Sodexo and Principle Financial Group Case Study
Sodexo and Principle Financial Group Case Study
Tyrell Hall, Michelle White, Markea Walker-Brown, Kristopher Watkins,
Kathryn Shanosk, and Tatesha Thomas
MGT/312
February 23, 2015
Armand Di Cianni
Sodexo and Principle Financial Group Case Study
The demographics of organizations are rapidly changing as more growth occurs globally. Sodexo and Principal Financial Group are among the top 50 to be recognized as being able to manage diversity effectively. It is important for organizations to grow in the global market to keep up with the economy. The growth of the company increases the importance for all levels of employees to interact with people different from themselves. The companies have adopted various training methods and other programs such as flexible work schedules. The employees of the businesses can benefit from the contributions the companies have incorporated to contribute the effectively managing diversity.
Sodexo have been among the top two on the DiversityInc Top 50 for five years in a row. It has become the model for other companies through its use of diversity dashboards and scorecards to accurately measure and improve initiatives (Sodexo: No. 2 in the DiversityInc Top 50, 2015). Sodexo employees received pervasive amounts of diversity training. Managers manage diversity by being roused to interact with diverse groups to get a better understanding and appreciation of their experiences. Sodexo continues to improve its best-in-class IMPACT mentoring program and uses its talent-development efforts to bolster the diversity of its talent pipeline in all its business units (Sodexo: No. 2 in the DiversityInc Top 50, 2015). Sodexo launched a company-wide program to raise awareness of diversity and inclusion issues in the workplace to attract, retain, and develop the most diverse pool of talented employees. The program also helped managers create action plans that maximized diversity and created an inclusive work environment for its staff.
Tyrell Hall, Michelle White, Markea Walker-Brown, Kristopher Watkins,
Kathryn Shanosk, and Tatesha Thomas
MGT/312
February 23, 2015
Armand Di Cianni
Sodexo and Principle Financial Group Case Study
The demographics of organizations are rapidly changing as more growth occurs globally. Sodexo and Principal Financial Group are among the top 50 to be recognized as being able to manage diversity effectively. It is important for organizations to grow in the global market to keep up with the economy. The growth of the company increases the importance for all levels of employees to interact with people different from themselves. The companies have adopted various training methods and other programs such as flexible work schedules. The employees of the businesses can benefit from the contributions the companies have incorporated to contribute the effectively managing diversity.
Sodexo have been among the top two on the DiversityInc Top 50 for five years in a row. It has become the model for other companies through its use of diversity dashboards and scorecards to accurately measure and improve initiatives (Sodexo: No. 2 in the DiversityInc Top 50, 2015). Sodexo employees received pervasive amounts of diversity training. Managers manage diversity by being roused to interact with diverse groups to get a better understanding and appreciation of their experiences. Sodexo continues to improve its best-in-class IMPACT mentoring program and uses its talent-development efforts to bolster the diversity of its talent pipeline in all its business units (Sodexo: No. 2 in the DiversityInc Top 50, 2015). Sodexo launched a company-wide program to raise awareness of diversity and inclusion issues in the workplace to attract, retain, and develop the most diverse pool of talented employees. The program also helped managers create action plans that maximized diversity and created an inclusive work environment for its staff.
References: Sodexo: No. 2 in the DiversityInc Top 50. (2015). Retrieved from DiversityInc: http://www.diversityinc.com/sodexo/