Sodexo North America
The mission of the Organisation for Economic Co-operation and Development (OECD) is to promote policies that will improve the economic and social well-being and quality of life of people around the world. The OECD works with governments, labor and business to share experiences and seek solutions to common problems.
Every community struggles with issues, challenges and injustices. Youth can be powerful agents for change and heal divisions within communities. A change agent is someone who uses their voice and actions to foster and create positive change. Young people have advocated for voting rights, civil rights, immigration reform and LGBT rights. Even small actions can make a difference. Youth have the energy and idealism to eradicate the injustices they see in the world. Even on a small scale youth can make a significant impact and foster positive change.
Sodexo’s Donna Ford, Vice President of Strategic Management, Chooses Quality of (Work) Life
Article originally published on Womenetics.com.
Employees are the heartbeat of an organization. No one knows that better than Donna Ford. As Vice President of Strategic Management at Sodexo, Donna and her team provide “quality of life services,” for companies around the globe.
A corporation is nothing without its people. They are the heart and soul of any company and can be the factor that sets an organization apart from its competitors. Developing that workforce in a way that helps maintain a competitive edge in the marketplace has become more critical than ever.
Global Chief Diversity Officer
Can you name the world’s largest emerging market? Most would say China or India or maybe even Brazil. But Sylvia Ann Hewlett, CEO of the Center for Talent Innovation, argues that women are in fact the largest emerging market. While this might seem like a novel idea, companies should be paying close attention to the economic power women wield. According to Financial Planning women control the majority of personal wealth in the United States, own businesses that contribute $3 trillion annually to the economy, and are due to inherit 70% of the $41 trillion in intergenerational wealth transfers in the next 40 years.
The rapidly expanding global economy has prompted the growth of work teams comprised of individuals from diverse backgrounds with different values, experiences, perspectives, knowledge, and skills. Greater diversity in the workforce can positively impact organizational outcomes, including performance. Understanding the advantages of workforce diversity helps you establish an organization with a competitive edge. But companies can only fully leverage the power of their diverse employees by creating comprehensive, thoughtful and fully integrated diversity and inclusion initiatives that encourage engagement and align with the ultimate goals of the business. Creating an environment where inclusion is the expectation and people feel welcome, safe and able to contribute fully will result in heightened innovation, increased productivity and greater organizational effectiveness.
One of a CEO’s toughest but most crucial roles is overseeing change within an organization. It’s not just a matter of making the tough decisions that change requires, but about being able to see the change approaching. Whether it’s change a company has chosen, or one that’s forced upon it, the process can only be guided by a leader who can effectively balance the public and human sides that change brings.
The marketplace is flooded with articles, books and even phone apps trying to solve the question of what makes people happy. While happiness may seem like an esoteric concept, its origins are now being broken down to a science. Similarly, when it comes to employee engagement, figuring out what it takes to create a work place where employees are happy (and therefore more productive) has become a scientific pursuit of trying to find the right solutions. However, research shows that even with all the time, effort and dollars companies have spent to address employee engagement, the overall rates of employee satisfaction and happiness are still less than desirable.
Innovation. It’s one of those buzzy business words you hear in commercials for cars or even vacuum cleaners or perhaps read in full-page ads printed in the Wall Street Journal and New York Times. But what does it really mean to innovate in 2015?
Women have made huge strides in their pursuit of higher education and now earn more associate, bachelor’s, master’s, and doctoral degrees than men. Yet they remain noticeably absent from STEM careers despite strong job growth in the past decade and solid projections for continued growth. There’s a lot of incentive: according to Forbes, careers in STEM industries offer better compensation and more career advancement opportunities. In fact, women who hold STEM positions earn 92 cents to the dollar versus 77 cents for women in other fields.
We love technology. We live in a digital world. On our wrists or through our fingertips, most of us are connected to a device 24/7. Technology is present in almost every aspect of daily life. Growing numbers of people would rather communicate over social networks, email or text than to have a face to face conversation.
Sustainable work spaces are becoming more prominent. Investing in sustainability benefits business, employees and the environment; it’s a win-win. By recognizing the value in sustainability, innovative companies can improve the health and well-being of their workforce—while supporting business goals.
Global Chief Diversity Officer
Millennials, the next generation of leaders, ranks quality of life – their own and others’ – highly. This defining perspective will change organizational paradigms around the world within the next decade.