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Ozlem Salur, PepsiCo: Building Gender Balanced Leadership Teams
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PepsiCo Case of Study Building Gender Balanced Leadership Teams 2012 CONFIDENTIAL
PepsiCo
Within PepsiCo, our commitment to diversity
and inclusion encompasses the goal of
achieving parity between women and men in our
management and leadership ranks
Gender Balanced Leadership Teams
Build a leadership pipeline that reflects the Consumer and Talent demographics 1
Creating a competitive advantage through Gender
Balanced teams in PepsiCo 2
PepsiCo South East Europe and Turkey Journey, key insights and cultural implications 3
4
! Studies show that companies with significant number of women in Senior Roles perform better than others
! Women worldwide control about $20 trillion in consumer spending each year
! Women are the driving force behind more than 70% of purchasing decisions
! Sixty percent of university graduates in Europe and North America are women
!"#$%&'()*"+(+",&-(,&.-(/#01-&0023(4515.6(7188&-/&$9-Cox
In Europe, only 7% of the total number of Executive Committee
members of the top 101 European companies are women Source: 2010 WOMENOMICS101, 20-first
Build a leadership pipeline that reflects the Consumer and Talent demographics
A few women at Senior levels...
Source: 2010 WOMENOMICS101, 20-first
In Europe, 44% of companies have at
least one woman on their Executive
Committees.
The US leads the way, well ahead with
87% of American companies having at least one woman on their Executive
Committee.
The problem is not only at the top: women are increasingly outnumbered as they rise through the ranks
...the most important issues
: !"#$%&'()*#$)(+&#,-$./,&+'0#$ ; Combination of work and domestic responsibilities
: The linear career path
; No space for career breaks or the rejection of a geographical mobility option
: Dual career couples
; Couples need to find better ways of balancing life and work during their careers
: Lack of role models
; Few women in senior roles, to build role models
: Need for promotions and development
; Women perceive that males are getting most of the promotions and development opportunities
: Lack of flexibility
; Work life balance
: The talent gap
; The female representations drops at almost every management layer
Creating a competitive advantage through Gender Balanced teams in PepsiCo
Enablers Development Commitment
PepsiCo Europe holistic approach to increase female representation management
and leadership ranks
Commitment
: Diversity and inclusion are a key part of who we are and firmly anchored in our core values
: Behaviours that support diversity and inclusion are embedded in our Leadership Model
: All people managers have a diversity and inclusion objective as part of our Performance
Management Process and Senior Leaders
have targets for women representation
: In 2012, Europe Regional Leads developed an action plan to ensure gender balanced
management and leadership teams as part of our Talent Review process
Our Commitment started with the top of the organization and today:
Key initiatives to increase female development in PepsiCo:
Development
: Talent Review: Detailed plans to drive female representation at executive levels with strong focus on Select, Develop and Retain
: Career Conversations: Conversations to explore factors influencing mobility, life stage and any issues impacting Work Life Balance as part of the Talent Review Process
: Mentoring: Formal and informal mentoring programs
: D&I Scorecard: 2 year aspirational goal to ensure gender balanced management and leadership teams
: Communities'(<-9"1-9(0="-0"$061=(">(7",&-?0(
International Networking, Global Summit of Women, Empowering Women and other high profile conferences
: Communities: Support to Trestle foundation to help female entrepreneurs in emerging markets, while providing development opportunities to our internal talent
Video
!"#$%&'()&%)*)'(+$*,-)./*.)
always offer really challenging tasks for people, and at the same
time is growing people, developing people, and
understanding their motivators
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Kristina Rossova, R&D Manager
Europe
Retaining focus on evolving our culture & environment
Enablers
: PepsiCo have various practices around work life balance:
: FlexiCo Program ! Flex Place - Work from another location one day a week ! Flex Time - Adjust on-going schedule around core work hours ! Flex Day - Summer hours - Compress 5 days of work into 4 ! day
: As part of the annual objective setting process, &,=@"A&&0(B10%#00(+186(86&1$(,.-.9&$0(+6.8(Cone simple
thing?(+"#@B(6&@=(86&,(.%61&5&(.(/&88&$(+"$D-home balance
: Being more effective at work - Less is More and Simplicity
: Encouraging our employees to lead a healthier lifestyle - Fit for Life, Vive Saludable and Vielife
: Maternity Management an innovative, holistic approach which meets the needs of our women through all stages of their pregnancy
Video
!34)*)'(+$*,-)%5$$(1.%)-(5)&,)
such a great way, it just gives you ./#)#6.1*)$5%/)-(5),##02
Helen Hofstede, Project Manager
Quaker Oats
Building Gender Balanced Leadership Teams
Key success factors
: Leadership commitment and
accountability
: Focus on our Culture and Environment
: Career Conversations to understand aspirations and explore factors influencing mobility and life stage
: Career development tracked by Talent Management
: Transparency by implementing gender
diversity scorecard and goals
: Measures to facilitate the work-life balance
South East Europe and Turkey Journey
Umran Beba, formerly President of South East Europe and now President of Asia Pacific, achieve nearly 40% female representation in her leadership team in Turkey
!(+1#/2.$3+#45#.5$(,5466#&$6'5#,574*8$Women...
Women with poor levels of education, especially in urban areas:
: Have access to jobs that offer low wages and harsh working conditions : The cost of hiring someone else to help working
women with childcare and domestic work is too high
Source: WorldBank
Many women in Turkey would like to work but they face a number of difficulties that prevent them from doing so
Some factors affecting women to join the labour force...
Source: WorldBank
Social and Cultural Constrains
: Family would not allow : Safety : Mistrust : What would others say : Care giving
Economic Constrains
: Low wages (high informality) : Long working hours : Economic crisis : Insufficient education : Lack of affordable childcare
Women are disadvantaged
!"
Reasons of not being in labour force 2011
9'(+:#8$!;<=>?@$>9!A!>9!>=$=B<BCB$D!(+17."$95457.57:4*$E,.575(5#
Employment status 2011
Schooling ratio, 2010-2011 Mean age at first marriage by sex
Women are disadvantaged
9'(+:#8$!;<=>?@$>9!A!>9!>=$=B<BCB$D!(+17."$95457.57:4*$E,.575(5#
Distribution of Employment by agriculture and non-agriculture, 2004-2011
PepsiCo has done a good progress in Gender Balance over the years in Turkey
26% 27%
33% 32%
Female Representation
Global Europe SEE Turkey
PepsiCo Executive Female Representation
19% 20%
26%
32%
Female Representation
Turkey Emp Mgrs Exe
Turkey Female Population in Business
...So, how our journey begun?
The Journey started with our Leadership Team..
: A Task force was established and led by Umran Beba (Region President)
: Our target group: Female executives and managers
: Quantitative survey and focus groups to understand:
:WLB
:Culture
:Communication
:Development
: Opportunities, challenges and issues identified
: Actions defined in workshops
To Region President
To Functional VPs
To Business Unit GMs
To Market Unit GMs
To HRDs
Actions defined: Targets given for Female executive representation
Flexibility to facilitate the work-life balance...
Adjust on-going schedule around core work hours of 10:00-3:00
Work from another location one day a week
Summer hours - Compress 5 days of work into 4 1/2 days
... And ONE Simple Thing as part of our A,,(4*$F)G#:57H#.IJ
Because Work Life
Balance is different
for everyone
...followed by cultural change.....
:Leadership meetings
Regular updates about D&I in quarterly Leadership Meetings
:Mentoring Programs
Diverse and High Potential Executives has been matched with VPs and GMs
:D&I Local councils in Business Units
"
!
...and strong communication campaigns
We organized
internal networks....
I$&#H#*'60#,5al meetings
... And distributed
developmental books
...then we decided to invest more
Being a role model with consistent communication...
....and promoting gender equality in management
PepsiCo was among 30 local and international companies that signed Turkish Society for Quality's gender-equality declaration
"Women have the Right to Govern - Gender Equality in Management" declaration, showing their support for equality, diversity and inclusion
in the workplace.
In 2012 our journey requires a new focus...
We have a much more diverse workforce : 14 countries
: Different religions and cultures
: Bottler acquisition and culture integration
: We have much larger population (7,000)
: Leadership Team from 6 different nationalities
: 33% Female executives in South East Europe
...Our journey
will continue...