McDonald’s has announced a new set of targets to see an increased representation of women and minority groups in senior roles, with an overall goal to reach gender parity in leadership roles by the end of 2030.
The group said it will now be implementing policies that will hold its leaders directly accountable for making “tangible progress” on its Diversity, Equity and Inclusion (DEI) goals.
Its ‘Allyship through accountability’ programme, which begins this year, will now see the pay of senior executives 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”.
As well as its gender parity goal, by the end of 2025, McDonald’s aims to increase the representation of women in leadership roles globally to 45%. The 2020 baseline data shows that women currently make up 37% of leadership roles.
In the same period, it aims to increase the representation of minority groups in US leadership roles to 35%. The 2020 baseline data shows that underrepresented groups currently make up only 29% of leadership roles.
To set these goals, the group has leveraged data to “understand where we are currently, and where we want to be in the future”.
This included a review of internal and external data, including labour and census talent availability statistics, industry EEO-1 data, consumer insights, customer trends, and expected demographic changes in the next 10 years.
Each member of its senior leadership team will also work collaboratively with McDonald’s chief DEI officer Reggie Miller and his team to build an “action plan to move the needle on these commitments”.
This plan includes active engagement with internal and external diversity groups, increased mentorship and sponsorship relationships with more junior women or underrepresented groups, and the creation of diverse candidate slates for all open officer roles.
McDonald’s aims to measure inclusion every six months to monitor its progress and identify areas of opportunity.
CEO Chris Kempczinski said: “We recognize these issues weigh heavily on our people and have heard – loud and clear – that diversity, equity, and inclusion are priorities for our entire team, from our crews to our senior leaders.
“We’re serious about holding ourselves and our leaders accountable to these foundational commitments, and doing so with respect to local regulations and employment laws around the world. That’s why we are adding annual targets designed to meet these five-year goals to our annual compensation incentive metrics for executive vice presidents.”