JDE Peets – A Global Network Of Champions

Connecting People
JDE Peet’s is a leading global coffee and tea company with more than 21,000 people worldwide. The company operates in over 100 markets, with a workforce supporting a portfolio of brands including L’OR, Jacobs and Douwe Egberts. Senior leaders are passionate about creating a workplace in which all ideas, perspectives, cultures and backgrounds are welcome – with people at the centre.

“At JDE Peet’s our Diversity, Equity & Inclusion (DE&I) agenda is primarily driven by a global network of about 200 DE&I Champions”, explains Loris. “These Champions are passionate employees who support DE&I efforts at a local level and play a key role in embedding inclusion across their sites or markets.”

Every market has its own group of Champions and a dedicated Lead who is responsible for implementing strategies and tracking their progress. “DE&I Champions work closely with DE&I Leads to engage colleagues in our inclusion journey, identify local priorities and help deliver relevant initiatives. They also act as ambassadors for DE&I, promoting awareness across their market or site and guiding employees to appropriate resources”, Loris says.

A Phased ERG Approach
Working alongside these Champions, JDE Peet’s also has an established network of ERGs across many markets. “We see ERGs as a more mature stage”, says Loris. “As part of our DE&I maturity model, markets at Stage 2 are expected to define long-term priorities based on specific diversity dimensions. In these cases, markets may choose to establish ERGs aligned with those dimensions, working alongside DE&I Champions.” This phased approach ensures that the organisation’s key inclusion principles are deeply embedded within company culture before further specialisation through ERGs.

“The key distinction between DE&I Champions and ERGs lies in their scope”, Loris continues. “Champions oversee and support all DE&I topics holistically, while ERGs focus on specific aspects of diversity. While ERGs exist in some markets, DE&I Champions remain the primary drivers of DE&I across the company”, he says.

Measuring Impact Through Maturity
JDE Peet’s measures the impact of its DE&I efforts – including the work of DE&I Champions and ERGs – through a DE&I maturity model. “Twice a year, we ask markets to report on their progress against this model”, Loris says. Each stage of the maturity model includes a clearly defined set of deliverables that must be completed before a market can progress to the next stage. “The success of DE&I Champions is therefore measured by tangible progress against these deliverables, demonstrating that DE&I priorities are being embedded in a structured and sustained way at the local level”, he adds.

Local Impact in Action
Across markets, Champions and ERGs at JDE Peet’s are delivering initiatives that translate strategy into lived experience:

• Women’s History Month: JDE Peet’s Women’s ERG organised a discussion panel featuring external speakers on women’s empowerment and overcoming adversity. The initiative was complemented by a special Peet’s Coffee blend, with proceeds supporting the Women’s Center for Entrepreneurship in Huila, Colombia.
• Black History Month: A panel discussion with two trailblazing women leaders of colour in the coffee industry inspired both a community partnership and the launch of a dedicated Peet’s Coffee blend celebrating their impact and contributions to the coffee industry.
• Belgium: A company-wide challenge encouraged employees to complete Everyday Sexism e-learning, increasing awareness of allyship – resulting in a charitable donation to an organization advancing gender equality.
• Brazil (Jundiaí plant): Focus groups with female frontline employees led to an action plan addressing flexible shift allocation for single mothers, improved access to development opportunities and strengthened psychological safety through anti-harassment training aligned with the DE&I maturity model.
• UK: Champions developed a carers’ toolkit and established a peer support group following employee survey insights, offering practical guidance and community for those balancing work and caring responsibilities.
• Ukraine: In partnership with HR, Champions introduced a comprehensive maternity leave toolkit providing end-to-end support – from preparation and connection during leave to reintegration.

Strengthening Unity
As the external DE&I landscape continues to evolve, JDE Peet’s has moved to reinforce the inclusive intent of its ERGs. “With the shifting DE&I landscape, we see this moment as an opportunity to strengthen the inclusive nature of our Employee Resource Groups”, Loris says.

There is now even greater emphasis on ensuring ERG initiatives are open to all employees and not just those who identify with a specific demographic. “Moving forward, ERGs will focus even more on fostering unity, connection across differences, and encouraging everyone to play an active role in creating an inclusive culture.”

Rather than narrowing their focus, JDE Peet’s ERGs are being positioned as platforms for connection – embedding inclusion into the day-to-day employee experience.

Sustainable Inclusion
Through its structured maturity model, empowered Champions network and evolving ERG strategy, JDE Peet’s is embedding inclusion in a way that is both locally relevant and globally aligned.

“By prioritising strong foundations, measurable progress and unity across differences, we’re moving inclusion from initiative to impact, ensuring DE&I is not just a programme, but a lived and shared responsibility”

Loris Vivien – JDE Peet’s

At Radius, we’re proud to work with the world’s most inclusive employers – organisations that put people first and are committed to building workspaces where everyone belongs.

Our 2026 Radius Global ERG Impact Report offers strong evidence that ERGs are continuing to deliver impact at scale – driving change, strengthening inclusion and belonging developing talent and skills and supporting workplace resilience and wellbeing.

Download the full report HERE.