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Listen to Rinie Kishnani on JDE's road to pay transparency. At JDE Peet’s, fair pay has been one of continuous measurement, transparency, and action. With a workforce of nearly 19,000 employees worldwide, we recently completed our 2024 global pay equity study — and the results speak for themselves: a negligible gender pay gap, well below the EU directive’s 5% threshold.
This outcome didn’t happen overnight. It reflects a practice of weaving inclusivity and fairness into our everyday routine, making sure equity is more than a principle — it’s how we operate. Being certified as a Fair Pay Leader by FPI is not just a title, but recognition of this ongoing commitment.
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Key take-aways:
JDE Peet’s shared a compelling and transparent journey toward achieving Gender Pay Equity across 41 countries. Their approach combined rigorous data analysis, external validation, and internal cultural transformation. The session emphasized that pay equity is not a finish line—but a continuous journey of structural change, education, and accountability.
Here are the key takeaways:
- External validation matters: Partnering with Mercer and FPI added credibility and rigor to the study.
- Structural fixes over quick wins: Remediation focused on long-term changes in hiring and promotion policies.
- Empower managers with data: Compa-ratios and pay range visibility helped managers make fair decisions.
- Tailored communication works: Short reels, FAQs, and manuals demystified complex concepts for all audiences.
- Prepare for EU Pay Transparency Directive: Entity-level reporting and consolidated payroll systems are essential next steps.
(This message is AI generated by Copilot and based on information relevant to this meeting)
