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Good practice Imported

SODEXO - DIVERSITÉ , EQUITÉ ET INCLUSION

France · National · Transnational · See the France profile

In November 2022, Sodexo received the prize from the National Assembly for the most advanced company in terms of the feminization of management bodies among the 120 largest French companies. In particular, the company applies careful monitoring to recruitment, continually aiming

60%
Women on Board of Directors
41%
Women on Management Committee
41%
Women among senior managers
60%
2025 target: women on Board of Directors (2025)
40%
2025 target: women among staff (2025)
29%
2025 target: women on Management Committee (2025)
43%
2025 target: women in senior management (2025)
4 years
Consecutive years in Bloomberg Gender-Equality Index
SODEXO - DIVERSITÉ , EQUITÉ ET INCLUSION SODEXO - DIVERSITÉ , EQUITÉ ET INCLUSION

Details

Maturity
Established
Promoter
SODEXO — website
Power domain
Economic Power
Methods / tools
Gender Training, Competence development, Awareness-raising, Monitoring, Networking
Keywords
diversity, equality inclusion, administration, women, mentoring

Context

Sodexo, a global Quality of Life Services company, pursues gender equality/diversity as a longstanding corporate priority ('in Sodexo's DNA'), applying monitoring to recruitment and diversity in candidate pools rather than acting purely from legal constraint.

Objectives

2025 objective: women to represent at least 40% of staff, 60% of the board of directors, 29% of the management committee and 43% of senior management.

Activities

Recruitment monitoring and CV panels reflecting workforce diversity; internal mentoring networks for women employees.

Results

As of the report, women hold 60% of Board of Directors seats, 41% of Management Committee seats and 41% of senior management positions; Sodexo has been included in the Bloomberg Gender-Equality Index for 4 consecutive years and received a French National Assembly prize (Nov 2022) as the most advanced of the 120 largest French companies on feminisation of management bodies.

Implementation
Indicative cost
Medium (€50k–€500k) — No budget disclosed; treated as medium cost given company-wide recruitment monitoring and mentoring infrastructure across a large multinational.
Time to results
Long (> 3 years) — Long-running, embedded corporate practice with a formal 2025 target horizon.
Staffing & skills
Internal mentoring network for women employees, Recruitment teams applying diversity monitoring to candidate panels

Conditions for success

  • Long-standing organisational commitment predating legal requirements
  • Recruitment processes designed to produce representative CV panels
  • Internal mentoring networks giving women a voice on workplace challenges

Commonly funded by

Own resources / municipal budget

Indicative funding routes for practices of this type — always check each programme's current calls and eligibility rules.

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Data sources

Where this practice's information was retrieved from, and when.

Attachments

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