Our global aspiration is that no matter where you are in the world, when you interact with McDonald’s—through our app, in a restaurant, by watching a commercial, working in an office setting or a restaurant as a Crew member—inclusion and equity are as evident and familiar as the Golden Arches themselves. Our goal is to ensure at every interaction all are welcome, comfortable, and safe.
We believe that a diverse workforce is critical to the success of McDonald’s Canada and its independent franchisees, and we are committed to making this a continued priority for the Company. We will pursue this aspiration by using McDonald’s influence and scale to accelerate meaningful and overdue societal change for Crew and managers, franchisees and their suppliers, guests, and communities.
In accordance with our values, this means global actions on a local level designed to:
- Represent the diverse communities in which we operate
- Accelerate cultures of inclusion and belonging
- Dismantle barriers to economic opportunity
McDonald’s Canada continues to work towards McDonald’s global diversity, equity and inclusion (DEI) goals, which include:
- By the end of 2025, McDonald’s expects to increase representation of women in leadership roles globally (Senior Director and above) to 45%, with an overall goal to reach gender parity globally in leadership roles (Senior Director and above) by the end of 2030.*
- By the end of 2025, McDonald’s expects to increase representation of underrepresented groups^ in leadership roles (Senior Director and above). To learn more about McDonald’s global Diversity, Equity and Inclusion Strategy, click here.
We want to represent and celebrate the diversity of our Canadian communities and create a culture of inclusion and belonging.
In fact, according to a survey conducted among members of the Angus Reid Forum, around one in 10 people in Canada have worked for McDonald’s Canada or an independent franchisee at some point in their lives† where they have built valuable skills like teamwork, leadership, agility, resiliency, and decision-making. Right now, together with franchisees, we’re proud to employ nearly 100,000 people of all ages from the diverse communities where we operate.
We are creating a safe space for Women, BIPOC, LGBTQ2+ communities for members and their allies through our employee business networks (EBNs).
EBNs are employee-led, volunteer business-focused forums that support an inclusive work environment, foster relationships, support career development opportunities and help grow our business. They provide members with the opportunity to network, learn from one another and grow their careers together. EBNs also provide a source of mentors, role models and sponsors, and give members access to senior leadership, information on career strategies and opportunities for advancement.
We are helping to dismantle economic barriers and accelerate success.
- Achieved milestone of 50% of all prospective franchisee applicants in Canada representing diverse communities in 2022.
- Our Archways to Opportunity program has accreditation partnerships with 31 universities and colleges, helping increase access to education for employees across Canada.
- McDonald’s Canada and its independent franchisees employ more than 64,000 young people in Canada with flexible scheduling that means work fits around school, extracurriculars and family—not the other way around.
As we continue to emphasize action, accountability, and integrity as we make progress with our DEI Strategy, we have prioritized our work around equal pay, a critical issue that sits at the nexus of all five of our Values. Through an annual analysis of our compensation data, followed by appropriate remediation action, we are committed to help ensure equal pay for equal work.