1. Purpose
   1. Overview
   2. Performance
   3. Human Sustainability
   4. Environmental Sustainability
   5. Talent Sustainability
      1. Associate Learning & Development
      2. Health & Safety
      3. Human Rights
      4. Diversity & Inclusion
      5. Partnerships & Community
   6. Responsible & Sustainable Sourcing
   7. PepsiCo Foundation
   8. PepsiCo Contributions
   9. Reporting

Diversity & Inclusion

We have a core belief that making the most of diverse strengths and talents helps make our company successful. We take great care to weave diversity and inclusion (D&I) into the very fabric of our culture to improve as a global, multicultural and multigenerational company capable of serving the world's communities effectively.

To ensure that our focus on D&I is supported at all levels of the company, we seek the feedback of our associates as part of our biennial Organizational Health Survey. The feedback is encouraging. In 2009, our last full survey, 80 percent of our associates said their managers support their involvement in D&I activities, a 14 percent improvement since the question was first asked in 2004.

Feedback externally is also positive. PepsiCo is frequently benchmarked for its global D&I initiatives, often by many of our most-valued retail customers. And in 2010, our D&I leadership and initiatives were once again recognized by numerous organizations and publications.

In 2010, we were recognized for our diversity and inclusion initiatives around the world by many organizations and publications (see Black Enterprise's 40 Best Companies for Diversity).

Diversity and Inclusion Councils have been successfully established in all four continents of our PepsiCo International business, focusing on locally relevant diversity and inclusion strategies and plans, with a particular focus on women. In the U.S., our numerous Diversity and Inclusion Networks or Employee Resource Groups (ERGs) include African Americans, Latinos/Hispanics, Asians, Native Americans, Women, Women of Color, White Males, Lesbian/Gay/Bisexual/Transgender individuals, and EnAble, for individuals with disabilities.

Women in the Workplace

As an endorser of U.N. Women's Empowerment Principles, increasing support for women in our businesses is crucial, especially in developing countries. In the U.S., 33 percent of our board members are women, along with 31 percent of PepsiCo executives. This includes the region president of Asia Pacific and the president of our snacks business in China. We have also increased the percentage of women executives in our Latin America, Asia and Middle East businesses. For example, in Mexico, female representation in executive positions increased by 24 percent as of March 2011. In China, females in the executive ranks have reached 38.9 percent in total as of December 2010.

A People Agenda—Talent Acquisition

In 2010, PepsiCo's Midwest-South (MWS) Region made strategic investments in frontline labor and support to make sure the region hired the best candidates as frontline route sales representatives. In this effort, the region completed 14 community open houses in 2010, and deepened strong bonds with such organizations as the Hispanic Chamber of Commerce, Native American tribal councils and the Urban League. As a result, the region improved frontline representation of people of color by 1.35 percent, the second-highest increase in the company, and improved frontline female representation by 0.8 percent, the second-biggest increase in the company.

Meanwhile, the MWS Region has earned a reputation as "employer of choice" on campuses, with several cross-functional recruitment events. These efforts led to 12 new hires in the South called "District Sales Associates," eight of whom (75 percent) were people of color and/or female.