Diversity with a difference

Evolving from representation to inclusion

Though based on the best of intentions, many corporate diversity programs focus on the numerical representation of certain groups of people, limiting the full potential of a diverse workforce.

At PBG, representation is important, but it’s not everything. For PBG, diversity is what makes a person unique–whether that involves gender, work experience, birthplace, national origin, sexual orientation, language or any other characteristic.

This innovative approach has helped PBG become a fixture on the annual lists of companies with the best diversity policies and performance, putting it on a par with other companies many times its size. In 2007, for example, PBG made the list of “Top 50 Companies for Diversity” inDiversityInc magazine. It also earned spots on other “Top Companies” lists, including Black Enterprise, Asian Enterprise and Hispanic Business magazines, and the Human Rights Campaign.

Beyond demographics

PBG tracks traditional diversity representation in several ways. For example, it files more than 190 local affirmative action plans a year with the U.S. government. Each plan incorporates an analysis of the general availability of minorities and women within a specific geographic area to ensure that the constitution of PBG’s local workforce is proportional to the composition of the local population. This process is extremely helpful in terms of recruiting and hiring.

Still, PBG believes there are many other ways that are arguably more important to advancing diversity than quantifiable representation figures. As a result, the company directs significant resources at involving and engaging diverse employees in different aspects of its business. Employees are encouraged to contribute by tapping into their own multicultural, gender and generational differences as well as those of colleagues, customers and consumers.

Comprehensive training programs are provided to help. Since 2002, employees have completed more than 220,000 hours of diversity training–an average of about six hours per employee.

Employee Resource Groups (ERGs) encourage employees with shared differences to connect and celebrate their experiences. PBG also welcomes people with other kinds of differences to the groups. “You can’t realize the power of a diverse culture if people are in silos,” says Sherry Nolan, PBG’s Vice President, Diversity and Organization Capability. “You have to extend diversity up, down and across the whole company.”

Meanwhile, a mentoring program pairs PBG senior leaders with high-potential diverse talent and supports employee engagement in organizations such as the National Black MBA Association, the National Society of Hispanic MBAs, the National Association for Asian Professionals, Women of Power, Catalyst, Out & Equal™ and others.

Institutionalizing inclusion

In 2000, the company established a top-level Diversity Advisory Board (DAB) co-chaired by Eric J. Foss, President and Chief Executive Officer, and John Berisford, Senior Vice President of Human Resources and Chief Personnel Officer. The DAB also includes executives from the company’s six North American business units–each of which has its own Diversity Advisory Board. The national board provides strategic direction, keeps diversity initiatives linked to business objectives and monitors progress.

“PBG thinks about diversity not as a program, but as a characteristic of our culture,” says Foss. “To us, becoming ‘more diverse’ means creating a more inclusive environment in which employees feel their differences are respected and their unique perspectives are valued. It’s about weaving diversity into our employment practices, community outreach strategy and marketing plans, rather than discussing it as a separate discipline.”

He adds, “I feel strongly that this integrated approach advances diversity in the most meaningful way, by unleashing the unquenchable spirit and potential of our people.”

* Answer: (C) More than $240 million

Organization memberships

PBG belongs to and supports many organizations that promote diversity and sustainability and provide PBG employees with rich opportunities for professional development.


Carbon Disclosure Project

Catalyst

The Committee to Encourage Corporate Philanthropy

National Urban League

National Black MBA Association

National Association for Asian Professionals

National Council of LaRaza

Network of Executive Women*

National Society for Hispanic MBA

Out & Equal

Women’s Executive Network Canada*


*New affiliations in 2008

?Did you know...*

How much does PBG spend buying products and services  from women- and minority-owned businesses each year?

A  $80 million
B  $106 million
C  $240 million

Diversity statement

At PBG we encourage everyone to be true to who they are and what they value. Diversity is essential to our long-term business goals and critical to becoming the kind of organization we want to be.

Diversity includes all differences that make PBG employees unique individuals, such as race, religion, national origin, gender, gender identity or expression, experience, work style, culture, age, language, disability, sexual orientation and any other unique attribute that exists within our workplace.

Our diversity framework is centered around our employees, customers, consumers, community and shareholders, and supports the following:

  • Look like the market
  • Build an inclusive culture
  • Connect with community
  • Capture the multicultural consumer

The key to success is creating an inclusive environment where employees feel valued and encouraged to contribute to the business in a meaningful way.

Our expectations:

  • We seek first to understand.
  • We treat everyone with respect.
  • We win as a team.

Today, more than ever, diversity plays a role in everything we do. Understanding the markets that we serve begins with our ability to attract and retain top talent with different skill sets and backgrounds. If we do that well, we will continue to be the employer, bottler, beverage and investment of choice.