Sodexo: The Partnership Between Human Resources and Diversity & Inclusion

Diversity & Human Resources: The Beginning

2002 Diversity launched at Sodexo under Human Resources Limited visibility Lack of access to decision-makers Symbolic message 2003 Diversity decoupled from HR; Reports directly to CEO Diversity & HR equal partners in support of business success Diversity can shine light on HR policies and practices that need to be enhanced More effectively support other areas such as sales, marketing, operations More visibility for diversity; sent clear message to leaders in the organization on importance of diversity Pros and Cons to both models Must align with culture Diversity cant be a figure head must be actionable Either way, need partnership with HR

Diversity & Human Resources: The Partnership

Diversity and HR must be aligned to achieve success Strong partnership from top down; leaders must role model expectations Teams must work collaboratively to develop strategy

HR needs to feel ownership to fully implement and execute strategy

Performance Management Training Succession Planning Mentoring Talent Management Flexible Work Arrangements

When HR is involved in Diversity initiatives, they become the champions

Diversity & Inclusion Governance

CEO
Top Down Set direction Creates Policies Develop Corporate Strategy Determine Resources

Diversity Leadership Council (DLC)

CEO, Chief Diversity Officer, Chief Human Resources Officer General Counsel , Chief Administrative Officer, Business Leaders

D&I: HR & Legal Working Group

Chief Diversity Officer , Chief Human Resources Officer General Counsel ,Chief Administrative Officer, Business Leaders

Ensure Alignment Surface Issues Make Decisions to present to DLC Review Processes

DLT
HR Liaison???

Alignment with Business Updates Development of Strategy Key D&I Decisions to report to DLC

HRLT
Representative
from DLT

Alignment with Business Updates Development of Strategy Key HR decisions

Sits on Market HR Teams

Market VP of D&I

Alignment with Business Updates Development of Strategy Key HR decisions

WiNG
Bottom Up

iGen AALF NAAC PANG PRIDE SOL HONOR SOAR

Cross BRG Leadership Team

Ensure Alignment Across Networks Share Best Practices

CMDC
Cross Market Diversity Council Representatives from each & Division Liaisons from Network Groups

Enables middle out D&I engagement Focus on Workplace & Marketplace Operationalize D&I Initiatives

Middle Out

Integrate diversity into operations Serve as diversity thought leaders Facilitate regional collaboration Identify synergies, leverage strengths, share best practices , maximize resources

CMDC Regional Chapters

BRG Regional Chapters

National leadership execution Break down silos Regional collaboration Identify synergies, leverage strengths, share best practices , maximize resources Foster inclusive culture

Flexibility Implementation Team

Mentoring Impact Team

Internal & External Trainers

Diversity & Human Resources: No Partnership, No Progress

Lack of ownership Competing interests Turf issues Establishing who gets credit No alignment, no progress