McDonalds set gender parity target by 2030

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A timeline has been given by fast-food chain McDonalds to achieve diversity in leadership positions in its company.

2030 has been given as they aim to improve from 29% to 35% minority representation in its senior US ranks over the four (4) years.

These improvements will be matched by an increase in salaries.

The effort follows claims of racial discrimination from black franchisees and executives in the US.

Workers have also accused the firm of fostering “systemic sexual harassment” at its restaurants.

The allegations were contested and with protests across many US states in light of Black Lives Matter, the company announced a new diversity, equity and inclusion initiative.

An individual to spearhead the implementation the initiative was employed in November.

“We recognise 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,” McDonald’s chief executive Chris Kempczinski wrote in a letter to staff.

“We’re serious about holding ourselves and our leaders accountable to these foundational commitments.”

The company has made its intentions clear by releasing for the first time demographic details of workers.

The 2018 figures show the firm had more black, Hispanic and Asian senior managers than the industry overall. Women and minorities also accounted for a larger share of service workers than the industry average.

However, the share of black and Hispanic first- and mid-level managers lagged.

The firm said it would determine executive bonuses based on a combination of sales and profit growth, with meeting diversity goals weighted at 15%.

Jamelia Fairley, a McDonald’s worker at a corporate-owned store in the Orlando, Florida area, said the firm had long been “complacent” on these issues.

“While workers have rung the alarm, from filing complaints and lawsuits to going on strike, McDonald’s has largely ignored its racial discrimination problem from the C-suite to the frontlines,” said Ms Fairley, a leader in the Fight for $15 and a Union, an activist campaign that has pressured McDonald’s over racial discrimination and sexual harassment, among other issues.

“This isn’t a problem that can be solved by paying wealthy executives even more to hire a handful of new senior staff,” she added.

“If McDonald’s really wants to address racial and gender inequality, it needs to start by listening to the black and brown cooks and cashiers who have been speaking out about workplace discrimination and pay for years.”