Sodexo UK and Ireland Diversity

1
Sodexo UK and Ireland Diversity Inclusion

• 7 October 2008

2
Contents

• About Sodexo
• Our approach to Diversity and Inclusion
• Moving from talk to action

3
About Sodexo
4
Sodexo Worldwide

• We are a world leader in Food and Facilities
  Management providing quality of life services
• In 80 countries
• Over 29,000 sites
• With 342,000 people
• Our areas of expertise include
• Corporate Services
• Prestige
• Defense
• Correctional Services
• Healthcare
• Seniors
• Education
• Remote sites
• www.sodexo.com/group_en/the-group/sodexo-in-1-min.
  asp

5
Sodexo UK and Ireland

• 48,000 staff over at more than 2,300 client
  locations across all market sectors
• 1212 staff in Scotland across 80 client locations
  including Lothian and Borders Police
• We provide the following services to Lothian and
  Borders Police
• Cleaning
• Catering
• Mailroom Distribution
• Grounds Maintenance
• Other subsidiary services

6
Mission and Values

• Mission To improve the quality of daily life
• Values
• Spirit of progress
• Team spirit
• Service spirit

7
Strategy MapBecome the premier Global
Outsourcing Expert in Quality of Life services
ACCELERATE PROFITABLE ORGANIC GROWTH AND GROW
FASTER THAN OUR COMPETITION
IMPROVE OPERATING PROFITS, MARGINS CASH AND
ACHIEVE THE BEST PERFORMANCE
IN THE INDUSTRY
Increase revenues at each existing account
Acquire new clients
Improve client and customer retention and
loyalty
Excel at labor productivity
Reduce purchasing costs
Build a comprehensive IFM offer and a strong
pillar in Hard FM
Reinvent a competitive client proposition
Develop implement higher margin innovative
food offerings
Optimize our organizational efficiency
Get high returns out of IT
CREATE A COMPETITIVE ADVANTAGE THROUGH OUR PEOPLE
AND THEIR DIVERSITY
LIVE OUR VALUES
ENSURE COMPLIANCE THROUGH REINFORCED
STANDARDS, BUSINESS RIGOR AND
BEST PRACTICES
Build on our culture
Drive Sodexho brand image to reflect our Group
expertise in Facilities Management
Attract, develop, engage and retain the best
talents we need
Improve risk reward management at the right
level
Act as a corporate citizen
Foster Diversity Inclusion
Guarantee compliance with quality standards
Reinforce brand equity and exploit it as a
business development asset
8
Our approach to Diversity and Inclusion
9
Global Focus

• Global diversity strategy launched in 2006
• Group Chief Diversity Officer based in USA
• Vice President of Diversity and Inclusion for
  Europe
• Global Diversity Taskforce with representatives
  in every country
• Global Inclusion Newsletter

10
Global and Country Diversity Newsletters
11
UK and Ireland Focus

• USA and Europe further ahead than UK and Ireland
• We are not simply replicating US and Europe
  strategies in UK and Ireland.
• A local approach first steps to raise awareness
  and embed inclusion
• A realistic, practical and pragmatic approach to
  a challenging subject
• Race for talent with changing UK demographics
• Increasing expectations of existing and potential
  clients

12
What some people think.
We stick to the middle of the road with
everything we do so as not to offend anyone
Surely if we treat everybody exactly the same we
cant go wrong can we?
Its all about quotas, positive discrimination
and lowering standards
My budgets are too tight for me to afford to
employ a disabled person
If a client doesnt want us to employ black
people we wont
Its time we starting taking this stuff seriously!
Its always about someone else what about me?
Every day I read or hear something negative about
diversity. I am fed up of hearing about it!
We are already a diverse company so why are we
even talking about this?
13
What we read in the Press
14
What we read in the Press
15
What we read in the Press
16
What we read in the Press
17
What we read in the Press
18
What we read in the Press
19
Moving from talk to action
20
A challenging subject?

• Diversity can be a challenging subject but only
  if we allow it to be. Our role as managers is to
  lead positively.
• Our UK and Ireland strategy is all about
  celebrating, including and raising awareness in
  other words taking a very positive approach to
  what can be a negative subject
• We will also focus on finding practical solutions
  where differences create barriers e.g
• Providing ESOL classes for staff who do not speak
  English as their first language
• Providing funding and support for people who have
  a disability or become disabled
• Providing guidance on how to sensibly manage
  requests for time off for reasons of flexibility
  or religious observance
• Setting up diversity networks to inform and shape
  the business and ensure we have a spirit of
  inclusion through the business

21
Progress so far

• New head of diversity appointed for UK and
  Ireland, also part of Global Taskforce
• UK and Ireland Diversity policies available to
  all staff and clients
• Diversity and Inclusion Council made up of
  directors from across the UK and Ireland has now
  met twice
• Council will champion diversity and inclusion
  across the business
• Diversity and Inclusion strategy launched -
  linked to global business imperatives
• Key relationships with expert NGOs including
  Employers Forums on Age, Belief and Disability,
  Race for Opportunity and Opportunity Now

22
UK and Ireland Diversity Inclusion Policy

• Launched in July 2008
• Supported by FAQ

23
Our commitment to LGBT staff

• Extract from policy

• Sexual Orientation In order to implement this
  policy across the diversity strands, Sodexo
• will acknowledge that same sex relationships are
  as important as mixed sex relationships and
  ensure that this is reflected in policy and
  practice.
• will confront homophobic attitudes, behaviours
  and language and promote an understanding of
  individual rights and attributes.
• will encourage a culture of openness around
  sexual orientation, whilst maintaining privacy
  rights.
• will ensure that it takes a proactive role in
  promoting the understanding of sexuality equality
  issues.

NB Our commitment to transgender staff is
covered within the Gender strand of our policy.
24
Diversity and Inclusion Strategy Map
CREATE A COMPETITIVE ADVANTAGE THROUGH OUR PEOPLE
AND THEIR DIVERSITY
Foster Diversity Inclusion
Attract, develop, engage and retain the best
talents we need
Demonstrate visible, tangible and accountable
senior management commitment
Understand the needs of our diverse workforce
Engage with employees across the business to
shape and deliver our Diversity Action plans
Communicate and celebrate our diversity
internally and externally
Equip our managers with the confidence to lead a
diverse team
Continually measure and share progress against
our Diversity Action plans
25
Looking ahead

• Our strategic work on DI in the UK will
  accelerate this over the next 12 months with
• becoming active members of all NGOs including
  Stonewall
• the continuation of our executive level DI
  council
• the development and roll out of a training and
  education programme for managers and unit staff
• some key communications and activities designed
  to raise awareness and bring diversity to life
• the development of our Inclusion toolkit
• the formation of our first employee networks
• working in partnership with clients to share best
  practice

26
Thank you.

• Sharon Kyle
• Head of Employee Engagement and Diversity
• Sodexo UK and Ireland
• sharon.kyle_at_sodexo.com
• www.sodexo.com