Sodexo faced a class action lawsuit alleging discrimination in promotion decisions that shifted its focus to diversity and inclusion. The company hired a VP of Diversity and Inclusion and implemented strategic, operational, and managerial solutions such as training programs, structured job posting and selection processes, and an employee network group. This new culture helped address issues related to perceived discrimination and focus employees on the company's future growth while differentiating Sodexo from competitors. Initiatives included forming a women's network, accelerating leadership programs for high-potential women, and customized country-specific diversity training.

1. Sodexo.
Study by Harvard Business school
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2. Case Introduction
Shifting diversity climate:
The sodexo solution
History &
Background
Current
Issues Solution
What is Sodexo? What is Current
issues?
What is the solution?
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3. History & Background
What is Sodexo?
• leading provider of integrated food and facilities management
• Founded in 1966,France
• 380,000 employees, representing 130 nationalities, 34,000 sites in 80 countries
• 50 million customers, Annual turnover 15.3 billion (Euro)
• In 2002 underwent major structural change
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4. Prepare
Package
Sell
Product
Lines
Sodexo
‘The brand’
How It Works?
Foodservices to schools,
Government & private
sectors
Sodexo food coupon
Hospitality & cleaning
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5. Shifting diversity climate:
The sodexo solution
History &
Background
Current
Issues Solution
What is
Sunnyvale?
What is current
issue?
What is the
solution?
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6. Current Issues
Strategic Operational Managerial
Current Issues
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7. Strategic Issues
Policies:
- Diversity & inclusion a key priority
- Margin expansion
- Retain all business with clients
Decisions made:
- Hired Dr.Rohini Anand as VP of diversity & inclusion
Effect of Decision:
- Class action filed suit against sodexo
- Discriminated in promotion decision
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8. Current Issues
Strategic Operational Managerial
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9. Managerial Issues
“Why am I not getting promoted”
“ Can u hear me?? Hope u have read my mind ”
Why there is discrimination in promotion?
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10. Sodexo
History &
Background
Current Issues Solution
What is Sunnyvale? What is holding it
back?
What is the solution?
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11. Modify Strategic policy
• Training systems implemented
• Processes & systems implemented
• A diversity Scorecard created
• Set targets & review done for employees
• Structured job posting, selection & performance
Training
system
Selection
system
Career
posting
center
Strategic Solution
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12. Managerial Solution
Improve communication within employees
• Work-life effectiveness programs conducted
• Employee network group created
• Awards & recognition
• E-Internal & external communication created
• Annual reports prepared for communication
• Ethnic culture cultivated
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13. Five dimension of diversification
Gender
Ethnicity
Sexual
orientation
Disability
Age
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14. Benefits of Diversification
• Gender friendly atmosphere created at workplace
• Addressed issues related to work-life balance
• Ambiguity related to discrimination in promotions resolved
• Employees focus diverted to companies future
• This new culture help in increasing growth, margin & expansion
of company
• Key differentiator between sodexo & its competitors
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15. A Focus on Women
• In 2009, formed the Sodexo Women’s International Forum for Talent
(SWIFt)
• Sharing the business case for gender equality and raising awareness
through training
• Creating a culture of inclusion by addressing issues of women and
developing women’s networks
• Developing women’s careers through mentoring initiatives and
encouraging women to pursue developmental opportunities
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16. Developments in India and China
• Following the 2009 acquisition of Radhakrishna Hospitality Services
Group, Sodexo’s India workforce reached 30,000
• Sodexo India launched four women’s network groups
• Accelerated leadership development program for high-potential
women in India
• Sodexo partnered with Cisco to develop a cross-industry women’s
networking event focused on wellness, work-life integration and
balance, and retention and engagement of women employees in
China
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17. Train the trainers
• Engaged European executives in “Spirit of Inclusion” sensitivity and
awareness training
• Customized country-specific training programs created
• featured a “train the trainers” component to localize the effort
• build a network of diversity champions
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18. Horizontal deployment
Focus on
women
empowerment
“Train the
trainers”
Creation of
Women's
network group
Partnership
with cisco for
cross industry
women's
network event
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19. End of Deck
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