How PepsiCo is supporting gender diversity

by John Hilton23 Apr 2018

PepsiCo has had the honour of being awarded the Workplace Gender Equality Agency’s (WGEA) Employer of Choice citation for gender equality for four years in a row.

This accolade is in recognition of PepsiCo’s ongoing commitment and effort to workplace gender equality through encouraging work life quality and flexibility in the workplace, according to Shiona Watson, senior director, HR at PepsiCo.

Moreover, PepsiCo supports women at all levels of the organisation to progress into more senior positions and also ensures pay equity within the business.

PepsiCo’s policies and practices around gender diversity fall into three main areas:

Supporting parents and working families

For example, last year, our primary carers paid leave was increased from 12 to 16 weeks.

“These changes put our primary carers leave scheme above the Australian average and highlight our dedication to building a supportive environment for employees,” Watson told HRD.

Attracting, retaining and developing talent – building future pipeline

PepsiCo have committed to accelerating and sustaining the development of female talent through tailored coaching, mentoring and leadership development programs.

Fostering a culture of flexible working for all employees

“We understand work/life quality means different things to different people and we’re committed to providing a range of flexible work practices to assist employees in balancing their personal responsibilities and lifestyle with work,” said Watson.

For example One Simple Thing is an initiative that provides a framework for employees and managers to have a conversation about personal needs and what flexibility options would help them achieve better work/life quality.  

“Our Leaders Leaving Loudly initiative also seeks to highlight senior leaders working flexibly, setting a cultural tone where flexibility is not only ‘permitted’ but actively encouraged.”

Moreover, research this year by Accenture found that in companies in Australia and New Zealand with clear diversity initiatives:

  • 97% of employees are satisfied with their career progression
  • 86% of employees aspire to get promoted
  • 74% aspire to become senior leaders in their organisations

According to Accenture, the research was  a reminder that building a culture of respect for individuals is essential to achieving gender equality because people, not programs, are what make a company inclusive and diverse.

 
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