Loading...
Market
How will McDonald's leadership composition change by end of 2025?
2
Resolution / Starting Odds
Increase in female leaders • 25%
Increase in minority leaders • 25%
Decrease in overall diversity • 25%
No significant change • 25%
McDonald's official diversity and leadership reports
Story
McDonald's Adjusts DEI Strategy, Achieves Gender Pay Equity and Diverse Leadership
Jan 6, 2025, 11:20 PM
McDonald's Corp. is scaling back its diversity, equity, and inclusion (DEI) initiatives, joining a trend among major corporations in response to a shifting legal and political landscape. The company announced it will retire specific diversity goals for senior leadership, end a program encouraging suppliers to develop diversity training, and pause external surveys related to inclusion. This decision follows a 2023 U.S. Supreme Court ruling that outlawed affirmative action in college admissions, prompting McDonald's and others to reassess their DEI strategies. Despite these changes, McDonald's remains committed to fostering an inclusive workforce, noting progress in achieving gender pay equity and increasing leadership diversity, with 30% of its U.S. leaders now from underrepresented groups and 25% of supplier spending directed to diverse-owned businesses. The company's diversity team will now be referred to as the Global Inclusion Team, reflecting a broader focus on inclusion practices.
View original story
Similar markets
Reduction of global inclusion efforts • 25%
Expansion of global inclusion team • 25%
New initiatives introduced • 25%
No change • 25%
No major changes • 25%
Further reduction of DEI efforts • 25%
Introduction of new DEI initiatives • 25%
Reinstatement of previous DEI policies • 25%
Further reduction in diversity requirements • 25%
Reinstated diversity requirements • 25%
No change • 25%
Introduction of new diversity initiatives • 25%
Decrease to below 25% • 25%
Increase to over 35% • 25%
Remain between 30-35% • 25%
Decrease to 25-30% • 25%
No • 50%
Yes • 50%
Completely phased out • 25%
Expanded programs • 25%
Reduced programs • 25%
No change • 25%
Moderate positive impact • 25%
Significant positive impact • 25%
No significant change • 25%
Negative impact • 25%
No clear trend • 25%
Increase diversity efforts • 25%
Maintain current efforts • 25%
Decrease diversity efforts • 25%
More than 35% • 25%
Less than 25% • 25%
25% to 30% • 25%
30% to 35% • 25%
Positive response • 25%
Mixed response • 25%
Neutral response • 25%
Negative response • 25%