P eople With Disabilities Initiative

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

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

3. 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

4. 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

5. External Facts and Figures

6. 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.

7. 2. To contribute to the Economic growth Good Citizenship: Consumers prefer Inclusive Companies A US Consumer Survey indicates: 92 % feel more favorabletoward companies that hire individuals with disabilities 87 % prefer to give their businessto 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

8. 54 Million 46.9 Million 40 Million 15 Million Disability Asian Black Hispanic 3. Within the US People with Disabilities are the Largest Diverse Market • 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 With reasonable accommodations, many people with disabilities can make significant contributions to the business and in the workplace Source: U.S. Census, 2008, Witeck-Combs Report on Disability.

9. 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

10. 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

11. A Team Oriented Culture

12. Alignment to our Employee Value Proposition (EVP)

13. Recruitment • Ads reflect a diverse group that includes physically disabled images • 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

14. 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

15. Request for Accommodation Process Flowchart Employee makes a request for an accommodation 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; 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 does not grant the accommodation, GM must escalate to HR If GM does not grant the accommodation, GM must escalate to HR If GM grants the accommodation, If GM grants the accommodation, GM/HR communicates the decision to the employee HR confers with the employee, GM and/or other resources, as needed. HR documents these discussions. GM/HR communicates the decision to the employee HR confers with the employee, GM and/or other resources, as needed. HR documents these discussions. The accommodation is documented on the Accommodation Approval Form, and on theRequests for Accommodation Log. The Request Form and the Approval Form should both be maintained in a confidential file separate from the personnel file. The accommodation is documented on the Accommodation Approval Form, and on theRequests for Accommodation Log. The Request Form and the Approval Form should both be maintained in a confidential file separate from the personnel file. If HR grants the request If HR does not grant the request, HR must escalate to OER If HR grants the request If HR does not grant the request, HR must escalate to OER 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. 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; employmentrights.USA@sodexo.com Copy of Accommodation Approval Form is scanned or faxed and sent to OER – 301-987-4910; employmentrights.USA@sodexo.com If OER grants the request If request cannot be granted, OER communicates decision directly to employee & HR HR ensures GM records decision on the Requests for Accommodation Log

16. 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)

17. Training (cont’d) Diversity Business Leadership Keynote Speakers • Eric Alva • Bonnie St. John

18. 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

19. 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 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.

20. 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

21. 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 Teamwork Creating a Culture for Awareness and/or Education Creating 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.

22. 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. • .

23. Communications • 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 Inclusion News

24. 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

25. Awards • Top 10 Companies for People with Disabilities, DiversityInc • 2011rating: #9 • 2010     rating: #10 • 2009     rating: #9 • 2008     rating:#6 • 2006     rating: #6 • 2005     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

26. Future Outlook

27. 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

28. “The majority of difficulties faced by disabled people (people with disabilities) are caused by other people’s misunderstanding of their capabilities.” 

29. 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.

30. 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.