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The Global Steve Reinemund Diversity & Inclusion Leadership Legacy Award Fact Sheet

The Global Steve Reinemund Diversity & Inclusion Leadership Legacy Award is the highest leadership honor at PepsiCo. It recognizes and rewards leaders at Band 3 and above who have distinguished themselves as truly extraordinary, visionary and inspirational. The Global Steve Reinemund Diversity & Inclusion Leadership Legacy Award has been created to recognize, inspire and reward distinctive leaders who further PepsiCo's diversity and inclusion evolution and commitment to world-class performance in building a culture that respects and celebrates differences, using them to differentiate and advance the organization.

Why Is This Award Important?

At PepsiCo, we value diversity and inclusion as business imperatives that are essential elements in the future of our worldwide business. Thus, it is timely and appropriate that we honor those who are furthering our goal to "win with diversity and inclusion" throughout our global organization. Because of the importance of leaders in modeling behaviors, empowering others and unlocking their potential, this award recognizes a single leader each year who has contributed the most, identified through a nomination and selection process. Steve Reinemund was the first recipient of this award in 2007, and is the model and namesake of this prestigious award. His inspiring vision, unwavering leadership, defining actions and steadfast commitment to "raising the bar" provide much of the foundation upon which PepsiCo's diversity and inclusion initiative is built.

Who Is Steve Reinemund?

Steve Reinemund is the former chairman and CEO of PepsiCo, who retired in 2007. In a 22-year career, serving as chairman and CEO for more than five of those years, Steve provided the vision and inspiration for PepsiCo's internal and external commitment to diversity and inclusion. Referring to diversity and inclusion within PepsiCo, Steve stated, "First, it's the right thing to do, and second, it has been incredibly important to our success." As PepsiCo was beginning its comprehensive multi-year diversity and inclusion strategy, developing and offering D&I training on an ongoing basis, Steve cemented the company's commitment and business case. In addition to sponsoring inclusion training across the company, he established an internal Diversity & Inclusion Governance Council, and he created the Harvey C. Russell Inclusion Award. Most important, Steve demonstrated inspired leadership in modeling inclusive and diverse thinking and behaviors, defining excellence in corporate D&I leadership.

Award Criteria

Since PepsiCo's business goals are linked to our diversity and inclusion goals, this award recognizes outstanding accomplishments that are beyond a leader's job or mission statement in helping PepsiCo achieve its diversity and inclusion goals within the company and in communities around the world.

The Global Steve Reinemund Diversity & Inclusion Leadership Legacy Award

Recognizes outstanding leadership among champions of diversity and inclusion. The leader must be a Band 3 or above and must not have won this award before. In addition, he or she must:
  • Believe diversity and inclusion is a business imperative.
  • Articulate a compelling vision, purpose and direction for diversity that advances the organization.
  • Demonstrate commitment and a high sense of urgency by holding the organization accountable for advancing the Diversity and Inclusion mission.
  • Anticipate diversity and inclusion challenges and take the lead in breaking down functional and organizational barriers.
  • Possess a proven track record over time of achieving diversity and inclusion results (hiring, developing and retaining diverse employees and fostering an inclusive work environment).
  • Build the bench for the future of PepsiCo by taking other executives with them.
Note: Because the Global Steve Reinemund Diversity & Inclusion Leadership Legacy Award recognizes outstanding diversity and inclusion accomplishments that are not within defined roles, the following leaders will not typically be eligible:
  • Diversity leaders for driving inclusion
  • Supplier diversity leaders for improving supplier diversity


The criteria examples of areas where nominees could have clearly demonstrated that they share PepsiCo's values and have achieved exceptional performance in helping PepsiCo.

CriteriaExamples
Believes diversity and inclusion is a business imperative.
  • Turns the varied perspectives of employees into a competitive edge over rivals, especially in product innovation and marketing.
  • Diversity efforts extend to multiple geographies where PepsiCo does business.
  • Initiatives aimed at wooing ethnic tastes as well as satisfying health-conscious consumers.
  • Implemented a number of impactful initiatives to help understand minority consumer appetites.
Articulates a compelling and sustainable vision, purpose and direction for diversity that causes the organization to move forward.
  • Leverage diversity to understand and penetrate the market.
  • Demonstrates executive influence and thought leadership that advances the corporate D&I mission.
  • Develops strategies that enable the organization to better incorporate the inclusion agenda into key business initiatives.
  • Willing to take the lead on an un-chartered item/course.
  • Gives a voice to employees with varied perspectives and experiences.
Demonstrates commitment and a high sense of urgency by holding the organization accountable for advancing the Diversity and Inclusion mission.
  • Demonstrates a passion for advancing the D&I mission. Proactively delivers message of inclusion among peers, direct reports, and others.
  • Past diversity/inclusion efforts have had a Functional/Division impact.
  • Takes specific actions to build bench for the organization.
  • Pushes organization beyond current comfort point.
  • Create "Diversity/Inclusion" champions.
Anticipates diversity and inclusion challenges and takes the lead breaking down functional and organizational barriers.
  • Looks ahead and anticipates diversity and inclusion opportunities and obstacles (policy, hiring, community concerns, head winds, etc.).
  • Recognizes opportunities (internal or external) to provide real situational leadership versus rationalizing.
  • Demonstrates executive influence and thought leadership that advances the corporate D&I mission.
  • Conceives/develops strategies that enable the organization to better incorporate the inclusion agenda into key business initiatives.
  • Willing to take the lead on an un-chartered item/course.
  • Offering a clear/insightful vision or perspective and providing leadership that causes the organization to move forward.
  • Gives a voice to employees with varied perspectives and experiences.
Possess a proven track record over time of achieving diversity and inclusion results (hiring, developing and retaining diverse employees and fostering an inclusive work environment).
  • Champions diversity and inclusion initiatives across multiple functions and or divisions.
  • Demonstrated historical diversity results.
  • Leads an organization that is viewed as a bench mark for other divisions to follow in the area of hiring, developing and retaining diverse employees.
Builds the bench for the future of PepsiCo by taking other executives with them.
  • Create "Diversity/Inclusion" champions.
  • Takes specific actions to build bench for the organization.
  • Demonstrates commitment to supporting and developing "up-and-coming" Diversity and Inclusion leaders.
  • Active/visible leadership mentoring diverse "future" leaders.

Nomination Considerations

  • Can the accomplishment be clearly distinguished from the nominee's basic accountabilities and responsibilities?
  • Did the nominee achieve results by modeling PepsiCo's values, such as promoting sustained growth, empowering people and acting with responsibility and trust? How was this done?
  • What was the business impact (financial or non-financial)?
  • Specific percent improvement vs. plan or prior year; increased market share; increased volume or dollar growth; cost savings; safety or efficiency improvements, number of hires, etc.
  • Are the results sustainable versus a one-time event?

PepsiCo Global Diversity & Inclusion Vision

  • Shaping PepsiCo to reflect the consumer base we serve from the front line to the Boardroom
  • Creating an inclusive culture where every individual feels that their contributions are valued and that they can reach their full potential, worldwide.



PepsiCo's Innovation and Growth are supported by a Diverse and Inclusive culture that is Multicultural, Multigenerational and with a Global Mindset. For more information on PepsiCo's Global Diversity & Inclusion go to:

https://www.mypepsico.com/eportal/site/eportalcom/aboutpepsico/dni


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