Case analysis 14 Sodexo PDF

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Question at the end of Case study of Sodexo...

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Robin Sakar BSAD 365 - 999

1. How might building a more diverse global workforce help Sodexo to achieve high performance? There is a connection between the workforce and the success of businesses and there are a couple reasons why. Diversity could mean differing in culture, nationality, viewpoints, and backgrounds. Companies like Sodexo who have a diverse workforce who make up the company are at an advantage. Being a diverse company means that they will have an inside look on the different possibilities of mindsets and thinking outside of the company coming from the customers. Diversity could also boost the innovation for the company. Multiple different backgrounds will bring diverse ideas on how to achieve or accomplish the common goals that the company has. Sodexo claims that diversity and inclusion is their company's core business priority. Because of this Sodexo has been awarded, on multiple occasions, new business contracts and they have been able to retain customers and workers as well. Sodexo being diverse doesn’t stop there, they are always looking to further diversify. While doing this it shows that they care about their employees well being and they always want to make people feel included. We can see an example of this from Sodexo in a course that was created and offered to the sales force related to selling to a diverse customer base. In this course they offer a cross-cultural communication curriculum. 2. What barriers do companies like Sodexo face when trying to increase workforce diversity in their global operations? Being diverse sounds great but of course it comes with its challenges. One of the biggest issues that I could think of is separations and segregations across the different groups. Finding a way to integrate different groups could be a difficult task. The reason for this is most likely because of stereotypes and preconceived biases. Though they may be open to receiving different types of people in the company it could be a task to get to come together and communicate with each other. That is what is called homophily. Another issue that can arise is interpersonal and intercultural conflict and miscommunication. This would have to take a Diversity manager to be present to help handle issues of this sort. The manager would have to make sure that they understand the cultures of each party and make sure that there are no vital culturals laws that are broken. They can also handle situations as such with some accommodations while also letting their employees know that it is important that they do not force their cultural, moral, or political beliefs on anyone. Some values should be kept independent of their roles and duties at work. 3. How does Sodexo implement its policy of increasing the diversity of its global workforce? Sodexo is committed to making a building a globally diverse workforce. That

commitment has helped them reach very high heights as far as their success is concerned. What they emphasize is their commitment to the policy of measure used to increase the diversity in the workforce. The CEO of the company is also the head of the Diversity Leadership Council. The position of the CEO in that department is to not only set the diversity priorities but also manage the setting up of the diversity training and staffing programs. They also do a great job of decentralizing the authority. This way they can modify the programs according to each country according to how or in what way they need to be communicated to. There is a leadership council in each country. Instead of each of the Councils being run by the head CEO, they are run by the CEO of the region. Each of the countries are allowed to establish their own local diversity initiatives while still being able participate in the collective efforts of the company. This way the company can compare the different cultures' kpi and its measures against other countries' performance. When seeing the results, Sodexo can reconvene and see what they will need to do to improve. 4. Evaluate Sodexo’s diversity policy. Is the company doing the right thing? Are the right policies in place? Are there other things the company might do? Sodexo’s diversity policy is put in place based on the fact that they believe that there is a true relationship between diversity within the workforce and the performance of a company. The mechanisms that are being used to set up the diversity priorities are done by the CEO of the company. However, the company’s authority is also decentralized to be able to accommodate for the differences across the countries that Sodexo spans from. They prioritize diversity by giving managers across the globe the responsibility to install the programs themselves. I would think that they are doing the right thing because they are a worldwide leader in their services and their implementation of diversity in the workplace has contributed to its current success. Some may disagree and claim that the programs, dispersed responsibility and decentralization are quite extensive however the programs are nowhere independent and therefore are kept in company. Everyone must abide by the company's general rules. This way they are able to keep the employee retention steady. Other policies that they may need to focus on or put into place is the inclusion of more diverse groups and an emphasis on equal inclusion across the diverse groups. A big push that the progressive world is working towards is ableism and catering to different disabilities. These are points that the company may need to consider....