Diverse

PepsiCo Diversity Case Analysis

The demographic in the United States is changed and the world is more interconnected than ever, so these factors cause diversity in each country and workplace. Moreover, the US labor crunch might occur in the next few years that will cause baby boomers retirement and skill labor shortage. The organization might face the lack of talent pool, so it might concern seeking diverse talent pool including diverse race, gender, disability, or religion. The organization should respond to the situation actively by recruiting, and retain diversity. Also the company should learn how to manage the diversity to treat the employees with fairness, and respect to make them feel valued. Moreover, the organization should create open communication that people feel free to speak up and listen to different perspective of each diverse people. Managing diversity and inclusive will benefit the organization in various aspects. First of all, it will reduce turnover of minority and also improve retention that is a hard challenge of the organization. Second, having diverse people in the organization will create different perspective, innovation and creativity that will bring organization competitive advantage. Moreover, if diverse people are treated fairly and respectfully, it will bring the employees satisfaction that leads to employees’ productivity, and also company’s reputation.

I have main 3 reasons that why I think Steve Reinemund's approach to diversity was successful and the lessons I can be learned for this approach.

1. High performance in revenue, reputation, and leadership

2. Reduce employee turnover and increasing employee satisfaction

3. Strategies to Increase diversity representative and implement inclusive culture

High performance in revenue, reputation, and leadership

PepsiCo had considerable growth and recognition by the end of Reinemund’s fifth year as chairman and CEO. Revenue had grown from $23.5 billion in 2001 to nearly $32.6 billion...