Approach

As part of our pep+ (PepsiCo Positive) ambitions, we’re striving to build a more inclusive workplace. This means working to advance human rights and diversity, equity and inclusion (DE&I) for our employees, aspiring to positively influence our business partners and communities, as well as celebrating equity and championing our employee's well-being. Our recruitment practices are an important tool for achieving measurable progress towards our Racial Equality Journey goals in the U.S. and our gender parity goal globally.

PepsiCo's global Talent Acquisition team is responsible for our attraction and engagement strategies and has continued to deploy a balance of both traditional and innovative recruitment methods to attract a diverse and engaged workforce. We continue to grow our reach in traditional channels such as campus recruiting, while also pursuing proactive pipelining strategies tapping into new sources of talent to reach future prospects. We know great talent can be found anywhere. We're focusing on expanding our campus, professional and executive recruitment efforts by increasing our partnerships with diversity organizations, search firms and schools to make sure we discover the best talent, no matter where.

For example, a key pillar of our diverse talent outreach strategy is our U.S.-based Early Talent Acquisition team. This team conceives, designs and executes several signature initiatives and programs to expand our pipeline. Our programs map to four strategic pillars:

• Early identification programs, including our partnerships at the community college level and our Kickstart Corporate Sophomore Leadership Program, identify talent from a broad pipeline.
• Pipeline expansion efforts at the school level focus on building out our presence at HBCUs (Historically Black Colleges and Universities) and HSIs (Hispanic Serving Institutions) as well as strengthening partnerships with a diverse array of student communities at other schools from which we recruit.
• Diversity partnerships and conferences attended by many of our teams to source and support a diversity of early talent from across the country.
• Internal professional development programs provide extensive support to early talent, including peer community building and mentoring programs.

We recognize that recruiting employees is a mutual process — hiring the right
candidates helps PepsiCo grow, but applicants want to make sure that jobs and
companies are the right fit for them as well. We strive to ensure that the application process is a two-way discussion and provide clear communication throughout. Our PepsiCo Jobs site outlines the process and candidate dashboards provide clear communications to all applicants.

Progress

In 2023, in recognition of a changing landscape in recruiting, PepsiCo Talent Acquisition launched a new employer brand, Dare for Better. The updated branding and communications for prospective employees is meant to connect each role with our purpose and our pep+ ambitions. This updated branding aims to provide candidates consistent messaging on what it really means to work at PepsiCo while communicating to candidates what we're looking for as a company: the kind of people who can enrich our culture, drive our organization and enable us to win in a dynamic marketplace.

Of the over 100,000 new employees PepsiCo hired across the globe in 2023, 49% were under 30 and 29% are women. We also continued to build out our talent outreach strategy to meet the goals laid out in our Racial Equality Journey.

PepsiCo is proud to be named on Fortune’s 2024 “World’s Most Admired Companies” list for the 19th consecutive year and was also recognized as a LinkedIn Top Employer in 2023 in Argentina, Chile, Colombia, Egypt, Ireland, Saudi Arabia, South Africa, Turkey and the U.S. In 2024, PepsiCo was also awarded Top Employer Global Certification for the fourth time in a row, one of 17 companies recognized worldwide. Additionally, we were awarded Forbes Best Employers for Diversity and Best Employer for Women in 2023. We are proud to see our highest marks coming from our work culture, diversity, retention and compensation categories.

Strategic partnerships

Attracting and retaining female leaders across global sectors remain a key component of our recruitment strategy, and we’ve partnered with leading female-focused platforms such as Fairygodboss in order to advance these efforts.

We continued to build upon our partnerships with a diverse group of external organizations focused on developing undergraduate and graduate students, such as Management Leadership for Tomorrow and The Consortium for Graduate Study in Management. Additionally, our recruiters partner with groups like the National Association of Black Accountants, American Corporate Partners, Service Academy Career Conferences, the Society of Women Engineers and National Society of Black Engineers to host events that attract diverse talent.

What's next?

In recent years, major world events have redefined the relationship between people and their work. PepsiCo is on a transformational journey to be the global leader in convenient foods and drinks, and talent acquisition is a key enabler in making this possible, combining a cutting-edge and positive candidate experience with our winning culture.

In order to progress our Positive Value Chain ambitions, we will continue to position ourselves as a top destination for skilled and specialized talent; an employer of choice for early career entry points; and a consistent, equitable experience for all candidates. We will continue to work toward increasing global female representation and delivering on Black and Hispanic representation goals in the U.S. to reflect workforce availability of the communities where we operate. For more information on progress towards these goals, please see Diversity, Equity and Inclusion.

It's not enough to just attract diverse talent. Through mentoring, coaching and development programs, we aim to foster the unique talents of our employees through every stage of their careers. Around the world, we offer leadership and development programs to help build truly inclusive leadership. For more on how we support the careers of PepsiCo associates, see Employee learning and development.

Talent Acquisition will renew emphasis on building talent pipeline strategies based on ever-changing market insights and talent dynamics and prioritize evolving a differentiated employee value proposition to help increase brand strength, diversity and critical skill sets.