An Update on McDonald's Diversity, Equity, and Inclusion Strategy - March 2022
March 24, 2022
This article was originally sent via email by Global Chief People Officer Heidi Capozzi to all McDonald's global staff, franchisees, and suppliers.
You’ve seen us make big, bold commitments to diversity, equity, and inclusion across all three legs of the stool. And over the last year, we’ve taken meaningful actions to foster a culture where everyone feels welcomed, valued, and respected. This is difficult and necessary work, and we welcome the challenge as we seek out every opportunity to emphasize that inclusion is—and must remain—central to who we are.
In 2021, we made the connection between allyship and accountability, linking the compensation of our most senior leaders—myself included—to making tangible progress on our diversity, equity, and inclusion (DEI) goals. We promised to be transparent along the way, and that means telling our story as it unfolds. Today I’d like to share an update on the progress we have made and where we are headed next.
In 2021, the number of women in leadership roles (Senior Director and above) globally increased from 37% to 41%—an important step toward our 2025 goal of 45% and our 2030 goal of gender parity in leadership roles. We’ve built truly meaningful momentum as we have worked to support and empower the women of McDonald’s, and we will not lose sight of our aspiration in this space.
At the same time, the number of leaders (Senior Director and above) from historically underrepresented groups in the U.S. has increased from 29% to 30%. Although this is progress in the right direction, we know there is more to do here to ensure we reach our ambitious goal of 35% by 2025. And we are dedicated to doing everything it takes to support making progress - from doubling down on the functional work in the recruitment, retention, and development of our talent, to partnering across markets and functions to address individual needs and share best practices.