Pay equity
Last updated
August 28, 2025
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To PepsiCo:
Pay equity is part of our pep+ (PepsiCo Positive) ambitions and supports our workforce goals in the U.S. and across the globe by helping our company attract and retain talent.
To the World:
Striving for pay equity is a step towards creating equal opportunities in the workplace for all employees.
Approach
Governance
Our People Analytics team owns and manages our pay equity review process. In 2025, this process covered approximately 99% of our salaried population.
Risk management
Many regions where we operate, including the United States, prohibit pay discrimination based on certain demographic characteristics like gender or ethnicity. Regularly assessing pay equity performance within our company can help continue compliance with regulations and reduce legal risk.
Strategy
There are many ways to evaluate pay across different employee groups, and the way we do this at PepsiCo is by focusing on pay equity. We are working to achieve and sustain pay equity for our global professional population to help ensure women and men continue to be paid within 1% of each other.
Progress
Metrics and targets
As of 2025, we have implemented our pay equity review process in 72 countries that collectively make up 99% of our salaried employee population. Our 2025 results continue to show that in this population, women and men are paid within 1% of each other.1 The results of our review process show we continue to have strong pay equity performance and provide insight into how we can advance pay equity in markets in which we operate.
What’s next?
We will continue to bring our pep+ agenda to life, looking not only at pay equity but supporting all of our inclusion ambitions and helping attract and retain talent at PepsiCo.
1As of June 1, 2025. See Calculation Methodology for detail on how we measure progress on this metric. Metric published July 30, 2026
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