Dr Pepper Snapple Group

Workplace Environment

At Dr Pepper Snapple Group, we view our people as a competitive advantage. Not only do we aim to hire the best and brightest talent in the beverage industry, but we strive to provide a fun, action-oriented, respectful and safe working environment in our more than 225 work sites across North America and the Caribbean.

We continue to explore new ways to build on our status as a preferred employer by emphasizing:

Diversity

1. DPS is an equal opportunity employer. We recruit and develop our employees without regard to race, religious creed, color, national origin, ancestry, physical or mental disability, marital status, sex, age, veteran status, sexual orientation or any other category protected by law.
2. More than 20% of company vice presidents and above and nearly 60% of our total workforce are women or minorities.
3. To further strengthen the diversity of our company, we cultivate relationships with, support and often participate in job fairs hosted by numerous organizations on a local and national level, including the National Society of Hispanic MBAs, NAACP, the National Urban League, the Hispanic Heritage Foundation, the United Negro College Fund and the National Black MBA Association, among others.
4. In Mexico we work with the Ministry of Work, private universities and local employment organizations to provide meaningful career opportunities for people with physical challenges and to adapt our facilities and work environments to their unique needs.
5. We are a proud supporter of Students In Free Enterprise (SIFE), an international organization that mobilizes university students around the world to make a difference in their communities while developing skills to become socially responsible business leaders.

 

Community Outreach [See Community Investment for more detail]

1. We provide our employees numerous opportunities to get involved in their communities through our One Day’s Pay program, which enables each employee to spend one work day a year on a community-volunteer event organized by the company.
2. Employee product donations for local charity events are matched case-for-case by the company, up to 30 cases per employee each year.

 

Employee Relief Fund

1. In 2007, DPS launched its first employee relief program, funded through payroll deductions, to support colleagues dealing with family-related emergencies and catastrophes.

 

Health & Safety

1. We have policies in place throughout all aspects of our operations to ensure the safety of our employees in our facilities and on their routes. These policies are reinforced regularly at all worksites through training and audits.
2. We continue to refine our practices and operations to further improve the safety of the work environment. Compared with 2007, the rate of lost-time injuries has been reduced by more than 40%.  Still, our goal is continuous improvement, and we are rolling out safety training programs throughout our manufacturing and distribution operations. 
3. DPS’s Health & Welfare Plan helps our employees and their families live healthy, active lives through preventative care and screenings, smoking-cessation support, employee-assistance programs, health fairs, first-aid seminars, weight-loss programs and nutrition education, among others.