PEPSICO ACCESSIBILITY STATEMENT

At PepsiCo, we are committed to making our websites accessible to every visitor, including those with disabilities. Consistent with this goal, we’ve taken several steps to enhance our site and increase its useability by those who access the web using assistive technology. Our efforts are guided by the Web Content Accessibility Guidelines, version 2.1, Level AA (WCAG 2.1 AA). We will continue to enhance our digital properties to deliver accessible experiences.

If you experience difficulty accessing our website content, please contact us at ITWebAccessibilityCoE@pepsico.com for assistance or to provide feedback.

PepsiCo Canada Accessibility Policy

PepsiCo Canada is committed to ensuring equal access and participation for people with disabilities. This includes our customers, our employees, and members of the general public that leverage our products, services, and facilities.

Our policies and business practices shall comply with Ontario’s Accessibility for Ontarians with Disabilities Act (the “AODA”) and its supporting regulations, the Ontario Human Rights Code (the “Code”), and all related legislation in the jurisdictions we operate within Canada. Our accessibility policies are consistent with the law and the broader principles of independence, dignity, integration, and equality of opportunity for people with disabilities. Our accessibility policies are available online (http://pepsico.ca/en/Accessibility.html) and in accessible formats. PepsiCo will ensure its policies are available through the use of communication supports as necessary.

PepsiCo Canada shall endeavour to do the following to promote accessibility for people with disabilities:

1. identify barriers;
2. remove identified barriers;
3. prevent barriers;
4. increase awareness of accessibility initiatives at all levels of our organization;
5. develop policies and procedures that ensure accessibility for our job candidates and employees;
6. develop policies and procedures that ensure accessibility for our customers and the general public that leverage our products, services, and facilities; and
7. train our employees to ensure awareness, responsiveness, and respect towards people with disabilities.

Associated References:

• PepsiCo Canada’s Customer and Consumer Service Policy
• PepsiCo Canada Multi-Year Accessibility Plan
• PepsiCo Accessibility Feedback Policy
  

PEPSICO CANADA MULTI-YEAR ACCESSIBILITY PLAN

INTRODUCTION AND STATEMENT OF COMMITMENT

In this Plan, PepsiCo Canada ULC and The Pepsi Bottling Group (Canada), ULC are together referred to as “PepsiCo Canada”.

This multi-year accessibility plan outlines PepsiCo Canada’s strategy to prevent and remove barriers to address the requirements of the Accessibility for Ontarians with Disabilities Act (the “AODA”), and in order to fulfill PepsiCo Canada’s commitment as outlined in PepsiCo Canada’s Accessibility Policy.  This multi-year accessibility plan will be reviewed and updated by PepsiCo Canada as required, but not less than once every five years.

OVERVIEW

I. Accessibility Standards for Customer and Consumer Service

II. Integrated Accessibility Standards Regulation

A. Information and Communication Accessibility Standards

1. Feedback, Accessible Formats and Communication Supports

2. Accessible Websites and Web Content

B. Employment Accessibility Standards

1. Workplace Emergency Response Information

2. Recruitment

3. Informing Employees of Supports

4. Documented Individual Accommodation Plans/Return to Work Process

5. Performance Management, Career Development and Redeployment

III. Training for all Standards

I. ACCESSIBILITY STANDARDS FOR CUSTOMER AND CONSUMER SERVICE

Commitment:

PepsiCo Canada has been in compliance with the Accessible Customer Service Regulation under the AODA since 2012, and will continue to comply with that regulation.  PepsiCo Canada’s goal is to deliver exceptional customer and consumer service and it is committed to service its customers and consumers in a way that respects the dignity and independence of persons with disabilities. Please refer to PepsiCo Canada’s Customer and Consumer Service Statement for Ontario.

Actions Taken:

Among the measures that have been implemented by PepsiCo Canada are the following:

• Ensuring all persons who, on behalf of PepsiCo Canada, deal with its customers, consumers or other third parties, and all those who are involved in the development and approval of customer/consumer service policies, practices and procedures, as well as all others providing services to our customers/consumers, are trained to communicate and provide the best possible service to all customers/consumers, including persons with disabilities
• Providing fully-accessible telephone interface to consumers with hearing or speech disabilities
• Welcoming feedback from persons with disabilities through multiple communication channels
• Notifying employees and members of the public of planned or unexpected disruptions to our facilities, as required, in accessible formats that meet the needs of persons with disabilities

II. INTEGRATED ACCESSIBILITY STANDARDS REGULATION

A. INFORMATION AND COMMUNICATION ACCESSIBILITY STANDARDS

Commitment:

PepsiCo Canada is committed to making company information and communications accessible to persons with disabilities. PepsiCo Canada will incorporate new accessibility requirements under the information and communication standards to ensure that its information and communications systems and platforms are accessible and are provided in accessible formats that meet the needs of persons with disabilities.

1. Feedback, Accessible Formats and Communication Supports

Actions Taken:

In accordance with the IASR, PepsiCo Canada ensures that the following are accessible to persons with disabilities: (1) existing and new processes for receiving and responding to feedback, and (2) accessible formats and communication supports.  PepsiCo Canada notifies the public of the availability of these processes, formats and supports and, upon request, provides accessible formats and communication supports in a timely manner that takes into account the person’s accessibility needs due to disability.  PepsiCo Canada also consults with the person making the request to determine the suitability of the format or support.

2. Accessible Websites and Web Content

Actions Taken and Planned Actions:

In accordance with the IASR, PepsiCo Canada will ensure development of its next generation digital platform for public websites, mobile applications, in-store media and information technology infrastructure meet AODA Information and Communication Standards and that partnering vendors have necessary expertise with such technology.

All new PepsiCo Canada websites and web content already comply with international accessibility guidelines WCAG 2.0 Level AA

B. EMPLOYMENT ACCESSIBILITY STANDARDS

1. Workplace Emergency Response Information

Commitment:

Where PepsiCo Canada is aware that an employee has a disability and that there is a need for accommodation in an emergency situation, individualized workplace emergency response information will be provided to the employee as soon as practicable if such information is necessary given the nature of the employee’s disability.

Actions Taken:

PepsiCo Canada periodically notifies employees of the availability of individualized assistance, and prepares individual plans for employees who advise of their needs for accommodation in emergency situations.

2. Recruitment

Commitment:

PepsiCo Canada is committed to fair and accessible employment practices that attract and retain employees with disabilities. This includes providing accessibility across all stages of the employment cycle.

Actions Taken and Planned Actions:

PepsiCo Canada is already taking the following actions in most parts of its business, and commits to implement these actions throughout its business by the end of 2025.

Recruitment

PepsiCo Canada will communicate the availability of accommodation for applicants with disabilities in the recruitment process. This will include:

• Reviewing and, as necessary, modifying existing recruitment policies, procedures and processes
• Specifying on job postings that reasonable accommodation is available for applicants with disabilities
• Working with suppliers to ensure external Web pages are compliant with the Information and Communication Standards under the IASR’s requirements.

Assessment and Selection

When job applicants are selected to participate in an assessment/selection process, PepsiCo Canada will notify them that accommodations are available upon request in relation to the materials or processes used. This will include:

• Ensuring that the script used to schedule an interview and/or assessment includes a notice regarding the availability of reasonable accommodation
• If a request is made for accommodation, consulting with the applicant and providing a suitable accommodation in a manner that takes into account the applicant’s accessibility needs due to disability.

Notice to Successful Applicants

When making offers of employment, PepsiCo Canada will notify the successful applicant of its policies for accommodating employees with disabilities.

3. Informing Employees of Supports

Commitment:

PepsiCo Canada is supporting employees with disabilities.

Actions Taken and Planned Actions:

PepsiCo Canada is already taking the following actions in most parts of its business, and commits to implement these actions throughout its business by the end of 2025.

• Informing employees of its policies supporting employees with disabilities, including, but not limited to, policies on the provision of reasonable job accommodations that take into account an employee’s needs due to disability, and informing new hires of this as soon as practicable upon employment commencing, specifically in the orientation process
• Keeping employees up to date on changes to existing policies on job accommodations
• Where an employee with a disability so requests it, consulting with the employee to provide suitable accessible formats and communications supports for:
  • Information needed in order to perform the employee’s job
  • Information that is generally available to employees in the workplace,

and consulting with the employee to determine the suitability of the accessible format or communication support.

4. Documented Individual Accommodation Plans/Return to Work Process

Commitment:

PepsiCo Canada has incorporated accessibility requirements under the IASR to ensure that barriers in accommodation and return to work processes are eliminated and that corporate policies surrounding accommodation and return to work are followed, where applicable.

Actions Taken and Planned Actions:

PepsiCo Canada’s existing policies and processes include the accommodation of employees with disabilities and the facilitation of employees’ return to work after absenteeism due to disability.

PepsiCo Canada will review and assess existing policies to ensure that they reference the return to work process and include a written process for developing documented individual accommodation plans.  This process will include, for example:

• the steps PepsiCo Canada takes to facilitate an employee’s return to work after a disability-related absence
• the development of a written individualized return to work plan for such employee
• the use of documented individual accommodation plans for employees with a disability, if such plans are required.

PepsiCo Canada will also ensure that the referenced process includes all requirements set out in the IASR.

5. Performance Management, Career Development and Redeployment

Commitment:

PepsiCo Canada will take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans:

• When using its performance management process in respect of employees with disabilities;
• When providing career development and advancement to its employees with disabilities;
• When redeploying employees with disabilities.

Actions Taken and Planned Actions:

PepsiCo Canada will do the following:

• Review, assess and, as necessary, modify existing policies, procedures and practices to ensure compliance with the IASR
• Review, assess and, as necessary, include accessibility criteria in Performance Management workshops
• Take into account the accessibility needs of employees with disabilities when providing career development and advancement to its employees with disabilities, including notification of the ability to provide accommodations on internal job postings
• Collaborate with employees with disabilities and, where applicable, with unions to review accessibility needs of the employees when redeploying them.

III TRAINING

Commitment:

PepsiCo Canada is committed to implementing a process to ensure that all employees, volunteers, third-party contractors who provide goods, services and facilities on PepsiCo Canada’s behalf, and persons participating in the development and approval of PepsiCo Canada’s policies, are provided with appropriate training on the requirements of the AODA and on the Ontario Human Rights Code as it pertains to persons with disabilities, and are provided with such training as soon as practicable.

Training Materials

PepsiCo Canada’s training materials currently provide direction and instruction about the following matters:

• Purposes and requirements of AODA and the Ontario Human Rights Code
• How to interact and communicate with persons with various types of disability
• How to interact with persons with disabilities who use an assistive device or require the assistance of a guide dog or other service animal or the assistance of a support person.
• How to use equipment or devices available on the Company’s premises to help with the provision of goods, services or facilities to a person with a disability
• What to do if a person with a particular type of disability is having difficulty accessing PepsiCo Canada’s goods or services.

Actions Taken and Planned Action:

PepsiCo Canada has conducted and continues to refresh training regarding the Ontario Human Rights Code and the AODA's Customer Standard, as well as to include the AODA's IASR obligations.  More particularly, these actions include:

• Establishing an internal committee responsible for developing appropriate training
• Ensuring that this training is provided in a timely manner
• Keeping and maintaining a record of the training provided, including training dates and the number of individuals to whom it was provided
• Ensuring that training is provided on any changes to the prescribed policies on an ongoing basis

This multi-year accessibility plan is maintained on PepsiCo Canada’s website (http://pepsico.ca/en/Accessibility.html) and provided to individuals in an accessible format, upon request. 

PepsiCo Canada Customer and Consumer Service Standards Policy

Customer and Consumer Service Philosophy

PepsiCo Canada is committed to promoting accessibility for persons with disabilities while delivering exceptional customer and consumer service. We endeavour to provide goods, services, and access to our facilities in a manner that reflects the principles of dignity, independence, integration, and equality of opportunity. This commitment extends to customers and consumers, as well as our employees (including volunteers and third-party contractors) and members of the general public.

Guiding Principles

The following guiding principles reflect PepsiCo Canada’s expectation for our employees with respect to their engagement with persons with disabilities, includes customers, consumers, employees, or members of the general public:

• Respect - Each of us will demonstrate honesty, integrity and promote equality of all people;
• Ownership - Each of us is accountable for creating an environment that contributes to the success of our customers, consumers, and each other;
• Collaboration - Each of us has an important role in working together to promote accessibility; and
• Continuous Improvement - Each of us is committed to ongoing improvement in all we do to anticipate and exceed accessibility needs as they evolve.

Providing Goods and Services to People with Disabilities

• Communication - We will communicate with people with disabilities in ways that reasonably accommodate their disability, including the use of accessible formats and communication supports as necessary. Employees will consult with the person making the accommodation request to assess the appropriate and suitable means of communicating with them. Our communication with people with disabilities will be respectful and timely;
• Telephone Services - We are committed to providing a fully accessible telephone interface to our current and potential customers and consumers;
• Assistive Devices - Consumers, customers, and members of the general public are free to use their personal assistive devices in any PepsiCo Canada environment, including wheelchairs, walkers, and support canes, among other devices. PepsiCo Canada offers other measures that may assist people with disabilities while on site and we will ensure that our staff is familiar with the availability of such measures, including elevators, escalators, wheelchair ramps and automatic doors. All devices and measures used to promote accessibility to our goods, services, and facilities shall be kept in good working order. Customers, consumers, employees, and members of the general public will be informed in a timely manner of their availability and status;
• Billing - We are committed to providing accessible invoices to all of our customers.  We will answer any questions customers may have about the content of the invoice in person, by telephone and email, or by such other accessible format or communication support as necessary;
• Documentation - All published documents can be available in hard copy, large print, and email if requested. Other accessible format or communication support will also be made available as necessary.

Service Animals

PepsiCo Canada employees, volunteers and third-party contractors shall reasonably accommodate the use of service animals by people with disabilities who are accessing our services and facilities. Limited exceptions to access will be made for areas restricted to animals under the law, for example, food preparation environments. For those restricted areas, PepsiCo Canada will consult with the person relying upon the service animal and offer alternative measures in order for them to obtain the same use or benefit of the facilities.

For the purpose of this Policy, a service animal:

• can be readily identified as one that is being used for reasons related to a person’s disability, as a result of visual indicators such as the vest or harness worn by the animal; or
• the person relying upon the service animal provides documentation from a regulated health professional confirming that they require the animal for reasons related to a disability.

Support Persons

Where a person with a disability is accompanied by a support person, PepsiCo Canada employees, volunteers and third-party contractors shall ensure that both persons are permitted to enter the facilities together and shall ensure that the person with a disability can access the support person while at our facilities.  A support person is a person who accompanies the person with a disability in order to help with communication, mobility, personal care or medical needs or with the access to goods or services.  The support person can be a paid support worker, volunteer, a friend or a family member.

PepsiCo Canada may require a person with a disability to be accompanied by a support person when at the Company’s facilities, but only if, after consulting with the person with a disability the employee, volunteer or third-party contractor determines that a support person is necessary to protect the health or safety of the person with a disability or the health or safety of others at our facilities and there is no other reasonable alternative.

Notice of Temporary Disruption

PepsiCo Canada will provide employees, customers, consumers and members of the general public with timely notice of any planned or unexpected disruption to goods, services or facilities that impacts their accessibility to people with disabilities. This notice will include information about the reason for the disruption, its anticipated duration, and a description of alternative facilities or services, if available. Notice of a service disruption will be placed in a conspicuous place and, by a method that is reasonable in the circumstances.

Training

PepsiCo Canada is committed to implementing a process to ensure accessibility training for all employees, volunteers, third-party contractors; persons participating in the development and approval of PepsiCo Canada’s policies; as well as anyone else who provides goods, services and facilities on PepsiCo Canada’s behalf. The training shall take place as soon as it is reasonably practical to do so.

PepsiCo Canada’s accessibility training will provide direction and instruction about the following matters:

• The purpose and obligations under the Accessibility for Ontarians with Disabilities Act (“AODA”), the Ontario Human Rights Code (the “Code”), and other relevant accessibility legislation, as they pertain to persons with disabilities;
• How to interact and communicate with persons with various types of disabilities;
• How to interact with persons with disabilities who use an assistive device or require the assistance of a guide dog or other service animal or the assistance of a support person;
• How to use equipment or devices available at PepsiCo Canada’s facilities or otherwise provided by PepsiCo Canada that may help with the provision of goods and services or facilities to a person with a disability; and
• What to do if a person with a particular type of disability is having difficulty accessing PepsiCo Canada’s goods, services, or facilities.

PepsiCo Canada has conducted and continues to refresh training materials. These actions include:

• Establishing an internal committee responsible for developing appropriate training;
• Ensuring this training is provided in a timely manner;
• Keeping and maintaining a record of the training provided, including training dates and the number of individuals to whom it was provided; and
• Ensuring training is provided on any changes to the prescribed policies on an ongoing basis.

Questions Concerning This Policy and the Feedback Process

Any comments, questions or concerns regarding the way in which PepsiCo Canada provides accessible goods, services or facilities to persons with disabilities are welcome. PepsiCo Canada maintains an Accessibility Feedback Policy to ensure we are addressing the accessibility needs of our workforce, customers, consumers, and members of the general public.

PepsiCo Canada’s Accessibility Feedback Policy is available here: http://pepsico.ca/en/Accessibility.html. Questions, comments, and concerns will be replied to in a timely manner. PepsiCo Canada will make reasonable efforts to provide accessible formats and communication supports in its feedback processes in order to ensure that these processes are accessible to persons with disabilities. PepsiCo Canada will also consult with the requesting person what accessible formats are preferred and necessary for the individual to provide their feedback.

PepsiCo Canada Accessible Feedback Policy

Any comments, questions or concerns regarding the way in which PepsiCo Canada provides accessible goods and services to persons with disabilities are welcome. We also welcome comments, questions or concerns from our employees to ensure we are addressing the accessibility needs of our workforce. There are many ways to engage us – set out below in detail – including through our website, by email, by phone or via regular mail.

PepsiCo Canada will review all customer and consumer accessibility feedback, investigate these concerns, and take steps to rectify any accessibility gaps in our delivery of goods and services. Any customer or consumer who submits a complaint will be contacted by a representative of PepsiCo’s Consumer Relations/Response in a timely manner. Accessibility concerns raised among employees are generally managed by Human Resources. Employees are entitled to engage Human Resources about an accessibility concern, or leverage one of the points of contact outlined below. A member of Human Resources will contact the employee who made the complaint in a timely manner to address their concerns and begin the accommodation process.

Accessible Formats and Communication Supports

PepsiCo Canada will make reasonable efforts to provide, in a timely manner and upon request, accessible formats and communication supports in its feedback processes in order to ensure that these processes are accessible to persons with disabilities. PepsiCo Canada will also discuss with the requesting person what accessible formats are preferred and necessary for the individual to provide their feedback. Such accessible formats may include, but are not limited to, large print, recorded audio, and electronic formats. Individuals providing feedback are also welcome to rely upon communication supports, which may include captioning, alternative and augmentative communication supports, and plain language.

Please direct accessibility related feedback and concerns to any of the following points of contact: