With offices all over the world, PepsiCo says it aims to have a company workforce that reflects the different people and places of the world it does business with.
The New York-based beverage manufacturer not only set up a diversity, equity and inclusion (DEI) framework within its hiring and overall business models to accomplish this but has also set companywide DEI goals to foster tangible change in its operations.
This includes PepsiCo’s Southern California offices, such as its West Division hub in Aliso Viejo, which counts more than 700 employees.
“DEI is crucial to the longevity of our business because a diverse team enables us to approach and make every decision with authenticity and inclusivity,” the local divÂision’s Vice President and General Manager Sean King told the Business Journal.
King also cited the history of PepsiCo, making diversity a priority in the food and beverage industry as the foundation for existing initiatives. For example, the company established a supplier diversity program over 40 years ago to help build a more inclusive supply chain and address barriers in underserved communities.
PepsiCo in 2020 announced plans to invest more than $570 million over five years to increase diverse representation both within the company and outwardly in its partnerships and supply chain.
One of its goals is to achieve gender parity in management roles across the company, specifically in the next few years. PepsiCo plans to have 50% women in management roles and increase Black and Hispanic managerial populations to 10% by 2025.
“The driving force behind this journey is our diverse group of associates,” King said.
Employee-LedÂ
Building authentic programs means leaning on the company’s employee-led communities, also known as employee resource groups (ERG), “to form the bedrock” of PepsiCo’s DEI values, King said.
Each group operates under the sponsorship of an executive, who has the responsibility to amplify and “cultivate an inclusive environÂment.” King is the executive sponsor for the west division chapter of PepsiCo’s Asian Network (PAN).
“We aim to empower associates to connect, discover a sense of belonging and thrive beyond their immediate teams,” King added.
The west division also launched a program to highlight and acknowledge frontline women associates across the company titled She is PepsiCo. The three-year-old program has resulted in most honorees being promoted to leadership roles after their recognition, and King noted the program has expanded to the rest of PepsiCo.
Local ActivityÂ
PepsiCo’s DEI initiatives also extend to its local communities.
“Our community initiatives encompass providing education and skills training, menÂtoring local entrepreneurs and strengthening community ties,” King said.
In Orange County, one of PepsiCo’s employee resource groups, Women of Color, has a partnership with Girls Inc. of Orange County. The Santa Ana-based nonprofit helps more than 9,000 girls annually.
The employee group mentors upcoming high school seniors as part of the local organization’s Meet the Workforce program dedicated to preparing the young women for college and future careers.
“We are also committed to helping dismantle systemic barriers in Black and Hispanic American communities,” King added.
The company’s local efforts include PepsiCo’s 2021 program called Juntos Crecemos, which means “together we grow” in Spanish, launched to help Hispanic-owned small businesses, specifically restaurants, bodegas and carnicerĂas, recover from the impact of the pandemic and survive long-term.
The Pepsi Dig In program addresses the obstacles of Black-owned restaurants and aims to provide similar support.
Earlier this year, the Los Angeles Rams and Chargers sports teams provided grants totaling $70,000 to both these programs.
“We are equally dedicated to fostering positive change in the neighborhoods where we operate and where our associates call home,” King said.
