PepsiCo 2009 Annual Report

Home » Performance with Purpose: Introduction » Talent Sustainability

Share This Page: More Print
  1. Performance with Purpose
  2. Performance
  3. Human Sustainability
  4. Environmental Sustainability
  5. Talent Sustainability
To the associates of PepsiCo…It's a promise to invest in our people to help them succeed and develop the skills needed to drive the company's growth, while creating employment opportunities in the communities we serve.

Our Goals and Commitments

Culture

Enable our people to thrive by providing a supportive and empowering workplace.

  1. Ensure high levels of associate engagement and satisfaction as compared with other Fortune 500 companies.
  2. Foster diversity and inclusion by developing a workforce that reflects local communities.
  3. Encourage our associates to lead healthier lives by offering workplace wellness programs globally.
  4. Ensure a safe workplace by continuing to reduce lost time injury rates, while striving to improve other occupational health and safety metrics through best practices.
  5. Support ethical and legal compliance through annual training in our code of conduct, which outlines PepsiCo's unwavering commitment to its human rights policy, including treating every associate with dignity and respect.

Career

Provide opportunities that strengthen our associates' skills and capabilities to drive sustainable growth.

  1. Become universally recognized through top rankings as one of the best companies in the world for leadership development.
  2. Create a work environment in which associates know that their skills, talents and interests can fully develop.
  3. Conduct training for associates from the frontline to senior management, to ensure that associates have the knowledge and skills required to achieve performance goals.

Community

Contribute to better living standards in the communities we serve.

  1. Create local jobs by expanding operations in developing countries.
  2. Support education through PepsiCo Foundation grants.
  3. Support associate volunteerism and community involvement through company-sponsored programs and initiatives.
  4. Match eligible associate charitable contributions globally, dollar for dollar, through the PepsiCo Foundation.

View details and our progress

Culture

  1. We empower our associates by seeking their insights through our biennial Organizational Health Survey. The survey helps foster a workplace in which associates can speak with truth and candor, which are core values of PepsiCo. The data we collect helps PepsiCo find pathways for improvement.
  2. In our 2009 internal Organizational Health Survey, 73 percent of our associates rated PepsiCo as a favorable place to work compared with other companies–a score that is 11 percentage points higher than the average score of a consortium of Fortune 500 companies that provide global benchmarking data (the Mayflower Group).
  3. The associate response rate to the Organizational Health Survey was 89 percent, well above the average response rate for similar surveys, according to external benchmarking data.

View details and our progress

Culture

  1. Percentage of women on PepsiCo's board of directors: 33 percent (2009 data).
  2. Diversity of PepsiCo senior management (top 66 leaders globally; 2009 data)*:
  3. Percentage of PepsiCo executives globally who are women: 30 percent (2009 data).
  4. Women Executives: 2004 compared with 2009, by region:
  5. Percent of U.S. executives who are people of color: 20.6 percent (2009 data).
    Progress since 2001:
  6. Percentage of associates who see diversity and inclusion reflected in PepsiCo's management (2009 Organizational Health Survey data): 73 percent–an improvement of 16 percent from 2002.
  7. Percentage of associates who say their manager supports their involvement in diversity and inclusion activities (2009 Organizational Health Survey data): 80 percent. This is a 14 percent increase from 2004, when we first started including this question in the organizational health survey.
  8. External recognitions in 2009 diversity and inclusion initiatives:
    1. DiversityInc: Top 50 Companies.
    2. Latina Style: Top 50 Companies.
    3. Working Mother: 20 Best Companies for Multi-Cultural Women.
    4. The Times: Top 50 Places Where Women Want to Work: UK and Ireland.
    5. Loflist: #1Employer of Choice for Working Parents: Netherlands.
    6. Recognition for Promoting Equal Opportunities in the Workplace: Spain.
    7. Forbes: #1Company Where Women Can Get Promoted the Fastest: Turkey.
  9. PepsiCo has scored 100 percent on the Corporate Equality Index, for six consecutive years, for the Human Rights Campaign for our GLBT efforts.
  10. PepsiCo spending with minority- and women-owned vendors (in millions):

* 2009 data does not reflect the impact of PepsiCo's merger with Pepsi Bottling Group and PepsiAmericas, which officially closed in 2010.

View details and our progress

Culture

  1. To promote the health and wellness of our associates and their families, PepsiCo offers HealthRoads™, a program which helps participants develop and sustain healthy behaviors and make informed healthcare decisions. For every dollar spent on workplace wellness in 2009, PepsiCo saves approximately $3.45 on health care–a savings that reduces health-care costs for both PepsiCo and our associates.
  2. Number of countries where HealthRoads™ is offered:
  3. HealthRoads™ External Recognitions in 2009:
    1. National Business Group on Health.
    2. Best Employers for Healthy Lifestyles–Platinum Award.
  4. PepsiCo is partnering with the following organizations to improve workplace wellness:
    1. World Economic Forum (WEF) Workplace Wellness Board.
    2. World Health Organization (WHO).
    3. Healthy Weight Commitment Foundation (HWCF).

View details and our progress

Culture

  1. With the creation of the PepsiCo Health and Safety Leadership Council in 2008 and the release of our Occupational Health and Safety Policy in 2009, PepsiCo continues to focus on improving occupational health and safety metrics globally. Safety committees or coordinators are active in all company-owned manufacturing plants, all of which underwent a full or partial health and safety review last year. In 2009, we decreased Lost-Time Injury Rate (LTIR) by 33 percent, from 2.01 to 1.35 lost time injuries per 200,000 hours worked. (A lost-time injury is an injury that results in the injured person missing a day or more at work.)
  2. For the tenth year, our North American beverage business achieved year-on-year improvement in Lost-Time Injury Rate.
  3. The Borgloon, Belgium and Rotterdam, Netherlands manufacturing sites have both gone two years without a single lost-time injury. (A lost-time injury is an injury that results in the injured person missing a day or more at work.)
  4. The Roha, India beverage plant has gone 10 years without a single lost-time injury.
  5. PepsiCo initiated a global focus on over-the-road safe driving in 2009. Our Gamesa-Quaker and Sabritas businesses in Mexico have trained more than 20,000 sales personnel in safe-driving practices. In the U.S., more than 400 active Frito-Lay drivers have traveled more than one million miles without a preventable accident.

View details and our progress

Culture

  1. To help safeguard Workplace Human Rights, PepsiCo annually conducts global training on our code of conduct. In 2009, 44,000 associates worldwide (almost all of our managers and office workers) participated in our code of conduct training, which was conducted in 24 languages. The number of employees trained in 2009 was 49 percent higher than 2008.

View details and our progress

Career

  1. External recognitions in 2009 include:
    1. Fortune magazine's Top Companies for Leaders (#20).
    2. Three "Great Places to Work" Awards: Portugal, Greece and France.
    3. Three "Top Employer" Awards: Brazil, Italy and Spain.
    4. Most Admired Company award: Turkey.
    5. Awards for Excellence and "Best Presence" in Jordan and Saudi Arabia, respectively.

View details and our progress

Career

  1. In the 2009 global Organizational Health Survey, 72 percent of associates favorably rated opportunities to improve their skills at PepsiCo. The favorable response rate is 10 percentage points above the average of the consortium of Fortune 500 companies that provide benchmarking data (the Mayflower Group). The 72 percent favorable response rate is a 12 percent improvement over 2004, the first time this question was included in the survey.
  2. Additionally, 77 percent of associates reported that they receive the training they need to do a quality job. The favorable response rate is 7 percentage points above the average of the consortium of Fortune 500 companies that provide benchmarking data; and a 4 percent improvement over our 2002 results.

View details and our progress

Career

  1. We have created a global learning architecture to develop within our workforce the skills and capabilities to meet the needs of our retail customers and consumers and to ensure sustainable growth. This systematic approach to training and development also provides associates robust opportunities for professional growth.
  2. PepsiCo University offers expansive classroom and online coursework to help associates develop the leadership skills required for a rapidly changing world. PepsiCo University is available in the U.S., UK, Mexico, Brazil, Russia and European Union countries, among others. In 2009, we created two new major PepsiCo University programs: the First-Time Managers and the Leader of Managers Programs.
  3. The First-Time Managers Program is designed to help associates make the critical transition from individual contributor to manager. It provides a full year of support to new managers to help them succeed in their new roles. In its first year, 945 associates participated in the program.
  4. Our Leaders of Managers Program is designed to help associates make the critical transition from manager to leader of managers. More than 1,000 managers are expected to participate in the program in the next two years.
  5. PepsiCo's Finance University offers courses to help associates gain critical skills in 10 areas of finance: Sales Finance, Operations and Supply Chain Finance, Strategy & M&A, IT, Control, Business Planning, Treasury, External Reporting, Audit and Tax. In 2009, more than 1,500 finance associates (about 40 percent of all finance associates) took at least one course -- a total of 13,235 course hours. In 2009, the course completion rate was 80 percent.
  6. Frito-Lay North America (FLNA) conducted training for 10,000 frontline associates in areas including leadership, sales and systems, and strengthened FLNA's operational capabilities through the training of 9,000 associates.
  7. PepsiCo Americas Beverages provided a total of 442,177 training hours to associates.
  8. PepsiCo AMEA provided a total of 34,159 training hours to 28,528 associates.
  9. In our Corporate sector, 1,876 associates received training for a total of 7,046 training hours. This involved 3,464 hours of online learning and 3,582 hours of instructor led learning.
  10. In 2009, our Employee Resource Groups (ERGs) continued to provide professional development programs to their members. Programs built skills in critical areas including: strategic thinking and career planning . In addition, members of our Women of Color ERG participated in a leadership development program at Dartmouth College.

View details and our progress

Community

  1. When we open new plants, we create new jobs while strengthening PepsiCo globally. In 2009, we created 3,200 new jobs in China and 1,000 new jobs in Russia by opening of new facilities and expanding to serve local markets.

View details and our progress

Community

  1. Diplomas Now: $5 million committed over a three year period to improve high school graduation and college attendance rates in the U.S.
  2. National Council of La Raza's Escalera program: More than $2 million committed to Escalera's Taking Steps to Success to increase high school graduation and college attendance rates of Latinos in 2008-2009.
  3. Scholarship America's Diamond Scholars Program: Provided $500,000 for post-secondary education scholarship aid to urban youth in 2009.
  4. The ExCEL Scholarship Program supports post-secondary education for children of associates of PepsiCo, its divisions, subsidiaries and eligible bottlers. Since 1996, more than 1,900 scholarships, a total of $21.5 million, have been awarded in more than 50 countries. In 2009, awarded scholarships totaled $3,162,277.

View details and our progress

Community

  1. 2009 Highlights:
    1. Sabritas associates' active participation in the Sabritas Foundation resulted in over 23,000 hours of volunteer service in their communities.
    2. Some 1,000 PepsiCo associates based in Chicago provided more than 500 hours of volunteer service in the community for projects including Habitat for Humanity and Chicago Cares. The Women's Initiative Network sponsored Girls in the Game, promoting sports and fitness opportunities as well as health education and leadership development for young women.
    3. PepsiCo Spain is partnering with Mensajeros de la Paz, running workshops to teach young people how to write a resume and develop interview skills so they can gain employment.
    4. PepsiCo Europe supports orphanages in China, Russia and South Africa.
    5. In China, PepsiCo has donated six libraries in Inner Mongolia, HeBei, GuangDong, GuangXi and ShanDong.
    6. In South Africa, PepsiCo has built a science laboratory and a computer room for the community of Ngodini in partnership with the Mpumalanga Department of Education.
    7. PepsiCo Turkey supports "Cheetos Development Centres" to improve opportunities for girls in low-income areas of the country.
    8. PepsiCo Portugal donates vans to local charities, which use them to deliver food and supplies to older adults and differently-abled people.

View details and our progress

Community

  1. For the past 10 years, the PepsiCo Foundation has matched associates' personal contributions–resulting in more than $42 million in matching gifts made. Available to associates worldwide, matching gifts leverage and increase the impact of their contributions to qualified nonprofit agencies working in environmental, educational, civic, arts and health and human service fields. In 2009, the PepsiCo Foundation matched $5.6 million in associate charitable contributions.
  2. An associate's contribution may qualify for a double match if the associate serves on boards of a non-profit organization and actively volunteers 50 hours of personal time with that organization in a calendar year.