How Sodexo is redefining employee engagement and development
At the heart of Sodexo’s operations lies its people—the driving force behind its success in delivering quality services across industries. With a workforce of approximately 85,000 employees in the APMEA region, including a significant presence in India, Sodexo has built a robust employee value proposition (EVP) centered around belonging, acting, and thriving. Anusoorya Themudu, SVP, Human Resources, APMEA, Brazil & Latin America, sheds light on Sodexo’s holistic approach to talent acquisition, employee engagement, and career development.
Empowering First-Time Workers and Building Careers
A distinguishing feature of Sodexo’s hiring strategy is its commitment to integrating first-time workers into the formal economy. According to Anusoorya, more than 50% of Sodexo’s annual hires are individuals entering the workforce for the first time. This is particularly significant in a service industry where frontline employees form the backbone of operations.
To support these new hires, Sodexo has implemented structured training programs that provide skill-based learning, cultural assimilation, and career progression opportunities. Employees have access to internal job postings, enabling them to explore different roles and advance within the organization.
“We have seen employees join us in frontline roles and grow into leadership positions. Our EVP—Belong, Act, and Thrive—ensures that every worker, irrespective of their level, has access to career development,” says Anusoorya.
A Holistic Approach to Employee Benefits
Beyond compensation, Sodexo prioritises financial security and well-being for its employees. The company ensures timely salary disbursements—a crucial factor for its largely blue-collar workforce. “Employees also benefit from salary advances, micro-loans, and comprehensive leave policies, including maternity, paternity, and special family leaves.”
Sodexo’s Employee Assistance Program (EAP), branded as Sodexo Supports Me, extends professional and personal support through counseling services. Whether it’s financial concerns, mental health, or workplace challenges, employees can access expert guidance whenever needed.
Innovating Talent Pipelines and Cross-Border Opportunities
With talent shortages in key areas, especially culinary roles, Sodexo has initiated cross-border talent development programs. In India, a specialized team focuses on training chefs who meet international standards.
“There is a global shortage of chefs, and India is playing a pivotal role in addressing this gap. Our initiative ensures that skilled professionals are not only contributing locally but are also placed in international markets,” Anusoorya explains.
Serving in Remote Locations: A Unique Workforce Challenge
Sodexo’s operations extend beyond corporate offices, schools & universities, and healthcare institutions to remote environments, including onshore, offshore oil rigs and mining sites. Managing workforce deployment in such locations requires strategic talent planning and specialized training.
“Our work in remote environments is critical. These areas require well-trained teams that can handle food services, facilities management, and technical operations in challenging conditions,” says Anusoorya.
The Road Ahead: Sustainable Talent Strategies
Looking forward, Sodexo aims to enhance its workforce strategy by investing in digital tools, expanding career pathways, and reinforcing employee engagement initiatives. The company remains committed to creating sustainable livelihoods while ensuring its employees feel valued and supported throughout their journey.
“Our goal is to continuously innovate our workforce strategies to build careers, not just jobs. There’s still a lot of work to do, but we’ve already seen great successes,” Anusoorya concludes.
As Sodexo continues to redefine workplace engagement and talent development, it sets a benchmark for how service industries can create meaningful career opportunities while ensuring employee well-being and growth.