Sodexo

Sodexo executive summary

2 Main issues:

(A) Workplace Diversity Issues to tackle:

* (1) Gender Divide

* (2) Ethnicity/Race/cultural diversity

* (3) Minority – Disabilities, LGBT, others 

(B) Diversity issues varies across geographies for Global MNCs:

* US, Europe, Asia (Per case, the geographic difference is highlighted)

CONSEQUENCES

Alienation, turnover, reputation, talent attraction & retention, meeting the changing needs of employees, morale

RECOMMENDATIONS

Awareness initiative for executives and managers

Company goals, KPIs

Marketing message both internal and external

Hiring minorities in groups rather than dispersed individuals to prevent negative feedback cycle

Temperature checks throughout the company (mandatory surveys)

Decentralize Diversity officers (ie. European national offices)

PROBLEM STATEMENT:

There are two main issues that we can understand from the case reading.

(A) Need to tackle Workplace Diversity Issues:

These issues basically pertain to Gender divide, ethnicity/race/cultural diversity and Minorities, i.e people with disabilities, LGBT, etc

(B) Diversity issues vary across geographies of US, Europe, Asia, etc for Global MNCs like Sodexo.

ANALYSIS AND CONSEQUENCES

RECOMMENDATION

As the largest problem is getting management, both senior and mid-level, to admit there is a problem with a lack of diversity in their organization or secondly, to believe there is a solution. A cultural issue should be handled not as a problem, but room for improvement and a business opportunity. People are more receptive to opportunities and are more likely to be in denial or on the defensive about issues. HR functions who recognize this, have several options to make a positive impact in increasing diversity. There is no shortage of studies on diversity or women leadership that demonstrates the benefits of having such an organization, some obvious effects being higher creativity and boosted morale. HR leaders need...