Performance With Purpose: The Promise Of PepsiCo 1

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36–47TalentSustainabilityTo the associates of PepsiCo … It’s a promise toinvest in our associates to help them succeed anddevelop the skills needed to drive the company’sgrowth, while creating employment opportunitiesin the communities we serve.40 PepsiCo, Inc. 2010 Annual Report
Talent SustainabilityCulture36Ensure high levels ofassociate engagementand satisfaction ascompared with otherFortune 500 companies.We seek the insights of our associatesthrough our biannualOrganizational Health Surveyto help us increase associateengagement and satisfactionglobally, regionally and locally. Byconducting the survey every twoyears, we’re able to analyze thedata, create meaningful actionplans and measure plan effectiveness.We also benchmark ourresults against other highlyrespected companies from differentindustries, using data fromthe Mayflower Group, a surveyconsortium of companies towhich PepsiCo belongs. In ourlast full survey, conducted in2009, we learned that 73 percentof our associates rated PepsiCoas a favorable place to workcompared with other companies,11 percentage points higher thanthe Mayflower benchmark. Ouroverall associate engagementindex was also favorable at75 percent. And our associateresponse rate of 89 percent waswell above survey industrybenchmarks. In 2011, we willagain conduct our OrganizationalHealth Survey of all associates,including those in our recentlyacquired bottling organizations,in approximately 80 countriesand in 38 languages.37Foster diversity andinclusion by developinga workforce that reflectslocal communities.We have a core belief that making themost of diverse strengths and talentshelps make our company successful.We take great care to weave diversityand inclusion (D&I) into the very fabricof our culture to improve as a global,multicultural and multigenerationalcompany capable of serving the world’scommunities effectively. To ensurethat our focus on D&I is supported atall levels of the company, we seek thefeedback of our associates as part of ourbiannual Organizational Health Survey.The feedback is encouraging. In 2009,our last full survey, 80 percent of ourassociates said their managers supporttheir involvement in D&I activities, a14 percentage point improvement sincethe question was first asked in 2004.Feedback externally is also positive.PepsiCo is frequently benchmarked forits global D&I initiatives, often by manyof our most-valued retail customers.And in 2010, our D&I leadership andinitiatives were once again recognizedby numerous organizations and publications.The chart below provides asnapshot of PepsiCo’s 2010 diversitystatistics after the integration of ouranchor bottlers and other acquisitionsby the company.2010 Diversity and Inclusion StatisticsPeopleTotal Women % of Color %Board of Directors a 12 4 33 4 33Senior Executives b 13 2 15 3 23Executives 2,970 915 31 600 20All Managers 17,790 5,690 32 4,690 26All Associates c 100,415 19,530 19 29,360 29At year-end, we had approximately 294,000 associatesworldwide.a Our Board of Directors is pictured on page 17.b Composed of PepsiCo Executive Officers listed on page 18.c Includes full-time associates only.Executives, All Managers and All Associates are approximatenumbers as of 12/25/10 for U.S. associates only.Data in this chart is based on the U.S. definition forpeople of color.41
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Performance With Purpose: The Promise Of PepsiCo 1

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