiatives on accelerating leadership, MyMy Lu was selected to lead diversity and inclusion at Thermo Fisher Scientific, Brent Miller at Procter & Gamble talked about promoting LGBTQ+ visibility beyond Pride Month, Neha Gupta at Rogers Communications was promoted to lead Diversity and Inclusion, Travis Robinson at Spotify was featured about the future of hybrid and remote work options, Allstate elected Eloiza Domingo to lead their DEI strategies, DEI Board Chair Alicia Scott at ON Semiconductor talked on a podcast about how math and science helped her career, Credit Suisse promoted Jennifer Andrews to lead diversity and inclusion, Jonathan Mayes at Albertsons talked about their vendor partnerships with diverse-owned suppliers, Target promoted Becca Hagen to lead DEI strategies, Teedra Bernard, DEI Board Chair at TransUnion, met with Congressman to talk about supporting underrepresented communities, Navistar's Nicole Wiggins and Daimler Trucks' David Carson talked about DEI importance in the trucking industry, Jackie Parker brought on at Global Payments to lead diversity and talent management, DK Bartley at Moody's spoke at the Social Innovation Summit 2021 about diverse workforces, Mark Irvin, Chief Inclusion, Diversity, and Talent Officer at Best Buy, featured on a podcast about diverse talent pools, Diontrey Thompson moved up at Genentech to lead strategy, culture, and belonging, Chipotle's Marissa Andrada explained their new mental health resources for employees, Crysta Dungee was promoted at Amazon to lead DEI globally, DEI Board Chair LaQuenta Jacobs, XPO Logistics Chief Diversity Officer, featured for her DEI journey, DiversityGlobal Magazine released their 2021 Top-15 Champions of Diversity, highlighting DEI leaders' amazing work, Voya's Angela Harrell spoke on podcast about addressing race in the workplace, Assurant promoted Emily Liu to lead global DEI, DEI Board Chair Susan Stith at Cigna talked about grant initiatives to support healthcare projects, Finning's Erin Leonty talked about creating belonging in the workforce for LGBTQ+, Comerica Bank promoted Tiffanie Rice to lead DEI, Megan Hogan at Goldman Sach's talked about their returnship program to help women back to work, UnitedHealth Group appointed Joy Fitzgerald as new DEI leader, Dawn Jones, Chief D&I Officer at Intel, talked about inclusivity advancement in the tech industry, Tamara Fletcher moved up at CDW to lead diversity, equity, and inclusion, Consumers Energy's Trevor Thomas talked about the initiative for lawmakers to provide more protection to support LGBTQ+ individuals, Lindsay-Rae McIntyre at Microsoft talked about how the company created understanding to racial injustice on Juneteenth, Eric Fulbright promoted at Best Buy to lead D&I, Corie Pauling at TIAA and Anna Penn-Lockwood talked about pay equity analytics, Cindy Lone moves up to lead diversity and inclusion at Goldman Sachs, DEI leaders gathered about Black representation in corporate actions following COVID-19, Nutrien's Leslie Coleman, Head of DEI and DEI Board Chair, talked about making the business case for diversity, Lance LaVergne, Chief Diversity Officer at PVH, talked about the expansion of their Pride partnership, Blue Cross Blue Shield of Massachusetts's Stephanie Browne talked about their bike initiative to support LGBTQ pride, Kohl's promoted Michelle Banks to lead Diversity and Inclusion, Micron Technology's Chief Diversity and Inclusion Officer Sharawn Connors Tipton is speaking at Syndio's Fairness at Work webinar, Melissa Morris joined Anthem to lead Diversity and Inclusion, Lonie Haynes at AmerisourceBergen spoke about healthcare equity at the World Health Care Congress Virtual event, Carla Grant Pickens at IBM talked about extending civil rights protections for LGBTQ individuals, Toyia Rudd joins Lamb Weston to lead Talent Development, Culture, and Engagement, Will Murphy moved up at Amgen to lead Diversity, Inclusion, and Belonging, Natalie Edwards, Chief Diversity Officer at National Grid, explained the company's decision to recognize Juneteenth as a company holiday, Jamal Stockton, Fidelity Investments' SVP of Customer Inclusion and DEI Board Chair, talked about sponsorship to help close racial wealth gap, Quicken Loans' Trina Scott talked about holding leaders accountable to create inclusive work environments, Charlene Jackson hired as Iron Mountain's new global DEI officer, Shawn Outler, Macy's Chief Diversity Officer, talked about their campaign to celebrate LGBTQ community, LPL Financial promoted Risa Fitzgerald-Fields to lead DEI, Nielsen's Sandra Sims-Williams talked about their strategies to develop more diverse engagement media audiences, Ben-Saba Hasan featured for Walmart's rising numbers of women and people of color in officer roles, Lockheed Martin promoted Fran Dillard to lead global D&I, Brianna Pina hired as the new Director of DEI at Mattress Firm, Unilever's Aline Santos Farhat talked about Degree's first deodorant for people with disabilities, Franklin Reed at TEKsystems talked about his experiences as a DEI leader, XPO Logistics Marianne Malizia talked about starting a civilian job as a veteran, DEI Board Chair DK Bartley at Moody's talked about their new study focused on improving workplace culture, U.S. Bank Greg's Cunningham said companies need more equity to grow, Ashley Brown promoted at Under Armour to lead DEI efforts, Claudia Mills brought on at Performance Food Group to lead Diversity and Inclusion, Wells Fargo promoted Peter Kouzmov to lead global DEI efforts, Kiera Fernandez, Chief D&I Officer at Target, talked about their efforts taken since the death of George Floyd, Susi Collins, Head of DEI at Amazon, spoke at the ADP Women at Work Virtual Summit, Amgen promoted Will Murphy to Director of DEI, Siobhan Calderbank talked about designing HR programs to be more inclusive in the future, Reginald Miller went on a podcast about authenticity as McDonald's Global Chief DEI Officer, Cynthia Bowman talked about Bank of America's partnership to create the Center of Black Entrepreneurship, Avantor promoted Nol France to lead Global DEI strategy, Brent Miller talked about Procter & Gamble's "The Visibility Project" for LGBTQ inclusion, Chief DEI Officer Malika Savell talked about Prada Groups investment to increase representation in their industry, Motorola Solutions' Tinisha Agramonte spoke at DIAL Global Virtual Summit, adidas brought on Benjamin Lee to lead D&I, Samantha Charleston was promoted at Newell Brands, Capital One hired Ron Edwards to lead DEI, Dawn Jones talked about Intel's launch of the Alliance for Global Inclusion, Randall Tucker and Corey Anthony explain importance of data for DEI initiatives, Amazon's Latasha Gillespie leading event for AAPI efforts, Melonie Parker explained Google's initiative for Black women to gain more digital skills, Moody's and Cigna made DiversityInc's 2021 Top 50 Companies for Diversity list, Subarna Malakar hired at Sanofi to lead D&I, Jenny Lay-Furrie talks about Microsoft's efforts to use technology for disability topics, Tiffany King talked about improving racial biases in the veterinary industry, Panera Bread Company donated $25,000 to St. Louis nonprofit, McDonald's is looking to uphold DEI initiatives after hiring Reggie Miller as Global Head of DEI, Target Chief Diversity Officer Kiera Fernandez talked about their $2 billion pledge to Black-owned businesses, PepsiCo, Shell, TUI, and Unilever aim to increase Black representation in marketing industry, Board Chair and Moody's CDO DK Bartley featured for DEI efforts, DEI leaders for fashion brands featured for their responsibilities, Intuit's La Toya Haynes featured for their DEI initiatives, Webster Bank's Teshia Levy-Grant wrote about recruiting and retaining diverse talent, DEI leaders explain how Derek Chauvin's verdict is progressing workplaces, Board Chair Teedra Bernard said vulnerability has helped her career, Silke Muenster, CDO of Philip Morris International, talked about advancing workplace inclusivity efforts, Hard Rock International's Stephanie Piimauna, Mastercard's Randall Tucker talked about employee diversity importance, Kim Barker Lee and Teedra Bernard named in Top 100 Diversity Officers in 2021, Beam Suntory's Proof Positive Campaign launched to increase DEI initiatives, DEI Board Chair LaQuenta Jacobs featured for her inclusivity efforts, Amazon's LaDavia Drane spoke about her insights as a DEI leader, Kayla Campbell announced Pernod Ricard's award for inclusive e-Learning course, Kim Barker Lee awarded as a top Diversity Officer, Welcome Lam Research and Board Chair Antoinette Hamilton to the DEI, DEI Board Member Tiffany King addresses inclusiveness in the veterinary industry, Board Chair Jamal Stockton address DEI complex issues, Edgewell Personal Care released letter to support AAPI community, The DEI Board expands with Board Chair Erick McReynolds leading for Chick-fil-A, Onsemi joins the DEI Board with their membership led by Board Chair Alicia Scott, IGT and Board Chair Kim Barker Lee join the DEI Board, Bank of the West and Board Chair Linda Christensen join the DEI Board, The DEI Board grows with Applied Materials and Board Chair Pam Sherman joining, Moody's joins the DEI Board led by Board Chair DK Bartley, Board Chair Roti Balogun leads General Electric as they join the DEI Board, The DEI Board grows with Motorola Solutions being led by Board Chair Tinisha Agramonte, The DEI Board grows with the addition of Edgewell and Board Chair Karen Andersen, LexisNexis joins the DEI Board with Board Chair Ronda Bazley Moore leading their membership, WESCO International joins the DEI Board led by Darryl Castellano, Board Chair Barb Keenan leads LCBO's membership in the DEI Board, Board Chair Darryl Farrow leads Mars as they join the DEI Board, Board Chair Olivia Shen Green leads VMware in the DEI Board, TransUnion joins the DEI Board with Teedra Bernard leading as Board Chair, Finning, led by Board Chair Erin Leonty, joins the DEI Board, Board Chair Gabrielle Ivey leads Cracker Barrel Old County Store's membership as they join the DEI Board, Leslie Coleman to lead Nutrien's DEI Board membership.
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