Jennifer Bonilla

Team — A week ago today, the city of Boston and all of Massachusetts were celebrating Patriot’s Day as the city hosted the Boston Marathon, a beloved tradition that draws close to a half million supporters every year. As the unthinkable happened, we recall the first responders running toward the horror- and potential danger to assist the victims. We are all thankful for their bravery and dedication.

On Friday of last week, more brave and selfless teams stepped up, as Boston and the surrounding towns went into lock-down per the careful direction of law enforcement.

We thank our proud Sodexo team members who live and work in the Boston area for responding when called upon. Sodexo stands with you and the City of Boston.

At Sodexo client sites across the greater Boston area, Sodexo and it’s client team members continued to report to work. We also had accounts of several employees who were blocked to reaching their own workplaces detour instead to other Sodexo accounts outside the lock-down perimeter. At hospitals, senior living facilities, schools, campuses and other critical accounts, they knew they were needed, and they responded.

At our hospital locations, our Sodexo team members continued their concern for the patients and residents we serve. The intent of the tragedy was to destroy and disrupt our lives, but clearly, they failed. I am proud of the dedication of our teams who make compassion, accountability, respect, enthusiasm and service their priority. Words are inadequate to express my pride and gratitude for your dedication.

Many of us may work in the affected areas and be part of tight-knit New England communities and towns, but today, every single one of Sodexo’s nationwide and global team members are BOSTON STRONG.

Jennifer Bonilla is president of the Northeast Division of Sodexo Health Care.

George Chavel

Where does the time go? It’s hard to believe we at Sodexo just “gaveled out” of our 10^th Diversity Business Leadership Summit, also known as the DBLS. Our goal in the beginning was to foster a better understanding of an inclusive environment and how it could benefit us as a workforce, community members, as well as a business.

Ten years later, the facts and statistics reiterate what we already knew: Diverse organizations are enjoying measurable bottom-line contributions as a result of inclusiveness.

A recent study commissioned by CalPERS, for example, found that companies with diverse boards exceeded Dow Jones and NASDAQ average returns on five years, and companies that did not have diverse boards were at a competitive disadvantage. In 2010 Calvert issued a study and found that companies demonstrating a robust commitment to diversity, in addition to competitive financial performance, are better positioned to generate long-term value for their shareholders.

Our chief diversity officer, Rohini Anand described a “cultural competence” which enhances relationships with our employees, customers and clients. Simply put, leading businesses spark greater innovation by creating a climate where individuals are engaged, feel valued, are fully included in key decisions and processes and are comfortable contributing ideas.

Click on the photograph of Earvin "Magic" Johnson to see our Flickr set from the 10th Sodexo DBLS.

We were given specific examples of this practice by my friend, business partner and mentor, Earvin “Magic” Johnson, who gave the keynote at our summit. Magic, the head of SodexoMAGIC reminisced passionately about having to differentiate with dedicated employees who over-serviced to prove that business could be profitable and successful in under-developed urban areas, while at the same time, benefiting the community with jobs, tax revenue and overall longer-term opportunities. Magic said simply, “doing business with minorities makes good business sense.”

He also talked passionately about his son, Earvin Johnson III, also known as E.J., recently coming out and his unwavering public support of E.J.’s decision. Magic eloquently compared his own son’s lifestyle and the need for inclusive work environments which not only welcomes a diverse workforce, but supports one as well.

I want to thank the city of Chicago for a beautiful backdrop to our milestone meeting and all of our hardworking Sodexo colleagues at Northwestern University who made this most memorable event possible.

George Chavel is president & CEO of Sodexo North America.

George Chavel

Today I read an article in the Washington Post discussing how female CEO’s face a double standard – they receive greater scrutiny and more flak for the same business-based decisions their male counterparts are making.  As I read this article, I reflected on my own role as a CEO and how hard it can be to make difficult decisions in the best interest of the organization.  It also reinforced the importance of diversity and inclusion in the workplace.

In today’s global business environment, I would argue that any organization focused on future growth and success must have diversity and inclusion as a strategic imperative to effectively address challenges such as integrating four generations in the workplace, addressing global inequities and competing for top talent.  Creating diverse environments is both a central challenge and opportunity for all leaders in a complex, multicultural global economy.

At Sodexo, diversity and inclusion has been a journey of continuous learning, experience, and growth. Over the past decade we have deliberately and diligently undergone a systemic cultural transformation, making diversity and inclusion a key component of our corporate identity and brand promise in the workplace and in the marketplace.  Through our approach to diversity and inclusion and quality of life-based services, Sodexo is positioned squarely at the intersection of business perfor­mance and social change.

We have established a robust diversity and inclusion governance structure inclusive of both internal and external councils and support mechanisms.  But strong, dedicated leadership is just one component of a successful diversity and inclusion strategy – you also must have passionate, committed grassroots support to propel initiatives forward. Our nine Employee Business Resource Groups and Cross Market Diversity Council have laid a strong foundation by taking ownership of diversity and inclusion in the field and turning initiatives into action.

In fact, Sodexo is hosting the 2013 Diversity Business & Leadership Summit in Chicago April 18^th. Together with Earvin “Magic” Johnson, head of SodexoMAGIC, we will have a conversation about how attitudes, actions and commitments drive diversity and inclusion.To celebrate our commitment to diversity, we want to hear from you. Simply put, we want to know the answer to an important question: “What does diversity mean to you?” Magic and I look forward to reading your answers via Twitter over the next week.

We at Sodexo are fortunate to have embarked on our diversity and inclusion journey many years ago but today’s Washington Post article reminds me there is still much more to do. We strive to be a strategic partner with our clients in fostering diversity and helping the communities we serve grow and succeed. I believe that our employees are a real strategic asset for Sodexo, our clients and their customers. As a result of their commitment to D&I, and their cultural competence, they are able to provide superior service to our clients.

We look forward to the conversation in Chicago and we look forward to reading your diversity Tweets!

George Chavel is president & CEO of Sodexo North America.

Debra Dailey

A recurring theme in Sodexo’s Workplace Trends 2013 Report is the need for Corporate Real Estate (CRE) and Facilities Management (FM) professionals to shift their entire approach.  The new method is  a mindset where “human centric” needs are given just as much attention as traditional asset and infrastructure considerations. In other words, it’s about shifting from a “Cost per Square Foot” to a “Quality of Life per Square Foot” approach.
In embracing this new perspective, it is imperative that CRE/FM professionals come to appreciate the importance of meeting a more holistic set of employee workstyle and lifestyle needs. It is even more important that these professionals understand how integration of workplace service solutions can more effectively meet employee needs in order to influence business outcomes and create higher value.

It's time to think of Facilities Management as "Quality of Life" per square foot.

The “Quality of Life per Square Foot” approach is designed to capture all of the key attributes of this real estate and FM “2.0” strategy. Quality of Life (QOL) references the general well-being of individuals and societies. In the context of the workplace, however, QOL includes not only physical and social well-being, but also career well-being. This third spoke of the QOL wheel encompasses engagement, morale, and overall satisfaction with one’s work and work environment.
Decades of research support a connection between the built environment and employee engagement, productivity, and well-being. The role of the FM/CRE professional is, then, to promote and help create a workplace that supports improvements in all of these outcomes in an evidence-based, measurable way.

Environmental solutions in the workplace can include wellness hubs, collaboration spaces, and improvements to lighting and air quality, just to name a few. For today’s FM/CRE professional, however, meeting the holistic needs of the workforce must go a step further in order to truly affect the employee experience and improve operational efficiencies.
An expanded definition of “workplace solutions” can include anything from IT systems, to workplace design, to human resources initiatives, to wellness, facilities, and more. But the reality is that inefficiencies almost always arise when different solutions are managed in silos. To prevent this, the FM/CRE industry must also support the integration of services solutions.. Inherently, increased productivity, innovation, and performance occurs when diverse systems in the workplace are “talking with each other” and when the needs of the “whole person” and not just the employee are met.
Even the concept of “integration” has evolved. No longer referring to merely the aggregation of services, integration in today’s business environment asks employers to view the needs of its workforce and workplace services solutions in a way that deliver both the optimal employee experience with the greatest operational value. Alignment with professionals from other disciplines will be key to fulfilling the vision for a new approach to employee experience and well-being.
For more information on the “Quality of Life Per Square Foot” approach to corporate real estate, download the full report here and join the conversation at our Quality of Life Per Square Foot group on LinkedIn.

Debra Dailey is vice president, Human Capital and Outcomes at Sodexo.

Carol Evans

During this Women’s History Month I am struck by just how much history is being made for working moms right now. In fact, it’s hard to remember when, in my lifetime, we have been the subjects of so much attention.

First there is Marissa Mayer, CEO of Yahoo. At first, working moms of all stripes were excited last summer when Yahoo! named Marissa Mayer CEO, even as her maternity leave loomed just a few months away. But soon she began concerning us–first with her two-week maternity leave and most recently with her ban on work-from-home policies across the company. Was she discounting all the progress made by corporate America and documented by the Working Mother 100 Best Companies over the past 27 years?  Doesn’t she realize that flexibility is an incredibly powerful benefit that can boost employee engagement and loyalty, while lowering absenteeism and ‘presenteeism’…not to mention being a boon to the bottom line?

On a brighter note, there’s Sheryl Sandberg, COO of Facebook. Last year I wrote a blog post about how Sandberg is living the working mother’s dream. She set a great example of how flex can work even at the highest levels of the corporate world when she announced that she would be leaving work at 5:30 pm each day so that she could have dinner with her family. And now, with her new book, Lean In, she tells women not to doubt their ability to combine work and family. She believes women who “lean in” and believe in themselves succeed professionally, and that they are in better position to ask for what they need and make changes that can benefit others.  It is especially telling that the book was reviewed by Anne Marie Slaughter, who made her own headlines by quitting a high-profile government job after only two years because she hadn’t taken steps to ensure work life balance in her own life, and she needed it back.

Now, a new study by the Pew Research Center shows that the number of moms who prefer to work full-time has risen to 32 percent from just 20 percent five years ago, according to a report released on March 14. Additionally, the study shows that moms and dads increasingly share not only the duties of earning money and taking care of kids, but also the emotional burdens associated with each. The new data showing that dads want to spend more time at home and moms are pursuing substantial careers illustrate the cultural shift we’ve all been living, and that the Working Mother Research Institute has been tracking.

What can we take away from all this? I believe that If both parents –those at all levels, not just the high-profile ones in the C-suite—had the option to work flexible hours we’d all feel more positive about our kids, our families, and ourselves, and more hopeful about our careers and companies. Working Mother supports companies like Sodexo that are openly committed to flex, making it a true business focus. Sodexo’s Flexibility Implementation Team continues to work to embed flex into the complete Sodexo culture. Sodexo understands that flex is not only the right thing to do; it’s also good for business. As more companies follow Sodexo’s lead, they will all fare the better for it, as will our families. And working moms will continue to make history.

Carol Evans is president of Working Mother Media. You can also find both her and her company on Twitter.

Ann Oka

Suffrage, Friedan, Steinem, Thatcher?  Since I’m not a historian, I’ll pick much closer to home.

As I reflect on this topic, I recall an interview from very early in my career, almost 30 years ago.  I was being interviewed as one of the first women in manufacturing management for a multinational consumer products company. A chemical engineer managing a vegetable oil refinery was not my mother’s idea of a glamorous career choice, but in some respects, it was an opportunity to be a trailblazer.

What I recall telling the writer was that there was additional pressure on early women in these positions to do well, as we were setting out to break stereotypes. I recall inspecting tanks from the inside, wading through sludge up to my knees, and working with hazardous materials. There was no way that I would flinch from a tough job. It got to the point that my crew would delight in calling me out to face off with some of our toughest vendors, just to see the reaction. And yet, when I interviewed at another company, dressed in my requisite blue suit and white shirt, the engineering manager still had to let me know that the job would be in environments where I couldn’t wear “that!”  But still, in my early naivete, when I was asked the mandatory question about what I wanted my future to be, I said, “Someday, I want to be King!”

It was much later, during my MBA studies that I took a class on business ethics. The professor graphically depicted the impact that unequal gender representation can have on a company. If you believe as I do that talent and intelligence are evenly distributed without regard to gender or race, and you also believe that having our best and our brightest at every level is critical to a company’s success, then this example may also resonate for you.

Picture a pyramid, with four levels. At the bottom, men and women are equally represented as they enter the workplace. In the second level, middle management, depending on what study you look at, the distribution of men to women is something more like 60/40. Theoretically, there are women left in the bottom level who are the talent equivalent, (or better) than 20% of the second tier. As you progress up to the third level, or senior management, the ratio of men to women is something more like 75/25; and at the upper most levels, 90/10. Imagine the talented women who are stuck lower in the pyramid, and ask yourself whether it is the best and the brightest running the firm.  Compounding this waste, how many of those “stuck” end up disengaged, or leaving? As responsible business people, can we afford for this to happen?

My point is, while we’ve come a long way, we still have room to improve. In most professions, women don’t have quite the overt stereotypes to break, although I’m sure Hillary Clinton was tested in many ways in her last job.  I know that I no longer think that success is defined in male terms, (I no longer want to be King – Empress is quite fine).  Women are now an accepted and expected part of the workforce, and if we can solve the disparities in representation at all levels, we can fully capitalize on the potential of women in the workforce, and create our own history.

Ann Oka is senior vice president of Sodexo Supply Management.

Lorna Donatone

For many years, diversity and inclusion have been a hallmark of Sodexo’s development. We have long understood gender balance is an asset to the company. Giving high priority to the advancement of women with a wide range of partnerships, awareness programs and initiatives has done nothing but strengthen us as a company and a global workforce.

This is a cause I take personally and make it an integral part of my work with Sodexo through my volunteer efforts with other organizations, especially the Women’s Foodservice Forum (WFF).

I serve as the chair of the board and was recently honored to join WFF President and CEO Fritzi Woods in leading a delegation of more than 30 female foodservice executives to the White House to discuss the advancement of women in the workplace. It was a real milestone for our industry and I was so honored to be able to contribute.

I am also proud that Sodexo is committed to advancing women in the workplace with a focus on creating opportunities for female executives.  In 2009, Sodexo launched its SWIFt initiative (Sodexo Women’s International Forum for talent), a team of 25 senior women leaders to encourage a better representation by identifying main obstacles to women advancement and carrying out initiatives to address them. The implementation of operational Networks dedicated to gender diversity within the Group as well as programs focused on professional development are yet another example of Sodexo’s gender-balance strategy.

"Ms. Lang is broadly recognized as a pioneering female high-tech/Internet executive who believes personal interaction is the key" to an enhanced Quality of Life.

This year, Sodexo is celebrating International Women’s Day with events around the world highlighting the achievements of women. As the global leader in Quality of Life services, we believe diversity initiatives are just part of our greater mission to enhance local area communities.

In celebration of this important day, as well as Women’s History Month here in the United States, we are proud to introduce an 8-day online showcase of insights from 12 women, who span the globe. They are Sodexo clients, employees and opinion leaders –  from Brazil, Chile, the United States, India, France, Austria, Italy who hail from across several different business lines.

These 12 women share their view on Quality of Life in their everyday environment, as well as provide their expert insight on what a better Quality of Life for everyone means.

Women like Ilene Lang, the president of Catalyst, a group dedicated to expanding the opportunity for women and business. Having broken barriers in her own career, Ms. Lang is broadly recognized as a pioneering female high-tech/Internet executive who believes personal interaction is the key.  As a successful businesswoman, Ms. Lang has brought high energy and corporate savvy to the advancement of women in every sector of the global marketplace and we celebrate that achievement.

Please enjoy the creative profiles, artwork and insight into this important worldwide cause.

Lorna Donatone is a Sodexo Chief Operating Officer and Education Market President.

Joe Albright

As people in northeast brace themselves for the blizzard of 2013 or ‘Winter Storm Nemo’ as some are calling it, millions of people are making plans to stay warm in the event of related power outages.

I am reminded that Carbon Monoxide (CO) issues are more prevalent in the winter months than any other time of the year.

According to the U.S. Consumer Product Safety Commission and its Carbon Monoxide Information Center, more than 150 people in the United States die every year from accidental non-fire related CO poisoning associated with consumer products.

These products include faulty, improperly-used or incorrectly-vented fuel-burning appliances such as furnaces, stoves, water heaters and fireplaces.

The use of portable generators indoors is another major contributor to CO poisoning-related deaths. This usually happens following a bad storm, when power outages occur for an extended periods of time.

Carbon monoxide is an odorless, colorless and tasteless gas resulting from the combustion of fossil fuels.

Sodexo manages facilities programs at school districts, college and university campuses, corporate offices, hospitals and other healthcare centers and we understand there are a few basic steps you can take to safeguard against CO-related issues.

The following include helpful and easy Q&A’s that will help ensure you and your family not only stays warm, but also remains safe this winter.

Q. What is Carbon Monoxide?

A. Carbon monoxide is an odorless, colorless, and tasteless gas resulting from the combustion of fossil fuels (Gasoline, Heating Oil, Kerosene, and Natural Gas).  Diesel Fuel because of the combustion method does not produce carbon monoxide but does produce significant amounts of carbon dioxide, which in sufficient concentration can cause drowsiness, inattentiveness, and respiratory issues.

Q. Where is carbon monoxide found?

A. Because it is a combustion by-product, carbon monoxide can be found in the fumes of furnaces, vehicles, portable generators, stoves, lanterns, or the burning of wood or charcoal.

Q. How do I know if there are unsafe levels of carbon monoxide in my home?

A. Areas where combustion of fossil fuel occurs should have a carbon monoxide monitor.  These are either wired into an alarm system, battery operated, or plug in.  Typical areas for locating carbon monoxide monitors include garages, furnace areas, kitchens with natural gas or propane stoves and ovens, and any area where there is a heating oil or gas heater.  This includes areas where there are gas fired fireplace logs — even if they are of the ventless type.  It is also recommended that a carbon monoxide monitor be installed in the sleeping area of the home along with the smoke detector.

Q. What are the symptoms of carbon monoxide poisoning?

A. The most common symptoms of carbon monoxide poisoning include headache, dizziness, weakness, vomiting, nausea, chest pain, and confusion.  People who have been consuming alcohol or are asleep may succumb to carbon monoxide poisoning before experiencing symptoms.

Q. How often should I have my furnace and other appliances checked for proper operation?

A. Furnaces, hot water heating systems, stoves, ovens and any other gas, heating oil, gasoline, or coal burning systems should be serviced by a qualified maintenance person annually.

Q. How often should I check my carbon monoxide monitor?

A. Carbon monoxide monitors, just like smoke detectors should be tested monthly and if not equipped with a long life lithium battery, should have the battery changed every time you change your clocks for daylight savings time.

Q. Is there something I should look for if the carbon monoxide monitor sounds?

A. If the carbon monoxide monitor ever sounds other than when you are testing, leave the house immediately and call 911.  Since carbon monoxide cannot be seen, smelled, or tasted, there is no way for you to determine where carbon monoxide is coming from.  Play it safe and evacuate!

Q. What should I do if I or members of my family have symptoms of carbon monoxide poisoning?

A. Immediately see your doctor or go to the emergency room or an urgent care clinic.  Carbon monoxide prevents oxygen from being transported by your blood to the vital organs of your body including your brain.  If you feel dizzy or are experiencing confusion, do not attempt to drive yourself.  Call an ambulance or have someone call for you.

Q. What can I do to protect my family from carbon monoxide poisoning?

A.

• Never use a generator, charcoal grill, camping stove, or other gasoline or charcoal burning device inside your home, basement, or garage.  Passive venting, placing these devices by an open window does not eliminate the threat of carbon monoxide poisoning either.  Don’t compromise your safety.
• Even if you have been told that you garage is completely sealed, if it is attached to the house, especially if it is under the living area, do not start or run your car in the garage.  Even if the door is open, there is no guarantee that carbon monoxide will not enter the living space.
• Never burn anything in a fireplace or stove that is not vented to the outside.  These fireplaces are only meant to burn what they are fueled with.
• Never heat your home with your gas stove or oven.  Not only is it a costly heating solution, it is deadly!

Joe Albright is operations vice president for Sodexo Education – Schools.

Peri Bridger

As I talk with employees throughout the company, I am most impressed by how each of us, as Sodexo employees, demonstrates our commitment to shared values.

This is evidenced by the way we treat each other with respect and how we provide services to our clients and customers at the highest standards.

I’m so proud to be a part of a company with such strong values and it makes me feel good that you feel the same way.

These values incorporate a spirit of teamwork and outstanding service aimed at improving the quality of daily life for our customers and clients in the communities we serve.

They exemplify the “Spirit of Sodexo” and promote a culture of ethical conduct—which means interacting with all individuals in an ethical way and fostering an inclusive work environment that encourages employees to shape their own future and grow with the company.

Ethical conduct is at the core of Sodexo’s business practices. Our commitment to acting in accordance with the highest ethical standards is one of the reasons Sodexo attracts and retains employees.

It’s part of our recruitment process; we actively seek candidates who share our values. Given the opportunity, I believe most people would prefer working at a company known for its ethical culture—where they know they will be treated honestly, fairly and with respect.  That company is Sodexo.

Thank you for your continued commitment to Sodexo’s values and I look forward to re-affirming those values as we kickoff this year’s Compliance Week.

Peri Bridger is the senior vice president and chief human resources officer for Sodexo. The purpose of Compliance Week is to focus on Sodexo’s commitment to maintaining the highest standards of ethics and compliance.

George Chavel

Today, across the country, Americans from all walks of life are celebrating the legacy of Martin Luther King Jr. on this National Day of Service.  

Dr. King rallied the Nation at the height of the U.S. civil rights movement to ensure full equality under the law, without regard to race, color or creed.  He did so by remaining committed to a philosophy of non-violent action and the importance of service in the cause of justice, equality, and freedom.

Washington, DC - A stone sculpture of Dr. Martin Luther King, Jr. showing the text “Out of the mountain of despair a stone of hope” from his famed 1963 speech.

I invite all Sodexo team members to join me in reflecting on the significance of Dr. King’s contributions, and how our commitment to ensure a fully inclusive organization for all employees helps to advance Dr. King’s legacy.  Our diversity journey is far from complete, however we can all be proud of the accomplishments we have made to-date and the recognition that we have received.

In the spirit of service I ask that you join me in contributing to the Sodexo Foundation.  Through the Foundation, Sodexo supports a variety of service initiatives throughout the year including Feeding Our Future, Servathon, Backpack Food Program and the Stephen J. Brady STOP Hunger Scholarships.  All of these initiatives are designed to ensure that every child in the United States, especially those most at-risk, grows up with dependable access to enough nutritious food to enable them to lead a healthy, productive life.

Your contributions to the Sodexo Foundation in honor of the MLK Day of Service will help to bring us one step closer to solving the very real social problem of childhood hunger in the U.S. and achieving Dr. King’s vision of a “Beloved Community.”

George Chavel is president & CEO of Sodexo North America.