McDonald’s says it is making progress on its DEI targets

Photo courtesy of McDonald’s

McDonald’s said on Thursday it had achieved equal pay in its largest global markets and increased its leadership diversity as it worked to improve the diversity of its company’s leadership.

The hamburger giant said it has now achieved equal pay in its international operated markets segment, which includes some of its largest markets outside the United States, such as the United Kingdom, Canada and the United States. ‘Australia.

The company has also increased representation in management. The percentage of women at senior manager level or above rose to 41% from 37% last year, human resources director Heidi Capozzi said in a system post and shared with Restaurant Business on Thursday.

McDonald’s wants 45% of its senior managers to be women by 2025 and plans to achieve gender parity by 2030.

McDonald’s also increased the percentage of senior managers from underrepresented groups to 30%, up from 29% last year. The company wants this percentage to reach 35% by 2025.

“While this is progress in the right direction, we know there is still a lot to do here” to achieve this goal, Capozzi said. “We are committed to doing whatever it takes to sustain progress.” She noted that the company plans to double down on talent recruitment, retention and development efforts and work across all markets and functions to meet needs and share best practices.

McDonald’s has taken more conscious steps towards diversity since 2020. It hired Reginald Miller as the company’s director of diversity, equity and inclusion. And the company plans to increase marketing spend with cross-ownership media and has committed to spending more with cross-ownership vendors.

And the burger giant is recruiting new franchisees globally for the first time in its history in a bid to diversify its ownership base, an effort that includes an investment of $250 million over five years to help with funding, among other things. .

It ties executive pay to its progress on those fronts and has begun publishing its progress on diversity goals. “All officers (VP ​​level and above) are responsible for developing strong and diverse talent pools for employees and certain officers are now responsible for helping to increase the number of new franchisees from all walks of life, Capozzi said.

The effort came even as the company faced multiple lawsuits, from current and former franchisees, former employees and black-owned media, alleging various discriminatory behaviors under CEO Chris Kempczinski and his predecessor, Steve Easterbrook. The company has denied these allegations and has vigorously fought the lawsuits.

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