2018 Key Facts and Figures


frontline supervisors trained through our People First Program


hours of training provided through our People First Program


rates and TRIR below industry average


global reduction in severe incidents from 2017-2018

The success of our company starts with the success of our people. For the past seven decades, we have focused on providing a safe and well-managed workplace that presents the best opportunity for our team members to thrive and have a better future. We are humbled by our committed and dedicated workforce of more than 55,000 team members, 30,800 of whom are based in the U.S. and Puerto Rico, 10,670 in Mexico and 13,650 in Europe. Ninety-nine percent of our team members work in our production facilities and approximately one percent work at our headquarters in Greeley, CO.

At Pilgrim’s, we strive to serve as a progressive and responsible employer our team members can be proud to work for. To consistently be the best in all we do, we are committed to hiring, retaining and developing team members who are dedicated to our Vision, Strategy and Beliefs. We are focused on promoting all aspects of our team members’ well-being, including improving health and safety, diversity and inclusion, recruitment and retention and leadership development.

Team member health and safety is a key area of attention for our business and critical to the overall well-being of our team members. As such, it is a high-priority area in our 2020 sustainability strategy, and we have developed aggressive goals for year-over-year reduction in severe incidents to ensure team member health and safety continue to be prioritized from the front line to executive management. While the 2020 goal is currently only applicable to our U.S. business, we have started tracking severe incidents globally and achieved a 26 percent reduction from 2017 to 2018.


Team Member Health and Safety

Reduce severe incidents by 15% year over year. In 2018, severe incidents decreased 2% compared to 2017.


*Goal set for our U.S. facilities

Our Management Approach

Strong management is critical to our long-term success and fundamental to building trust within our company and externally with our stakeholders. Our managers are available to our team members to discuss any issue and reinforce the culture of respect we strive to instill throughout Pilgrim’s. All management policies and programs are annually reviewed by management teams, and specific team member issues are reviewed weekly or as frequently as necessary to address issues.

To ensure our policies and programs are functioning correctly, Pilgrim’s measures and evaluates leading and lagging health and safety, turnover, absenteeism and overtime indicators each week. This allows us to make immediate adjustments if necessary and make sure team member health, safety and working conditions are upheld and implemented according to our high standards across all facilities.

We operate our facilities in compliance with labor and human rights laws and adhere to strict internal policies and programs that provide additional guidance to best serve our team members. Pilgrim’s condemns and does not tolerate child labor or degrading conditions in the workplace that could put our team members’ health or lives at risk. We uphold applicable wage and hour laws, such as minimum wage and overtime compensation, and legally mandated benefits. We also respect our team members’ rights of association, of joining labor unions and of collective bargaining. In 2018, 62 percent of our team members working in the U.S. and Puerto Rico, 75 percent in Mexico and 35 percent in Europe were covered by collective bargaining agreements.

Our Code of Conduct and Ethics

In 2018, Pilgrim’s adopted a revised Code of Conduct and Ethics, which establishes clear guidelines and standards for ethical behavior to ensure appropriate workplace conduct, efficient and safe operations and the well-being of our team members. All Pilgrim’s team members receive annual in-person, online or video-based training on the Code of Conduct and Ethics.

The Pilgrim’s Code of Conduct and Ethics applies to all team members. The Code has policy for each of the company’s major risk areas, including team member safety, food safety, environmental compliance, animal welfare, corporate ethics, workplace conduct and taxation and finance. All Pilgrim’s managers are responsible for enforcing the Code of Conduct and Ethics in their divisions.

In addition to Code of Conduct and Ethics training, new team members also receive an employee handbook during their orientation onboarding and must abide by our policies regardless of their position in the company. Corrective actions for violating the Code or company policies include coaching, written warnings, final written warnings and, if necessary, the termination of a team member’s employment. Serious violations such as theft can result in immediate termination.

Our Open Door Policy and Ethics Line

Each Pilgrim’s facility has both anonymous and non-anonymous ways to report grievances. Team members can bring their concerns directly to management without retaliation or fear of retaliation. With our Open Door Policy, full- and part-time team members are encouraged to bring any issues they feel are impacting their performance or the general working environment to their supervisor or the Human Resources department. Team members are also encouraged to talk with their supervisor about situations if they feel they have not been treated fairly.

In 2018, Pilgrim’s adopted an updated team member reporting system, the Ethics Line. The Pilgrim’s Ethics Line is available in every country in which the company operates and is provided in 11 languages to accommodate our diverse workforce. Through the Ethics Line, all Pilgrim’s team members have access to a toll-free phone number and an online platform to securely and confidentially report work-environment concerns, unethical behavior or policy violations. Reporting can also be done anonymously. In 2018, 1,599 Ethics Line reports were filed, investigated and closed with appropriate personnel or other administrative action taken where warranted as a result of the report investigation.

Team members are introduced to the Open Door Policy and Ethics Line during new-hire orientation, and new managers discuss the policy and related procedures with senior management when they assume their roles. Using data from Open Door Policy discussions and Ethics Line reports, we monitor overall team member perceptions. We also regularly conduct team member surveys so we maintain an accurate understanding of team member engagement, perceptions and attitudes with regard to a variety of work-related topics, including pay and benefits, scheduling, safety and satisfaction with supervisors.

Town Hall Meetings Keep Our Open Door Policy Top of Mind

To maintain a culture of trust and respect, we offer opportunities for our team members to provide feedback during roundtable or town hall meetings. Team members from each department are invited and given the opportunity to meet with management to ask questions, express concerns and present solutions. Team members are also reminded of our Open Door Policy at meetings. Minutes are taken during each meeting, and follow-up plans are made for any identified action items. We address action items within a reasonable time frame, providing feedback to any team member who may have raised a concern.

Our 2018 Stories

See how we’re building a culture of health, safety, diversity and leadership with team members.

Map of the United States of America with a location pin indicating Waco, Texas

Employer of Choice

Waco, TX, Prepared Foods Facility

In January 2019, the Pilgrim’s Waco team was awarded by the Workforce Solutions Heart of Texas as Employer of Excellence for McLennan County. The Waco facility strives to be the employer of choice in their community and stay true to the Pilgrim’s vision of becoming the best and most respected company in the industry, creating…

Read More

Government Recognition

Pilgrim’s Mexico

In 2018, the Pilgrim’s Mexico team was awarded several honors by the Mexican federal government including: The Inclusive Company Distinctive for participating in labor inclusion and maintaining a policy of non-discrimination The Family-Friendly Company Distinctive for promoting good labor practices The Mexico Without Child Labor Distinctive for contributing to the prevention and eradication of child…

Read More

Internal Recognition


Pilgrim’s facilities have a full calendar of annual, monthly and weekly recognition events for their team members. Some of the events held in 2018 included: Pilgrim’s Moy Park: Annual Long Service Awards Pilgrim’s Chattanooga, TN, Small Bird Debone Facility: Annual 40+ years of service team members’ recognition Pilgrim’s Mt. Pleasant, TX, Prepared Foods Facility: 25…

Read More
Map of the United States of America

STRONG Program


STRONG is a proprietary health coaching program the company developed specifically to help team members improve their health and overall quality of life. STRONG participants work one-on-one and in small groups with our team of certified STRONG health coaches. Currently implemented in four of our Pilgrim’s facilities, STRONG has been proven to improve participants’ biometric…

Read More