Thread regarding PepsiCo Inc. (Pepsi) layoffs

@1qs+1jv83cjj4 is absolutely correct. Stop the hiring of Indians. It seems like there are no local talent? In fact there are but once these p...ites get in they bring their entire clans in. All of them will be from same localities and speak their vernaculars. These people exploited DEI to hijack entire organization. Just look at the cesspool we have got now.
Quotas and freeze on hiring Indians.
No to Indian racism and bullying.

@1rh The post is correct, the bullying in primarily from the Indians. We must push back as hard as possible. On a daily basis we are given blackmail messages from these Indians. Enough. We will push back by either walking off and will no longer work with these racist bullies until HR steps in. On the meantime document each of their written threats. They are bold by putting in writing.
This is your ticket to get legal.aid outside. you can point the lawyers to this thread

@1r8 No wonder some DPA VPs are running scared—desperately trying to discredit the flood of comments from S&T employees, especially as their names keep coming up in connection with repeated abusive behavior. DPA is a sinking ship. No other PepsiCo thread on Layoffs site has drawn this much attention. G-ayatri has certainly left a remarkable legacy—her VPs are in full panic mode.

@1rb were foreigners involved in that too?

the situation at this company is getting worse and worse - lets bring back good paying American jobs and make America great again!

Look out for this threat being referred to in local media this coming week, in reference to Frito-Lay plant closure in Liberty, New York

@1qv I believe they're all looking for new jobs, which they will sure land thru the lies they propagate. This thread has brought to light the toxicity, disorder, and deep racism within DPA. Now, with company monitoring in place, people are on edge. I've heard that most of DPA will be dissolved soon, leaving only a small team in the US, while the remaining robts are expected to be made redundant and shifted offshore...
Alas this is the march of corporate profits with no regards for loyal employees.

Just one word: CESSPOOL ! . That’s what DPA is, based on this thread. It’s truly disturbing to witness the toxic culture and dysfunctional organization G-yatri leaves as her legacy! Hard to imagine how this ship can keep sailing under the DPA flag

@1qt if you are not a PepsiCo employee why waste your time here? Or is it one of dpa leaders scared and are now looking for jobs?

@1p8 Honestly, anonymous individuals must have meaningful and fulfilling lives. They are calmly engaged here while I am actively pursuing and securing valuable job opportunities. This company must have an excellent reputation if they are hiring a skilled and dedicated group of professionals like you.

@1qn -I don’t think “racism” is the right word here. Speaking from experience—as someone who lacks traditional soft skills and is American—I often feel bullied by those who excel in soft skills. I believe it comes down more to individual behavior and upbringing than race. The toxic environment and current market pressures are making people increasingly insecure.

Many of the people sharing their experiences here do so because they care about PepsiCo. It was a great company—and it still can be—if we move away from this culture of constant competition. I genuinely hope leadership is paying attention and takes meaningful action. For context, my coworker is also American and quite manipulative, which further reinforces that this isn’t about race—it’s about people and accountability

@1p8 -It seems like some DPA leaders might be on this thread, given the name-calling—which only reinforces the kind of bullying behavior we’re speaking out against here. I doubt HR will take any meaningful action—Carmen hasn’t been effective. And if any of these leaders were to be let go, wouldn’t that reflect poorly on Athina, since they were hired under her watch? She’s made some unrealistic commitments to the board, and if she’s trying to hit those targets by any means necessary, it’s unlikely she’ll remove people who are abusive. Right now, her priority seems to be protecting her image rather than doing what’s right.

@1qm This is the truth, right now, there’s a feeling of reverse racism within S&T, and it’s really adding to the frustration some American employees are going through. With the company focusing heavily on diversity, some folks feel like they’re being overlooked or treated unfairly. It’s tough because this can lead to feelings of being left out, resentment, and lower morale.

When promotions or assignments seem to be based more on race than on merit, it hurts trust and teamwork. We need to address all kinds of discrimination so everyone feels valued and supported, no matter their background.

Like it or not, the truth is already out—and it seems some unfit DPA leaders and VPs are scrambling to discredit the Layoffs site because S&T employees are finally shedding light on the toxic culture within DPA !

@1pq Is it any surprise your tighty whities get all twisted when you put in the bare minimum? You’re out juggling giant mortgages, massive credit card bills, and divorces like trophies, then clearing out the parking lot at 3 PM sharp. Meanwhile, brothas’ grinding long hours, breaking a sweat, despite you mocking their smell. And guess what? He rises. While you’re busy clocking out early and complaining, he’s climbing the ladder. Maybe next time, instead of whining, try putting in some real work. But hey, keep those whities twisted—it’s quite the look on you.

Yall sound like a bunch o racist, disgruntled haters who done got fired or fixin to be. go on and get a life, losers. Listenin to yall jaw makes me think this here companys going doun

The team’s leadership has become a subject of considerable concern, currently under the direction of an individuals of Indian descent who appears to favor the promotion and hiring of colleagues from own ethnic backgrounds, particularly in key deputy roles.

Meanwhile, seasoned native experts are encountering significant obstacles to advancement and professional growth. This situation seems to be a direct consequence of policies instituted by G, whose leadership style a dismissive attitude toward the capabilities of others. Ironically, as she now faces her own professional displacement, the ramifications of her decisions are becoming increasingly evident.

@1pq It’s infuriating to watch how some Indian immigrants aggressively climb the corporate ladder in the US, often bringing with them the worst parts of their old-school, hierarchical, and toxic work culture. Instead of adapting to American values like direct communication, teamwork, and work-life balance, too many cling to outdated practices—micromanaging, playing endless office politics, and glorifying overwork to the point of burnout. They rely heavily on technical skills but often lack the soft skills and cultural savvy needed to truly lead and inspire. Meanwhile, they exploit visa systems and networks to secure positions, sometimes sidelining equally or more qualified Americans. This relentless push for status and power, combined with cultural isolation and an unwillingness to fully integrate, breeds resentment and division in workplaces that should be about merit and collaboration. If success means dragging down others or perpetuating toxic environments, then maybe it’s time to rethink what climbing the ladder really means.

Foreign cultures are influencing and, some argue, eroding traditional American corporate culture in several ways. American corporate culture has long emphasized individualism, innovation, meritocracy, and a strong work ethic, often characterized by long hours and a "hustle" mentality. However, as globalization accelerates, foreign cultural values and workplace norms are increasingly intersecting with and sometimes clashing against these established practices.

One notable dynamic is the pushback against the US-style "always-on" work culture by European workers, who prioritize work-life balance, mental health, and job security more than the traditional American focus on individual achievement and long hours. European employees resist US workplace policies such as mandatory return-to-office mandates and intensive productivity tracking, fearing these undermine labor protections and personal well-being. This clash highlights how foreign perspectives on work culture challenge the American model’s emphasis on hustle and constant availability.

Moreover, global corporate pressures and international investments are reshaping American workplaces. Foreign direct investment from multinational companies brings diverse cultural expectations about management, communication, and labor relations, diluting the distinctiveness of American corporate culture.

To counter these trends, there is a growing call to resist the erosion of American corporate values by embracing a true MCGA (Make Corporate Great Again) mindset—one that champions American innovation, hard work, and self-reliance. This approach advocates for restoring pride in American enterprise, reinforcing merit-based achievement, and promoting policies that prioritize American workers and businesses. By reaffirming these core principles, companies can rebuild a strong, cohesive corporate culture that reflects uniquely American ideals and competitiveness in the global economy. Resisting cultural dilution and re-centering on an MCGA-inspired work ethic may be key to revitalizing American corporate identity and ensuring long-term success.

@1p8 America is truly suffering in this context because the lack of real progress exacerbates deeper societal fractures. This stagnation contributes to a broader crisis of confidence and social decay in the US, where many feel disconnected from their communities, workplaces, and the promise of upward mobility.
When visa and immigration challenges create uncertainty, it undermines economic productivity and social cohesion. This fuels frustration among native-born Americans who see opportunities slipping away or being unfairly distributed. The result is a weakening of trust in institutions and democracy itself, as many Americans increasingly doubt that the system works for them
Without meaningful reform and inclusive progress, these dynamics deepen divisions and threaten the very fabric of American society and its economic vitality. I think we should reach out to the powers that be and inform them of what is happening here!

@1pp It’s infuriating to watch how some Indian immigrants aggressively climb the corporate ladder in the US, often bringing with them the worst parts of their old-school, hierarchical, and toxic work culture. Instead of adapting to American values like direct communication, teamwork, and work-life balance, too many cling to outdated practices—micromanaging, playing endless office politics, and glorifying overwork to the point of burnout. They rely heavily on technical skills but often lack the soft skills and cultural savvy needed to truly lead and inspire. Meanwhile, they exploit visa systems and networks to secure positions, sometimes sidelining equally or more qualified Americans. This relentless push for status and power, combined with cultural isolation and an unwillingness to fully integrate, breeds resentment and division in workplaces that should be about merit and collaboration. If success means dragging down others or perpetuating toxic environments, then maybe it’s time to rethink what climbing the ladder really means.

@1ph
This is not progress — it’s an invasion of our boardrooms and a direct as--ult on the American workforce. The administration’s push to fast-track visas for Indian nationals only accelerates this takeover, ignoring the millions of unemployed or underemployed Americans who deserve those jobs. We have to fight back hard. We need to stop this corporate sellout, demand American leadership for American companies, and put American workers first. Enough is enough — this is an affront to the USA, and patriots must stand up and reclaim our country’s future!

@1nk Anyone who is not accountable for what they say, and how they say it to their teams, and who engage in abusive conduct - have no place in leadership. Period. This standard applies unequivocally to Adamyash and to any other leader across DPA or S&T. Tolerating such behavior directly damages our ability to deliver value to PepsiCo and erodes trust with stakeholders across sectors.
The S&T brand has sustained significant damage over the past two years, and we cannot afford to tolerate any more leaders who fail to truly lead!

8500 views…. what next? we require to be listened!!

In one of the recent comments, someone referred to this as the ‘DPA cesspool’—a fitting description of the situation we’re in. G-yaatri, you must be truly proud of the legacy you’ve left at PepsiCo.

@1jq -I was replying to the comment about Yogesh being a good person. I couldn’t help but wonder—was it Yogesh himself or Ajitha who posted ?

@1jc yogesh and ajitha involved with what? The leftover org?

@1eb - It appears that Yogesh—or one of his close, trusted leads like Ajitha—may be involved. There needs to be a thorough vetting process for individuals brought into leadership roles, especially when there are repeated concerns about behavior. Many have expressed that Yogesh can be intimidating and dismissive toward those who speak up, which raises serious flags.

What’s next for DPA? Is it being dissolved, or will Arun or Jeff take the lead? I truly hope that whoever steps in is someone who can prioritize what’s best for PepsiCo and help clean up the disarray left behind by G-yatri’s leadership

@1hk I hope you are correct on more changes coming, but history suggests this will not happen

It's good to see that my vision wasn't the only one. I believe there are highly skilled professionals in DPA who are underutilized by its leadership — a leadership that, frankly, shows a lack of seniority by failing to contribute anything of real value

meanwhile, myself and a lot of other people are loading up on HEB chips today in Plano for the long Holiday weekend while PEP wallows in this toxic and completely dysfunctional DPA/S&T cesspool. I hope everyone has a great Holiday weekend.

@1gv More changes are expected soon, including departure of some of the VPs . The ongoing pressure and the negative buzz around DPA and G-yatri’ already seem to play a part in what’s unfolding. Plus sectors are fed up with S&T mess!

@1gv nothing will happen. This will either be swept aside with no commentary (a la Seth and Vikram departures) or we will be treated to a glorious comms reflecting G’s many PEP achievements as she moves onto her next chapter. Either way, the rest is far more likely to not change than it is to change.

I understand the negativity directed at G and her leadership team, but it's irrational to specifically target members like Yogesh, etc.. Yogesh has been the backbone of DPS, now DPA, he exemplifies a leader who is always accessible and unwavering in his support. Constructive criticism is always appreciated, but false claims, such as leadership team members receiving vendor favors, are entirely inappropriate

@1d6- I support the intent around diversity. I’m struggling to see the actual cost benefit of having an India hub. If we look at Santosh’s org, for instance, the travel from India to the U.S. happens more frequently than for U.S.-based team members. The teams travel often and seem to prioritize social events over business needs. Just this week, an entire group flew to Mexico simply to “meet the team.”

If offshore teams are traveling this frequently, we need to question the structure—what’s the point of having a cost-effective offshore model if the travel offsets those savings? Meanwhile, U.S.-based employees are heavily scrutinized for travel, while India and Mexico teams seem to have far more flexibility.

@1dq there is Jeff Jackson . Arun is also very good.

Is there not a single good person in the entire DPA?

Honestly all ‘Yes’ people for G-yatri needs to be fired. Most of the DPA people previously from various orgs like sector , CTO etc were treated so badly, hopefully it gets better for them.

‘Yes’ People - Yogesh, Ajitha, Prasanth, Saritha, Jyothisana, Venky, Travis.

Simple solution here folks. One word: diversity. Look what it already did for Boeing....

Board members and shareholders should see this thread. S&T has been rampant with mismanagement and a toxic work culture for years. A-thina had so many directionless initiatives that over promised results. People were pressured to embellish business impact or risk getting poor reviews. Of course there were several decision makers outside of S&T who applied this pressure for their own benefit as well and turned a blind eye to some questionable business practices. It comes as no surprise the people who spoke up and pushed back on this behavior either quit or were included in layoffs.

Yes, I agree with last comment. We cannot forget this topic already have more than 6000 views here in only 7 days — more than any other discussion about Pepsico. More than 50 comments from our employees, and many reactions. This topic is very important for many of us.
Athina and other Pepsico leaders need to move fast and look serious into what people said here. This is not about G-yatri anymore. More than 6000 views! — this is big reason to take action, no need to wait for media to talk about it. We already had enough bad news in media recently, and we want the change Pepsico for better. OHS did not help, especially when some VPs and Senior Directors threaten their team members if they see any negative feedback in OHS. Limited incidents or common practice?