PEOPLE¹

Our mission, rooted in our values to ‘feed the power of possible, one pizza at a time’, starts with our people. Domino’s team members have a passion for innovation and learning, a commitment to our core values and to delivering the joy of pizza worldwide. We believe that fostering a sense of belonging for everyone promotes a culture where anything is possible. That is why we are committed to building an environment that welcomes, seeks to understand and values everyone’s contribution. We are made better together.

DOMINOIDS

CORPORATE TEAM MEMBER ENGAGEMENT & DEVELOPMENT

Domino’s is committed to fostering a culture in the workplace where people are respected and appreciated and where team members listen, learn and support each other. This work includes tracking the overall employee experience through engagement surveys, measuring sentiment, and providing opportunities for feedback such as listening sessions and holding team member town halls. Domino’s defines employee engagement as the strength of mental and emotional connection team members feel toward the work they do, their teams, and the overall organization.

We proactively work to address evolving workforce needs through ongoing workforce planning aligned to forecasted business demand, as designed to ensure readiness across hourly, salaried, and specialized roles. Our approach includes building effective, ready talent pipelines and leveraging data-driven recruiting practices to maintain consistent candidate flow and adapt quickly to changing labor market conditions. Through strong alignment with business leaders and investment in recruiter and hiring manager capability, we aim to sustain efficient, scalable hiring outcomes and maintain overall staffing levels. To proactively support workforce needs across our corporate operations, we employ a range of recruitment initiatives, including partnerships with educational institutions and professional organizations, employee referral programs, developmental programs, and targeted outreach for specialized roles. One example of this is the partnership we've created with national commercial driving academies to offer development programs for team members to become licensed commercial drivers, a key talent pool necessary to sustain operations. The recruiting team also works closely with external partners to test and expand on their data reporting and applicant tracking system capabilities on an ongoing basis to improve attracting and pipelining key talent.

Development Pathways

Domino’s began humbly and our history of starting small and dreaming big remains at the core of our brand. Opportunity for everyone is important. That is why Domino’s provides employment opportunities without regard to race, color, religion, creed, gender, pregnancy, national origin, citizenship status, marital status, age, disability, genetic information, uniformed service, military or veteran status, or any other characteristics protected by applicable federal, state or local law such as height, weight, sexual orientation, and gender identity and expression.

Domino’s team members are empowered to drive their own success through different resources, training, performance achievement processes, and several development programs.

• Domino’s is committed to investing in the Company’s leaders and fostering a culture where growth and innovation thrive. Corporate team members have additional development opportunities through the Leadership Essentials program, an internal development initiative aimed at enhancing leadership capabilities, building our talent pipeline and equipping leaders with important team-building skills.
• Domino’s Commercial Driver License (CDL) Driver Development Program addresses a critical need for Dedicated Professional Drivers by offering supply chain team members the chance to earn their CDL and become professional drivers. The program covers driving school costs, provides mentorship from experienced drivers, and has boosted participant retention rates. This initiative aims to support business continuity across the U.S. and Canada while prioritizing employee growth and development.
• Domino’s Tech Rotation Program provides select new hires with a chance to experience different areas of technology through four six-month rotations. This helps broaden perspective and build technologists, as well as future technology leaders.
• Tuition reimbursement (or Education Assistance Plan) provides eligible team members with financial assistance as they pursue an undergraduate or graduate degree.

Business Resource Groups

One of the ways we engage our team members is through our business resource groups (BRGs), which are open to all team members regardless of demographics. Each year, our BRGs host companywide conversations, learning experiences, and culture building events that shine a light on the diverse experiences of our team members. Through meaningful celebrations, heritage inspired recognition moments, and skill building opportunities, our BRGs foster inclusive dialogue, share best practices, and help team members grow professionally while strengthening authentic connections across the organization.

CORPORATE BENEFITS & COMPENSATION

Our commitment to ‘put people first’ means that we work to ensure that our team members feel valued and supported. We know that our team members enable our success, and we remain committed to their overall wellbeing and development. Domino’s offers a comprehensive benefits package broadly available to eligible² full-time and part-time team members across our workforce. This includes a range of benefits designed to promote an inclusive and supportive workplace, such as medical plans that cover domestic partners, paid parental leave programs, adoption reimbursement, fertility benefits, and discounted childcare tuition. Beyond core benefits, Domino’s offers a variety of wellness and wellbeing programs to support team members’ physical, mental, and emotional health. Some examples include no cost offerings such as smoking cessation support, diabetes and hypertension management, at home physical therapy, and emotional support through our team member assistance program. We also provide paid sick time for both full time and part time team members with no waiting period, and access to an external wellness platform featuring thousands of resources focused on mindfulness, exercise, nutrition, sleep, and financial wellbeing. In addition to the wellness offerings, eligible full time and part time team members may also participate in variable, performance based compensation, retirement savings, and stock ownership programs, including our Team Achievement Dividend (TAD) bonus plan, a 401(k) plan, and an employee stock purchase plan.

Pay Equity

Domino’s commitment to creating an inclusive work environment is built on a foundation of providing equal access to employment opportunities and equal earning potential for our team members. We periodically assess the health of our pay practices, including pay equity. We do this with the support of third-party experts, identifying if there are unexplained gaps in pay for substantially similar groups of team members after controlling for variables that may impact pay. Previously, Domino’s removed all questions from the application and interview process related to pay history; removing a key barrier and enabling candidates to be paid in line with their peers and salaries in the market. Pay and salary rates for all positions are regularly reviewed to monitor equitable pay practices across Domino’s. We are proud to have maintained pay equity across job families for all team members in our offices, corporate-owned stores and supply chain centers for our salary and hourly positions³.

BEST IN CLASS FRANCHISEES

The spirit of entrepreneurship and the opportunity to go from delivery expert to franchisee makes Domino’s a truly unique brand. We have a strong history of internal growth – substantially all of our U.S. franchisees started as delivery experts or in other in-store positions – which speaks to the power of what’s possible with our brand. We encourage experienced store managers and supervisors to apply for Franchise Management School (FMS), where operators receive training for a successful transition from store management into store ownership.

Domino’s has many avenues for celebrating its best-in-class franchisees and deepening their commitment to the brand. For franchisees that consistently demonstrate high standards there is the Gold Franny award, the highest honor that is awarded based on factors that include operational assessment scores, community involvement, store safety, and team morale. Every two years, these awards are presented on stage at Domino’s Worldwide Rally, in front of thousands of team members and franchisees from Domino’s stores around the globe. Meanwhile, for franchisees looking to deepen their connection to and impact on the brand, there are franchisee advisory councils on topics from advertising to supply chain that provide key insights and guidance.

OUR COMMUNITIES

At Domino’s, community impact means delivering a difference to the communities in which we live and serve. Every day of the year, Domino’s corporate- and franchise-owned stores fundraise for St. Jude Children’s Research Hospital^®, our national charity partner since 2004. In addition to this customer fundraising, we are also focused on making monetary donations to national organizations that are meaningful to our brand, as well as local organizations impacting the communities surrounding our corporate-owned stores, supply chain centers and corporate headquarters. Team members also give back through volunteerism, as we strive to feed the Power of Possible in our communities. To read more, please see our Community Impact page.