Executive summary
McDonald's Corporation was founded in 1948 with its headquarters in the United States, Illinois. The Company has diversified its operations and customer base, serving over 56 million customers in a day, in 119 countries. McDonald's Corporation deals with food and beverage products such as hamburgers, French fries, milkshakes, chicken, and desserts among others albeit the company's products vary in different countries. McDonald's Corporation has undertaken various strategic business measures in ensuring diversification and expansion across the world. In the recent past, the company has exhibited significant improvement in production capacity, product differentiation, and training and development of employees.
McDonald's Corporation runs McDonald's restaurants around the world in the restaurant industry. The company's expansion objective led to institutionalized outlets in 120 countries, serving menu at different prices to customers. In February 2014, McDonald's Corporation announced the opening of a McDonald's restaurant in Vietnam. McDonald's has more than 35,000 restaurants with 80 percent being run by affiliates or franchises. Most outlets are freestanding, offering dine-in and drive-through food and beverage services. The company is committed to diversity, and leadership development at all levels of administration. McDonald's Corporation mission is to be customers' favorite place and way to eat and drink. In line with its missions and values, McDonald's Company diversified into chain supply, educated customers on nutritional values, external branding, corporate responsibility, and community involvement. The company's diversification mission has been achieved through a number of steps that are part of the strategic business technique. According to the Global Chief Diversity Officer, the Company has successfully incorporated various diversity plans that have been of imperative importance to the company's performance. This study focuses on McDonald's diversity and various ways through which the company has accomplished its goals and objectives.
Audit Methods
Workers Dignity
Led by Patricia Harris, the Global Chief Diversity Officer, McDonald's has initiated diversity strategies and plans in response to customers' needs and the achievement of organizational goals. According to work dignity, the company has clear values that guide employees throughout their daily operations. For instance, the company puts into consideration customers' experience in McDonald's in order to provide high quality products and service. The company has been committed to its employees through the provision of guidelines where they can directly air out their complaints to the management. McDonald's offers clear and unbiased channels and forums through which employees are able to address the top management cadre on matters concerning the company. On the other hand, the McDonald’s Corporation has a clear written disciplinary process that deals with issues of workplace harassment. The aforementioned employees' concerns are communicated to employees during training and development that takes place in Hamburger University. The University was founded in 1961 with the objective of offering training and leadership management to McDonald's employees. Therefore, the foundation of Hamburger University and institution of clear complaint procedures exhibits McDonald's efforts in the diversity audits.
Advertising
McDonald's Corporation has engaged in numerous advertisement campaigns and strategies that have facilitated in boosting sales and revenue. The integration of information technology in the advertisement campaigns has created a world-wide awareness of the company's products and services. Employee recruitment is also based on advertisements made on social media and in the company's website. McDonald's recognizes all applicants and reviews their qualifications against positions applied. The advertisements may or may not include previous work experience and soft skills. Employees are not required to have a previous experience as the Hamburger University offers training and development of employees according to the company's standards and values. McDonald's has a flexible working arrangement, depending on the employment contract and company's regulations. For example, employees may be necessitated to work part time to full time as agreed with the human resource management. On the other hand, McDonald's has designed these advertisements in order to encourage all people without discrimination whatsoever. The implementation of the aforementioned practices in employee search and recruitment process has ensured effectiveness and diversity in employment of workers. Therefore, the company has ensured equality and fair consideration of employees in advertisement process.
Recruitment and Selection
McDonald's diversity is aimed at creating an inclusive environment for employees and customers around the world. The recruitment and selection procedures in the McDonald’s Corporation are clear and do not allow discrimination of employees. McDonald's has 120 outlets around the world; therefore, it undertakes a large recruitment process throughout all outlets. A comprehensive recruitment process is carried out by the human resource team to ensure selection of the best candidates. As a result, candidates with the required skills and knowledge are given an opportunity in the company. The entire recruitment and selection process in McDonald's is based on skills, knowledge, and experience. Individuals with the necessary knowledge and skills are selected for training and development program carried out by the Hamburger University. McDonald's discourages any form of discrimination in recruitment and selection process through its esteemed values and missions.
Application Forms
McDonald's Corporation carries out online and manual application procedures for employment opportunities. Online applications are recommended due to a large number of applicants that may result in inconvenience and time wastage. According to McDonald's application procedures, application forms are supposed to constitute a separate equal form that is filled by applicants to ensure equal and fair opportunity. Equal opportunities form assesses applicants and helps the company understand individuals based on character and career experience. Applicants for respective positions go through recruitment and selection process by gauging their knowledge and skills, experience, and competencies to perform the targeted work. The entire recruitment and selection process may take time depending on the urgency of the job vacancy. After a thorough scrutiny of applicants, shortlisting of qualified candidates is carried out in order to proceed for the interviews. Shortlisting of applicants is done through the media and successful candidates are communicated through email or telephones. McDonald's Corporation undertakes shortlisting of applicants after an analysis of the information presented in the application forms. The human resource management, usually, has a set of structured systems that provide a base for scoring applicant’s qualification and necessary skills. McDonald's integration of a structured system in the selection process helps the company get competent and proficient employees.
Interview Process
McDonald's interview process is carried out to determine suitable candidates for the respective employment position. The interview entails questions that gauge applicants' ability to deal with various responsibilities concerning a respective position in the company. Therefore, questions about sex, age, and nationality may have a significant importance in ensuring equality and fairness in employing individuals. On the contrary, the company does not carry out interview process on questions about marital status, and childcare responsibilities as they play an insignificant role in the production capacity of employees. After interviews, the McDonald's Corporation provides a constructive feedback to applicants informing them on their success or failure in the interview process.
Retention and Progression
McDonald's Corporation has a clear policy that states the company's commitment in employees' internal progression, training and development. According to the company's reports, employment development is part of McDonald's strategy in ensuring efficiency of employees. The company initiated Hamburger University program to accomplish its objective in training and developing employees. McDonald's Company has over 1.5 million employees in all McDonald's branches and affiliates around the world. A clear and transparent system of employee progression is provided in all restaurants in order to provide efficient management system. The Hamburger University provides quality education and leadership management skills to its students. The learning faculty offers interpretations for approximately 28 different languages in order to cater for the wide range of diverse people. Restaurant employees in McDonald's are offered 32 hours of training during the first month. Various operations and restaurant procedures, services, quality, and cleanliness are taught at the institution.
Pay Banding
McDonald's Corporation is geared towards the provision of equal pay for both women and men working in the industry. Equal payment among workers is a company requirement that is in line with the Equal Pay Act implemented to protect exploitation and discrimination of workers. Compliance to the Equal Pay Act ensures that the company follows legal requirements as outlined by the law. According to the company's contractual agreement, a clear guideline and provision of employees' entitlements is stated. Employees at McDonald's are offered various benefits and entitlements that act as incentives to work. For instance, the provision of maternity, sick pay, paternity, and redundancy are available to McDonald's employees. The contractual agreement between McDonald's and its employees stipulates that there shall be a confidentiality of employees' payment. As a provision of the contract agreement, employees are prohibited from talking about they pay to others.
Training and Development
The process of training and development encompasses a variety of issues to accomplish through learning. Employees are advocated to preach non-discriminatory practices in the workplace in order to avoid conflicts and management challenges. Training and development of employees take place at all levels to ensure the acquisition of adequate skills and knowledge in undertaking business operations. Therefore, a clear and transparent procedure is followed when offering training to employees. McDonald's established Hamburger University in order to equip its employees with sufficient training and development of employees' skills and knowledge. Training and development of employees ensure accomplishment of organizational goals and objectives of building employees through improved production capacity.
Organizational Culture
McDonald's Corporation incorporates ethical values in the organization culture in order to provide equal opportunities and diversity to all individuals. The organizational culture in McDonald's is based on the organization's core values that include high standards, fairness, integrity, and honesty. The company is determined to improve its social and environmental performance through implementation of various strategies in the system. The main goal of McDonald's is to work in concert with suppliers, restaurant franchises in offering a sustainable future of the company and the community in general. McDonald's diversity has encompassed myriad business aspects, including partnerships, and development programs that improve performance and increase company's profits.
Equal Opportunities
McDonald's Corporation has initiated an equal opportunity platform through the employment of employees with different background and cultural diversity. An equal opportunity policy has been established by the management team in order to achieve predetermined goals and objectives. Equal employment opportunity is one of the important aspects in McDonald's. It helps in minimizing and preventing unlawful acts, harassment, and discrimination practices in the workplace. Aforementioned acts are prohibited by law and also have an imperative impact on the work environment. Measures and policies have been instituted in the company to prevent unlawful harassment and discrimination practices in the workplace. Therefore, discrimination of employees is prohibited in job advertisements, interviews, promotions, termination of employment and in the selection process. Employees are legally liable for their conduct and behavior in the workplace. As a result, it is imperative for McDonald's to engage employees in learning and understanding the adverse impacts of any form of discrimination in the organization.
People Friendly
McDonald's Corporation has stipulated rules and regulations that employees must follow to the letter. However, the company does not allow workers to choose when to start working and when to finish. The procedures and work regulations of the company stipulate that employees must report and end their duty within the stated time as per the contractual agreement. There are different types of employment opportunities offered by the McDonald's Corporation. For instance, the company offers part-time and full time employment to its employees. As a result, part-time employees work for fewer hours as compared to the full-time employees. Employees are free to request for flexible working arrangements from the human resource management if it is necessary. An employee may demand some time to take classes and at the same time work for the organization. In such a situation, the company is inclined to offer part time working arrangements with respective employees.
McDonald's has established outlets in various parts around the world and offered employment opportunities and development of employees globally. The company has offered non-discriminatory and equal opportunities to people around the world. Expansion strategy and acquisition of new customers has been part of the company's business plan in improving sales and performance. Business operations within the company
Conclusions and Recommendations
According to Patricia Harris, the McDonald's Corporation has undertaken various strategies and mechanisms that have increased diversification. The company's plan in inclusion and diversity is aimed at shifting from awareness to action. McDonald's goal is to get people working in the organization and acquire a full potential. McDonald's Corporation has maintained a high performance standard over the years by creating an environment that is productive for everyone. The organization has ensured consistence and matching of customers' standards by gathering surveys, polls, and encouraging criticism from the public. Over the years, the McDonald’s Corporation has accomplished various awards and recognitions such as the World's Most Powerful Brand in 2012 by Forbes, and the Best Company for Leadership in 2013 by the Hay Group among others. McDonald's Corporation has earned a reputation across the world as a result of the expansion and globalization process that has been effective in most countries.
McDonald's Corporation’s diversity and inclusion have been profound in most business operations and activities such as employee recruitment and selection, organizational culture, and work ethics and dignity among others. McDonald's Corporation has embarked on community outreach programs in the society in achieving social responsibility objective. The Company's management team has adequate knowledge and skills in dealing with rising challenges within the industry. The establishment of Hamburger University has played an important role in improving employees' education and knowledge skills. Hamburger learning institution offers various training and development courses that equip employees with necessary skills to undertake their roles in the company. Therefore, McDonald's Corporation has successfully instituted strategies and various plans in the accomplishment of its goals and objectives. Inclusion and diversity of McDonald's Corporation has been effective and efficient due to the implementation of proficient business mechanisms in its operations.
References
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Quality Improvement Agency. (2008). Equality and Diversity Teaching and Learning audit pro forma. Teaching and Learning Programme, 1-4.
Royle, T. (2010). Working for McDonald's in Europe: The Unequal Struggle. New York: Routledge.
Schlosser, E. (2001). Fast Food Nation: The Dark Side of the All-American Meal. New York: Houghton Mifflin Harcourt.
