People With Disabilities Initiative Presented to Diversity & Inclusion Advisory Board Betsy Silva Hernandez Senior Director, Diversity 6.9.2011

People With Disabilities Initiative

Presented to

Diversity & Inclusion Advisory Board

Betsy Silva HernandezSenior Director, Diversity

6.9.2011

© 2011 Sodexo. All rights reserved. This information is Confidential and Proprietary to Sodexo. Page 2

Topics

• Purpose• Executive Summary• Current State

– External Facts and Figures– Our People– Employee Value Proposition (EVP)– Recruitment– ADA Accommodations Taskforce– Training – External Partnerships– Sodexo Organization for disAbilities Resources (SOAR)– Internet/Webpage Accessibility– Communications– Global Disability Efforts– Awards– People with Disabilities Engagement

• Future Outlook


Purpose

• Provide an overview the current state of our People with Disabilities Initiative and future outlook

• Gain your insights into how we can further our progress in this important area


Executive Summary

• We have taken a fully integrated approach to our people with disabilities strategy– anchored on our company mission and values – integrated into our corporate D&I strategy– aligned with our Employee Value Proposition

• Our efforts are focused on recruitment, retention, professional development, training, accommodation, partnerships, communications and accountability

• Internal partnerships such as our SOAR Employee Network Group, Human Resources and Operations are key resources to advancing our strategy

• While we are at an early phase in our disabilities strategy, we have experienced progress and are addressing challenges and areas of risk

• As we move forward we want to insure that we are addressing disability management and providing an interactive employee process for accommodations

External Facts and Figures


1. DISABILITY Touches Everyone on the Planet

• Approximately 10% of the world’s population – 650 million people – live with a disability.

• Additionally over 390 million people are estimated to be caregivers.


2. To contribute to the Economic growth

Good Citizenship: Consumers prefer Inclusive Companies

A US Consumer Survey indicates:

92 % feel more favorable toward companies that hire individuals with

disabilities

87 % prefer to give their business to such companies to create an inclusive

environment

Source: A US Survey of Consumer Attitudes Toward Companies That Hire People with Disabilities Center for Social Development and Education, University of Massachusetts, in collaboration with the America’s Strength Foundation and the Gallup Organization Journal of Vocational Rehabilitation, January 2006


3. Within the US People with Disabilities are the Largest Diverse Market

Asian

15 Million

40 Million

Black

46.9 Million

Hispanic

Disability

54 Million• 54 Million people in the U.S. have a disability

• 30% of the nation’s 69.6 million families have at least one member with a disability

• 50% of Americans 65 years and older have a disability

• In the next 10 years, the number of Americans over 50 will increase by 40%

• 61% of people with disabilities are of working age

Source: U.S. Census, 2008, Witeck-Combs Report on Disability.

With reasonable accommodations, many people with disabilitiescan make significant contributions to the business and in the workplace


4. People with Disabilities constitute a base with important decision-making responsibility

• Close to three-quarters of people with disabilities are heads of household (73%)

• Nearly half of all people with disabilities are the principal shoppers in their household (48%)

• Almost half are married (46%)

• More than half own their own homes (58%)

U.S. Buying Power of People with Disabilities is $220 BILLION


5. Education and Employment

• 2.3 million undergrad & grad students reported disabilities in 2004, more than double the 1.1 million reported in 1996

• The employment rate for people with disabilities was 38.1% in 2005, roughly half of that for people without disabilities

Source: http://www.disabilityfunders.org/disability-stats-and-facts


A Team Oriented Culture


Recruiting

• Targeted Job Boards• Pilot program with National Organization for Disabilities• ADA Website Accessibility Compliant

Welcoming

• New Hire On-boarding Program• Employee Network Groups including SOAR (Sodexo

Organization for Disabilities Resource)

Living

• ADA Accommodations Process• EEO Essentials• Disabilities On-Line Training• Resources and Tools (Lifeworks)

Growing

• Mentoring Program• Diversity Business Leadership Summit • Virtual Diversity Business Leadership Summit

Rewarding

• Champions of Diversity• Spirit Awards• SOAR Scholarships

Alignment to our Employee Value Proposition (EVP)


Post on a combination of mainstream job boards, as well as sites that target individuals with disabilities

Post vacancies with Disable Vets Outreach and several other military sites The use of Jobs2Web results in external advertisement on Disabilityjobsite.com Recruiters have access to the Wounded Warrior site to post jobs and resume

database access

Recruitment

Ads reflect a diverse group that includes physically disabled

images


ADA Accommodations Taskforce

• Profile– Formed in April, 2010– Led by VP Office of Employment Rights– 14 Cross Divisional Representatives

• Two primary goals– Establish process and protocol for centralizing accommodation requests– Create a database of existing accommodations

• Key Findings/Conclusion/Opportunities– Reinforce Sodexo’s Policy on Reasonable Accommodation– Document Accommodation Process Flow– Expand process to include an escalation tier– Train unit managers to spot requests, understand the process and learn where to

find tools and support

• Status– Launched enhanced process March 1, 2011– Mandatory online ADA accommodation training rolled out May 1, 2011 – 9000

course completions– Tracking of the process suggests that it is yielding positive outcomes


Request for Accommodation Process Flowchart

15

Employee makes a request for an accommodation

GM----ensures that the Request for Accommodation form is completed----reviews and discusses the form with employee----reviews job description and work schedule, as needed;

If GM grants the accommodation,

The accommodation is documented on the Accommodation Approval Form, and on the Requests for Accommodation Log. The Request Form and the Approval Form should both be maintained in a confidential file separate from the personnel file.

If GM does not grant the accommodation, GM must escalate to HR

GM/HR communicates the decision to the employee

HR confers with the employee, GM and/or other resources, as needed. HR documents these discussions.

If HR does not grant the request, HR must escalate to OER

If HR grants the request

OER reviews, confers with the employee, GM, HR and other resources, as needed, and determines whether the request can be granted. OER documents these discussions.

If request cannot be granted, OER communicates decision directly to employee & HR

If OER grants the request

Copy of Accommodation Approval Form is scanned or faxed and sent to OER – 301-987-4910; [email protected]

HR ensures GM records decision on the Requests for Accommodation Log

Employee makes a request for an accommodation

GM----ensures that the Request for Accommodation form is completed----reviews and discusses the form with employee----reviews job description and work schedule, as needed;

If GM grants the accommodation,

The accommodation is documented on the Accommodation Approval Form, and on the Requests for Accommodation Log. The Request Form and the Approval Form should both be maintained in a confidential file separate from the personnel file.

If GM does not grant the accommodation, GM must escalate to HR

GM/HR communicates the decision to the employee

HR confers with the employee, GM and/or other resources, as needed. HR documents these discussions.

If HR does not grant the request, HR must escalate to OER

If HR grants the request

OER reviews, confers with the employee, GM, HR and other resources, as needed, and determines whether the request can be granted. OER documents these discussions.Copy of Accommodation Approval Form

is scanned or faxed and sent to OER – 301-987-4910; [email protected]

mailto:[email protected]

mailto:[email protected]


Training

• Disabilities Awareness Training: Working Effectively with People with Disabilities• On-line interactive session• Customized Sodexo scenarios• Released in 2009• An estimated 5,300 managers have completed the

course

• Disabilities Experiential • External Consultant – Carmen Jones (120 managers participated)


Training (cont’d)

• Eric Alva • Bonnie St. John

Diversity Business Leadership Keynote Speakers


External Partnerships

• National Organization on Disabilities – Board Member - SVP and Global Chief

Diversity Officer– Bridges to Business Program

• US Business and Leadership Network– One of the founding partners to their Supplier

Diversity Program


Members: 476

Chapters: Western New York (Buffalo), Tri-State (NY, NJ, CT), New England (Boston), Mid-Atlantic (MD, VA), Greater Phila, Lehigh Valley

Mission:

To raise awareness, provide education and resources, and proactively provide outreach to create a culture that embraces, values, and fully utilizes persons with disabilities. By achieving the task force's mission we will enrich the communities and clients we serve and positively contribute to Sodexo's growth and long term success.

Goals: • To assist in the recruitment of individuals with

disabilities;• To create a work atmosphere that is

welcoming and accepting of employees with disabilities;

• To communicate and celebrate the individual talents, successes, and achievements of individuals and employees with disabilities;

• To help identify and promote the appropriate training of Sodexo employees and managers in order to facilitate the employment and ultimate success of employees with disabilities;

• To educate the Sodexo community on the issues of awareness, accommodation, and the value of embracing an inclusive culture as these issues relate to individuals with disabilities


SOAR

• Grew membership 25% from FY10 to FY11• Partnered in the development and deployment of our on-line Disabilities

Awareness Training, Working Effectively with People with Disabilities• Established Scholarship Program• Established SOAR• Ambassador Program• Partnering with Supplier Diversity • Disabilities Awareness Speaker Series


SOAR and What Can YOU do?

Running a campaign this summer for: Tell us What you Can do on Facebook and award recognition for: Creating Best Practices for Inclusion and TeamworkCreating a Culture for Awareness and/or EducationCreating an Innovative Accommodation or new process Recognition for best entries will go to individuals in these 3 categories. One person in each category will receive a $100 Esteem Pass.


Internet/Webpage Accessibility

CURRENT FUNCTIONS Text can be changed into other forms such as large print. Provide alternatives for audio (transcripts). Do not design content in a way that is known to cause seizures. Make all functionality available from a keyboard. Provide ways to help users navigate, find content, and determine where they

are. Make Web pages appear and operate in predictable ways.

.


Communications

• Global Inclusion News• Quarterly publication that showcases all Sodexo’s diversity and inclusion activities worldwide• 875 unique readers from 35 different countries • Interactive and online

• Available in French and English• Directly view videos• Links to articles, publications, websites and other resources


Global Disability Efforts

• Global Disabilities Taskforce– Raise awareness of best practices– Develop and promote business case– Establish internal company network

• Countries represented– Brazil– France– Italy– NORAM– Spain– Thailand


Awards

Top 10 Companies for People with Disabilities, DiversityInc

2011 rating: #92010 rating: #102009 rating: #92008 rating: #62006 rating: #62005 rating: #8

Disability Matters Award, Work Life Matters Magazine, 2009

Top 100 Military Friendly Employers, G.I. Jobs, 2010

Freedom Award, U.S. Department of Defense, 2007

Pro Patria Award, U.S. Department of Defense, 2007

Future Outlook


Future Outlook

• Nurture a welcoming workplace environment

• Insure website accessibility for all types of disabilities

• Continue to review and monitor policies and practices

• Create training (etiquette, first language, awareness, etc), mentoring and leadership programs

• Continue to communicate our focus on disabilities

• Nominate individuals who demonstrate inclusive behaviors for awards

• Seek opportunities to enhance metrics


“The majority of difficulties faced by disabled people (people with disabilities) are caused by other

people’s misunderstanding of their capabilities.”


Regional Spirit of Sodexo: The Ramapo College Story

• Some of Ramapo’s students may use wheelchairs, crutches, be blind or deaf, or have mobility or dietary issues. During two large snowstorms when the walkways had not been cleared, the students were able to call the Sodexo staff who prepared meals for them and delivered them to their rooms.

• The Sodexo staff is engaged with their customers and assists with

requests and needs. Many more students have serious food allergies. Jeff and his staff member Diane researched several lines of new food products that these students could eat. A freezer was set up in the two main dining areas where these students could select the food they wanted. Jeff and his staff took the Café in the campus’ Berrie Center building to create an “eggplant free zone” where a student with a very severe allergy to this vegetable could safely eat, meet her friends, etc. This student is highly successful now and hopes to attend medical school.


Scott Brooks, Sr. Director, Finance Compliance, Williamsville, NY

Oversees the Facilities Management team at the Buffalo Service Center. Under his leadership, the facilities team has increased the number of

“handicapped” parking spaces and has moved them closer to entrances and access ramps.

Focused on a safe working environment by ensuring that crosswalks were created to make drivers aware of pedestrians with disabilities. Over the past two years, the facilities team has implemented several employee

accommodations.

Partnered with organizations such as Suburban Adult Services Inc., Buffalo Hearing and Speech Center, and People Inc.to provide various disabilities

awareness trainings for Buffalo Service Center employees.

Documents

People With Disabilities Initiative Presented to Diversity & Inclusion Advisory Board Betsy Silva Hernandez Senior Director, Diversity 6.9.2011