潜水简介：
- 百事可乐已经成立了一个新的业务部门，以加速种族权益并以更快的速度“推动持续变化”，该公司宣布。多元文化业务和股本发展组织，该组织will operate across PepsiCo's North America beverage and convenient foods businesses,will be led byDerek Lewis, a 34-year veteran of the company.
- 同一周，可口可乐宣布，其高管的2022年年度激励措施中有10％将与公司目标to promote diversity, equity and inclusion,Dow Jones Newswires reported。
- The increased focus on DEI from the two soda giants — in hiring, suppliers and as well as in their product portfolios — signals the value CPGs see in expanding their company's reach to marginalized groups.
Dive Insight:
来自百事可乐的新业务部门既有业务又有人们的注意力，包括加快零售商业务发展的努力，扩大支持黑人和西班牙裔社区的计划，提高其作为首选雇主的知名度，并指定公司内部的“多元文化群体”产品组合以增强消费者的意识和销售。
Kirk Tanner, CEO of PepsiCo's North American beverages division, said in a statement that the new unit will enable the company to better support social progress.
“百事可乐呼吁其最高高管之一领导一个嵌入该公司的组织中的两个最大企业，重点是提供新的教育机会，建立小型企业并创造有意义的工作机会，以努力支持服务不足的企业和社区，”坦纳说。
新业务部门是PepsiCo's Racial Equality Journeyinitiative, which it launched in 2020 to uplift minority communities and address systemic change. As part of this, the parent company of Frito-Lay invested in two efforts专注于支持边缘化团体，4亿美元集中于黑人社区，西班牙裔社区超过1.7亿美元。
PepsiCo, likemany CPGs在2020年全国性的乔治·弗洛伊德（George Floyd）抗议活动之后，更有意识地将DEI纳入其公司平台。饮料和小吃巨人said that by 2025, it aims to reach gender parity across its company, along withincreasing Black representation in managerial roles by 30% and Hispanic representation by 10% by 2025,它said it was on track见面。
近年来，竞争对手可口可乐还一直在优先考虑员工和供应商的多样性。可口可乐有目标对女性持有50%的高级领导positions and to reflect national census statistics of race and ethnicity in its entire employee population by 2030. Currently, 8% of the company's senior leadershipis Black, while 11% are Hispanic。该公司还设有两个内部领导委员会，努力招募，培养和促进妇女和多样化的员工 - 全球妇女领导委员会和多元文化领导委员会。苏打巨人也有指定程序for fostering diversity among its suppliers, and aims to spend $1 billion on the effort by 2022.
将DEI目标与高管薪酬联系起来是食品和饮料CPG的独特之处，进一步强调了多样性对可口可乐的执行领导的重要性。但是实践最近在餐厅空间中采用了由星巴克等连锁店，Chipotle和麦当劳。
