• Our annual employee engagement survey solicits feedback from all team members on topics that include culture, engagement, well-being, development, leadership and work environment. We then take those findings and action new initiatives and programs to improve our workplace. In 2024, 91% of employees participated in the survey and findings showed that 81% of KDP employees are engaged, committed to staying with KDP and have a strong sense of accomplishment from their work, up from 80% in 2023.
• More than 3,200 KDP employees are members or allies of one or more of our eight ERGs that help build connection and community. In 2024, these groups hosted over 150 events and activities focused on KDP culture, career, community and company.

• We provide instructor-led courses and a robust library of on-demand training materials, ranging from technical skills to strategic thinking.
• Our performance management process fosters alignment and accountability, drives performance-based rewards and creates a culture of personal and professional development and recognition. Our annual performance management cycle ensures that non-frontline employees set goals aligned with our business priorities, supported by touchpoints throughout the year, to ensure ongoing feedback, and our frontline team members are provided with regular, real-time feedback and frequent touchpoints around performance and behaviors.
• The KDP Careers website was recently enhanced, including the use of videos that share employees’ experiences and perspectives about working at KDP.

• We continue to update our total rewards to meet the needs of our workforce. KDP benefits packages are designed to support employees and provide eligible employees with access to medical, dental, vision, life insurance, retirement benefits and disability benefits, and offer assistance with major life activities such as adoption, childbirth and back-up childcare, among other benefits.
• We confirm our commitment to fair and equitable pay practices by conducting annual pay equity assessments. These reviews help ensure parity across comparable roles and are aimed at identifying and eliminating any statistically significant gaps based on gender or race.
• The safety of our employees is a top priority for KDP. We reinforce workplace safety through continuous improvement programs and investing in tools and technologies to enhance how we capture metrics and identify, report and address health and safety issues.
  • Our employees receive a wide range of safety training, depending on their role and site location, which can include daily safety huddles, annual refresher courses, emergency response, specialized training and more.
  • We continue to make operational upgrades to enhance safety protocols and routine reviews of emergency preparedness and response plans.
  • KDP has implemented management systems and tools that support safety. For example, we use Total Productive Maintenance Principles (TPM), a globally recognized framework to help improve manufacturing productivity which can have employee health and safety benefits. We also use the Global Safety Tracking System which monitors safety metrics and trends.
  • In addition, we develop programs and procedures to advance compliance with federal (e.g., Occupational Safety and Health Administration [OSHA]), state and provincial laws and standards applicable to our workplaces.

• KDP has a multi-year partnership with the American Red Cross and the Canadian Red Cross to provide support to families and communities in need across the U.S. and Canada through both financial support and in-kind donations. We also create opportunities for employees and our customers to volunteer with the Red Cross, participate in blood drives, contribute to food drives and donate to emergency relief efforts.
• KDP’s Engage for Good program provides employees with matching donations and volunteer grants as a reward for those who volunteer in their communities. In this way, we support causes that matter most to our employees. In addition to Engage for Good benefits, KDP also provides employees with up to eight hours of paid time off to volunteer in their communities each year. We also collaborate with our ERGs to support activations with specific causes and organizations tied to their mission.
• Our disaster relief efforts provide critical products and resources to individuals and families in the wake of crises and natural disasters. Working with key partners like Good360 and Operation Blessing, KDP stocks warehouses with water throughout the year so the organizations can respond swiftly by supplying beverages to those impacted by natural disasters such as wildfires, flooding and hurricanes. In this way, our partners always have water ready and do not have to wait on our deliveries to respond to urgent needs.
• We facilitate grants to U.S. employees through our Employee Relief Fund, a 501(c)(3) nonprofit that is funded by and supports KDP employees and their immediate family members who experience a disaster or emergency hardship.
• Many of KDP’s brands have their own activations to give back to the community. For example, Dr Pepper has awarded millions of dollars in tuition assistance to deserving students through its various programs since 1990. This includes the annual football throwing competition during halftime at five marquee NCAA conference championship games.

Photo Credit: Jaysson Gallant