Zoetis’s Kristin Peck: Inspiring Inclusivity Through Authentic Leadership (Spotlight Story)

When Kristin Peck was elevated to the role of CEO at Zoetis—the world’s largest publicly traded animal health company and member of the Fortune 500—in January of 2020, a global pandemic was not in her 100-day plan. But while Covid-19 may have altered her original plan, it did not stop her and Zoetis from soaring to new heights.

In some ways, she even credits the pandemic with helping her strengthen connections with colleagues through smaller and more frequent virtual interactions that enabled her to hear first-hand what they were personally going through—and to remind her that while we are all in the same pandemic, the impact felt by each colleague can actually be quite different.

The experience has helped her be a more open and vulnerable leader, and further inspires her to create a truly inclusive culture where her colleagues can feel free to bring their whole selves to work—which, in an age of Zoom calls from the kitchen table, has become more important than ever. Says Peck:

While talking about inclusion is easy, creating an inclusive environment for everyone is not once and done. It’s something Zoetis and other companies must continually work on with every action and interaction. At Zoetis, for example, one of our core beliefs is ‘Our Colleagues Make the Difference.’ It means each person has a voice and brings value to Zoetis as we work together in advancing the care of animals and the people who care for them. As a leader, part of my job is to foster a workplace where all colleagues feel validated—and by listening more, we begin to do just that.

Zoetis has done more than many of its peers in the Fortune 500 to incorporate diverse colleagues—and diverse perspectives—within its highest ranks. As Peck reports, Zoetis achieved gender parity at the Executive Leadership level prior to her even becoming CEO, and that 50/50 split continues under her watch. The company also boasts a diverse Board of Directors, counting four women and three people of color among its members. But, says Peck, “there is a significant opportunity to make a difference in our broader colleague base.”

Peck’s plan to get there relies on a combination of radical transparency and a shared sense of accountability. She explains:

We were the first animal health company to publish our transparent state of diversity: to say exactly where we are today, to be public about our aspirations, and to pledge to share our progress over the next five years. I do think that transparency around DE&I is important, and we’ve been on a very comprehensive journey internally to increase diversity inside our company… We measure our engagement as a company, and we measure whether people feel their opinions are respected and if they can bring their full selves to work. Because although diversity is different in every market around the world, an inclusive culture is not.

What are the company’s diversity-related aspirations, exactly? Peck and her team are seeking to broaden the field of opportunity at Zoetis by increasing representation among people of color in its US workforce from 21% to 25% by 2025. Zoetis is specifically focused on building a pipeline of Black and Latinx talent, two groups for whom domestic representation lags. The goal is to increase the representation of US-based Black employees from 4% to 5% by 2025, and of US-based Latinx employees from 5% to 6% within the same timeframe. And, despite gender parity being a relatively strong suit for the company, Zoetis is seeking to increase the percentage of women at director-level and above, globally, from 32% to 40% by the end of 2025.

Tactically, says Peck:

We are committing the time and resources to drive meaningful change by supporting DE&I education, expanding leadership development and networking opportunities, recruiting across underrepresented populations, requiring diverse slates of candidates for open positions, and partnering with organizations like INROADS and Historically Black Colleges and Universities to attract more diverse talent.

What’s more, Zoetis is keeping close tabs on its own progress by tying DE&I aspirations to executive and senior leader performance objectives, and reviewing progress quarterly with the company’s executive team and Board.

But as Peck knows, while a well-executed and measurable strategy is integral to fostering company-wide change, the human side of that equation is just as critical. Since becoming CEO, she has reinforced the value of maintaining a strong purpose that reflects both Zoetis as a company, and the critical role colleagues play in enabling Zoetis to continue advancing care for animals by nurturing the world and humankind. “There is great pride in knowing that even the small decisions we make each day can positively influence the lives of our customers—and a reminder that each of us can, and does, make a difference.”

Peck is intent on helping colleagues make a difference in their careers through her dedication to mentorship. Throughout her career, she has personally mentored dozens of women from Zoetis and beyond, coaching, preparing, and encouraging them to take on positions of increasing responsibility. One such mentee is Saba Belay, Head of US Data Science and Analytics Engineering for the US Operations team at Zoetis.

As a woman who grew up and lived in Ethiopia before coming to the United States a decade ago, Belay worked in companies dominated by male leaders, and felt that she had no women role models in business before meeting Peck. Says Belay:

Kristin’s passion is cultivating confident women leaders who embrace their authenticity to facilitate and lead positive change. I’m a living example of this. Many of the recent accomplishments in my personal and professional life were made possible because Kristin is a leader who firmly believes that mentoring young employees drives success and builds their confidence to continue rising. She isn’t just my first female role model, but the first leader to provide meaningful opportunities for my growth. She constantly challenges me to always dream big, be confident, act purposefully, and help others—just as she has helped me.

Throughout her career, Peck has done just that—she has stepped up to help others at every opportunity. Before being named CEO, she launched an “office hours” program at Zoetis, offering colleagues an open invitation to connect with her and share ideas for improving efficiencies and the customer experience. Prior to that, she launched a leadership development program to give high-potential candidates the opportunity to strengthen their leadership competencies through hands-on projects, formal presentations, site visits, and one-on-one mentoring. Some 60 Zoetis colleagues—about half of them women—have completed the program since its inception. And many of the women advanced their careers with other development opportunities during the course of the program, either through promotions or job changes.

In Peck’s view, she is simply paying it forward. As a compassionate leader who has benefited from great mentors and sponsors—and also as a woman who understands why inclusion is so important to building great companies—she offers her mentees and colleagues a valuable perspective. For example:

Early in my career, my manager advised me to wear more muted colors to appear softer and less passionate. Following my own path and embracing my unique style was not always easy. But it was even harder to be someone I was not. I was so grateful to find sponsors and mentors who believed in me, who were excited about who I was, and fought for me. To this day, I try to mentor others and help pave the way for them.

She is certainly carving an inspiring path. In 2020, Peck was named as a Businessperson of the Year by Fortune. And Zoetis’s business is booming—due, in part, to the urge so many had to adopt pets as lockdowns became the new normal—but also due to Peck’s stewardship during an exceedingly tumultuous time. It is fitting for a company that includes “Our Colleagues Make the Difference” as one of its core beliefs to have an executive leader who holds herself accountable for making a difference at every turn.

Kristin Peck is a signatory of the Catalyst CEO Champions For Change initiative.