Leading food chain McDonald aims to have an equal number of women and men in leadership roles. As per the latest updates, the McDonald gender parity goals have a tentative deadline of 2030. This initiative is part of a bigger plan which is to improve diversity at the organization.
Apart from McDonald gender parity goals, the company also aims to increase minority representation. The fast-food chain hopes that people belonging to USA’s minority communities will take over senior ranks within the next four years. The present rate of minority employment at senior ranks at McDonald is 29%, and that will go up to 35% if they achieve the goal.
After achieving the goals, the pattern of paying executives will depend on their ability to meet the targets. The initiative of McDonald gender parity goals shows actions to defend racism claims by black executives and franchisees in the US. Moreover, some workers have allegations against a few McDonald’s restaurants supporting systemic sexual harassment towards employees.
While on the one hand, the fast-food chain denies all such claims, on the other new initiatives are coming to light. The #BlackLivesMatter protests in July 2020 were undoubtedly impactful. That is also why several companies, including McDonald’s’, announces a unique diversity, inclusion, and equity initiative. In November 2020, McDonald also appointed a new person to implement and supervise all the industries.
A letter about McDonald gender parity goals from the CEO
A letter from McDonald CEO Chris Kempczinski states that the management recognizes that social issues are becoming a burden for the organization’s people. Plus, they have also made it clear that diversity, inclusion, and equity are the motto for the team from now onwards.
Everyone starting from the crew to the senior leaders should understand that this is a priority. Besides, the management is ready to take charge of justifying these fundamental commitments.
One of the best actions by McDonald’s management is to release the US workforce demographic data for the first time. Surprisingly, the 2018 figures clearly show that the organization had maximum Black, Asian, and Hispanic senior managers than all the other organizations in total.
Minorities and women also claimed quite a massive share of the service workers than the usual industry figures. However, there were very few Hispanic and black people at the mid-level managerial positions.
What is the plan, and why is it not enough?
McDonald’s announces that the organization will determine the rate of executive bonuses based on the profit and sales growth. The same will happen only after meeting the proposed diversity goals with a 15% weightage. According to Jamelia Fairley, a McDonald employee at a posh store in Orlando, Florida expresses that the company is complacent about the significant issue for a long time.
While on one side, employees are continuously raising the racism alarm, McDonald has turned a deaf ear every time. Now, after several lawsuits, complaints, and strikes, the company is taking proper initiatives. According to the activist campaigners and union members fighting against racial discrimination, the latest industry does not matter.
If McDonald’s wants to do something to make up for the years of discrimination, they should first hear people. Moreover, the management must pay attention to the brown and black cooks and cashiers. At the franchisees and stores, they are trying to express their problems for so long.