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PepsiCo’s Data-Driven DEI Strategy

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A Bold Step Forward in DEI PepsiCo, a global leader in the food and beverage industry, has undertaken a monumental task: rolling out a diversity, equity, and inclusion (DEI) strategy across its vast empire. With over 310,000 employees and 23 brands spread across more than 200 countries, the scale of PepsiCo’s commitment to DEI is unparalleled. This strategy is not new to the company but has become a cornerstone of its culture, aiming for gender parity and inclusivity across all levels.

Setting New Standards with Data At the heart of PepsiCo’s approach is a rigorous, data-driven methodology. Under the leadership of Ramon Laguarta, Chairman and CEO, the company frequently measures employee sentiment and gathers data from its numerous Employee Resource Groups (ERGs). This data is then used to inform and tailor a wide array of initiatives, from internal development programs at PepsiCo University to mental health resources aimed at specific groups. Among these initiatives, a global self-ID campaign stands out, designed to better understand and support employees from under-represented groups such as those with disabilities, LGBTQ+, and veterans.

Championing Global Self-ID for Inclusivity PepsiCo’s global self-ID campaign, particularly focusing on LGBTQI+ employees, has been recognized for its impact and scalability by the World Economic Forum, marking it as a DEI Lighthouse for 2024. This campaign, crucial for gathering data on under-represented communities, leverages technology and training to encourage self-identification across the company’s global workforce. The success of this initiative is evident in the significant number of employees who have voluntarily self-identified, enhancing the company’s ability to foster a more inclusive work environment.

Advancing DEI Goals Through Intersectional Data The collection of intersectional data on its LGBTQI+ workforce allows PepsiCo to track and improve upon key metrics such as recruitment, retention, and development. This, in turn, supports the creation of more informed and sustainable DEI programming. The initiative’s success is largely attributed to the support from senior leadership and the implementation of self-ID practices by local HR leaders, demonstrating a company-wide commitment to inclusivity.

PepsiCo’s Data-Driven DEI: A Model for the Future PepsiCo’s efforts in advancing DEI through data collection and analysis serve as a significant example of how companies can engage employees and make tangible progress in creating a more inclusive workplace. By sharing anonymized representation data and continuously tracking self-ID usage, PepsiCo not only sets a benchmark for DEI initiatives but also showcases the power of data in driving meaningful change.

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