From the Global
Leadership Team



Collage of different, diverse faces together

At McDonald’s, we believe our reach comes with responsibilities. We feed more people, touch more markets, and operate in more communities than any other restaurant in the world. While we have always been committed to diversity, equity and inclusion, we recognize that McDonald’s has both a business obligation and social responsibility to do more to make our world more equitable.

Guided by our values, we are committed to being better allies, sponsors and leaders. Our global ambition is to represent the diverse communities in which we operate, accelerate cultures of inclusion and belonging, and dismantle barriers to economic opportunity. Read more about this work here.

At the core of our commitment to delivering equitable opportunity for all is to encompass the full expression of diversity: the representation and inclusion of different genders, races, cultures, identities, sexual orientations, ages, religions, abilities, languages, experiences and expressions.

As the global leadership team of McDonald’s, we are dedicated to empowering the business with the tools, resources and support so that every person in our company can play an active role in advancing diversity, equity and inclusion.

To hold ourselves accountable, we have a shared understanding of our Current State, our Foundation to Build Upon and our Goals & Opportunities. We invite the public to also hold us accountable, which is why we are sharing this information publicly and will continue to share our progress going forward.

We know there’s hard work ahead, but few companies on the planet are better positioned to make a difference than McDonald’s.

Signed,
The Global Leadership Team
 

Chris Kempczinski
President and Chief Executive Officer

Piotr Jucha
Senior Vice President, Global Restaurant Development & Restaurant Solutions Group

Lucy Brady
Senior Vice President, Chief Digital Customer Engagement Officer

Desiree Ralls-Morrison
General Counsel and Corporate Secretary

Heidi Capozzi
Executive Vice President and Global Chief People Officer

Alistair Macrow
Senior Vice President and Global Chief Marketing Officer

Francesca DeBiase
Executive Vice President, Chief Supply Chain Officer

Katie Beirne Fallon
Executive Vice President and Chief Global Impact Officer

Daniel Henry
Executive Vice President, Global CIO

Kevin Ozan
Executive Vice President and Chief Financial Officer

Joe Erlinger
President, McDonald's USA

Ian Borden
President, International

Allyship through accountability

Diversity, equity and inclusion

 

Current State

No matter where you are in the world, when you interact with McDonald’s—through the app, in a restaurant, by watching a commercial, working in an office setting or as a crew member —inclusion and equity should be as evident and familiar as the Arches themselves. We are on a journey to cultivate even more inclusion in our company and the world. Here is a look at where we are, where we are going and how we will get there.


State of Representation: McDonald’s U.S. Market

Historically underrepresented:

72%
________
U.S. Restaurants, Crew & Shift
Asian 8%, Black 19%, Hispanic 39%, Other Underrepresented Groups 6%

63%
_________
U.S. Restaurants, Managers
Asian 8%, Black 14%, Hispanic 37%, Other Underrepresented Groups 4%

29%
_________
U.S.-based Corporate Staff
Asian 8%, Black 10%, Hispanic 10%, Other Underrepresented Groups 1%

72%
________
U.S. Restaurants, Crew & Shift
Asian 8%, Black 19%, Hispanic 39%, Other Underrepresented Groups 6%

63%
_________
U.S. Restaurants, Managers
Asian 8%, Black 14%, Hispanic 37%, Other Underrepresented Groups 4%

29%
_________
U.S.-based Corporate Staff
Asian 8%, Black 10%, Hispanic 10%, Other Underrepresented Groups 1%

 

Note: Underrepresented Groups is a term that refers to groups who have been denied access and/or suffered past institutional discrimination in the United States and, according to the Census and other federal measuring tools, includes African Americans, Asian Americans, Hispanics or Chicanos/Latinos, and Native Americans. This is revealed by an imbalance in the representation of different groups in common pursuits such as education, jobs, and housing, resulting in marginalization for some groups and individuals and not for others, relative to the number of individuals who are members of the population involved. U.S. Restaurants referred here are Company-Owned Restaurants in the U.S. Due to varying international privacy laws, we are unable to gather data related to underrepresented groups in certain countries outside the United States where we operate. Data reported as of December 2020.

 

State of Representation: the Restaurant Industry

Historically underrepresented:

68%
_________
McDonald's Corporation

54%
_________
Food Service Industry

68%
_________
McDonald's Corporation

54%
_________
Food Service Industry

Note: Review McDonald’s full 2018 EE01 disclosure here: review full details.
Food Service Industry represented inclusive of Food Services and Drinking Places—to see a full data breakdown of McDonald’s representation by each underrepresented group, review here.


Our doors are open to everyone, and we exclude no one. While our data above is illustrative of our racial representation, we are committed to this new strategy making progress for all diverse and historically underrepresented groups. At McDonald’s, diversity is inextricably linked to the inclusion of gender, race, culture, identity, sexual orientation, age, religion, ability, language, experience and expression. As we continue to iterate on this strategy, we will create action plans to enhance diversity in all of these different areas.

 

Foundation to Build Upon

Our Board: McDonald’s Board of Directors has long embodied - through its own representation - the belief that diversity is a core component of the good corporate governance critical to fulfilling the Company’s obligation to shareholders. We have and will continue to strive to be a leader in this area. Read more information about our board. 


Representation: Board of Directors

Women or People of Color:

50%
_________
McDonald's Corporation Board of Directors

50%
_________
McDonald's Corporation Board of Directors

Our Women: On International Women’s Day 2019, we launched our Better Together: Gender Balance & Diversity strategy. The aim of the strategy has been to improve the representation of women at all levels of the Company by 2023, while also achieving gender equality in career advancement and championing the impact of women on the business. We recognize we have more work to do, and it’s work we welcome.

 

Representation: Women

Women in McDonald’s:

62%
________
U.S. Restaurants, Crew & Shift

71%
_________
U.S. Restaurants, Managers

54%
_________
Global Corporate Staff
Director+ 41%, Senior Directors 40%, Officers 30%

62%
________
U.S. Restaurants, Crew & Shift

71%
_________
U.S. Restaurants, Managers

54%
_________
Global Corporate Staff
Director+ 41%, Senior Directors 40%, Officers 30%


Note: U.S. Restaurants referred here are Company-Owned Restaurants in the U.S, NOT inclusive of franchisee owned restaurants. Due to varying international privacy laws, we are unable to gather data related to underrepresented groups in certain countries outside the United States where we operate. For Global Corporate Staff, Directors+ represents leaders in the company spanning three leadership bands. Data reported as of December 2020.

 

 

Goals & Opportunity


Holding ourselves accountable: Goals

With a corporation as complex as ours, we know that change won’t happen overnight. We know that real improvements only happen when you declare them, measure them, hold yourself accountable, and then continue to raise the bar. That’s what we’re doing now. We’ll measure our progress, be transparent about it, and use it to evaluate our effectiveness just as readily as we would use sales figures or an earnings statement.

 

Timeline graphic showing goals and percentages from 2020 to 2030. 2020: 37% women in leadership roles globally; 29% historically underrepresented groups in leadership roles in U.S. Year 2025 - 45% women in leadership roles; 35% historically underrepresented groups. Year 2030 - 50% gender parity in leadership roles globally.


Note: Leadership roles are defined as Senior Director & above.

Beginning in 2021, the Company is incorporating quantitative human capital management-related metrics to annual incentive compensation for its Executive Vice Presidents. In addition to the Company’s financial performance, executives will be measured on their ability to champion our core values, improve representation within leadership roles for both women and historically underrepresented groups, and create a strong culture of inclusion within the Company.
 

Opportunity: We’re not done yet.

When we harness our scale to change the system, there’s simply no telling how much of an impact we can make – and this is just the beginning. To read President and CEO Chris Kempczinski’s message to the company on our global aspiration, click here. More information about the Company’s diversity, equity and inclusion actions and progress can be found here:

We are committed to changing the face of leadership

Diversity, Equity & Inclusion

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How Women are Empowering Women at McDonald’s