Ensure a diverse workforce and inclusive culture that reflects and enriches communities we serve

COMMITMENT 2

Ensure a diverse workforce and inclusive culture that reflects and enriches communities we serve

We ensure diversity and an inclusive culture

Diversity and Inclusion is an inherent part of our culture and drives Sodexo’s growth and innovation and improve the quality of life for our employees, clients and communities.

Our gender balance strategy is a key driver in ensuring that both women and men have equal access to growth and opportunities in our workplace. In 2017 we signed the United Nations Women’s Empowerment Principles (WEP’s), which includes a commitment to promoting equality through community initiatives.

How we ensure a diverse workforce and inclusive culture:

Rolling out our diversity and inclusion action plan at regional level Ensuring flexible work arrangements and practices Enhancing development opportunities for our employees Ensuring to keep and improve gender balance 40-60% in management positions Applying a diverse lens to Human Resources processes and to employee learning and development

Key Performance Indicators Nordics:

61,8% of women’s representation in total workforce 59,6% of women in management positions 50% of women’s representation on the Regional Leadership Committee

COMMITMENT 2

Ensure a diverse workforce and inclusive culture that reflects and enriches communities we serve

Sodexo´s Gender Balance Study 2018

Denis Machuel, Chief Executive Officer, Sodexo Group

Read the Gender Balance Study:

HERE

The goal of Sodexo’s Gender Balance Study was to expand previous research on the business case for women in leadership to the business case for parity in representation of men and women in management positions (“gender balance”). The study therefore aimed to test the performance implications of a genderinclusive work culture, as opposed to a culture in which one gender dominates over the other.

Furthermore, Sodexo’s study took a broader approach by examining women across all levels of management. This wider lens was designed to shed light on the “pipeline” that will ultimately affect gender balance at the top tier of leadership. Data was collected and analyzed from over 50,000 managers from 70 entities worldwide. In an effort to build upon previous studies by Catalyst, McKinsey and other agencies that have largely focused on financial performance indicators, both financial and nonfinancial business indicators were examined as outcomes of gender balance in management. Sodexo’s previous research suggests that the optimal outcomes are evidenced when management teams have a gender ratio of 40% –60% women, and this ratio was used in the current study to define gender-balanced management.

- Gender diversity is essential. It is beyond a moral obligation - it’s a business imperative and differentiator. At Sodexo, greater diversity and inclusiveness are part of a cultural transformation that requires time and humility, Denis Machuel, Chief Executive Officer, Sodexo Group says.

COMMITMENT 3

Foster a culture of environmental responsibility within our workforce and workspaces