McDonald : An Update on McDonald's Diversity, Equity, and Inclusion Strategy - March 2022➝

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Representation in leadership is not the only way we are working to dismantle barriers and create opportunities. Last year, we communicated our commitment to prioritize equal pay for equal work through an annual pay analysis. Today, I am pleased to share that we have closed the identified pay gaps for women globally across the U.S. and our International Operated Markets, in support of our commitment to equal pay for equal work. This progress builds on the milestone we announced in the U.S. in October [link to Oct message] for both women and historically underrepresented groups. As a brand that strives to bring its values to life in everything it does, we believe that equal pay for equal work is essential-and as we continue to make pay changes and bring new talent into our company, we remain committed to analyzing and remediating pay gaps on an annual basis.

To meet our overall ambition, we know we must continue to raise the bar. In that spirit, earlier this year we introduced new measures for a broader group of leaders. All Officers (VP level and above) are accountable for developing strong, diverse employee talent pipelines, and select Officers are now accountable for helping to increase the number of new franchisees from all backgrounds. Similar to the approach we took last year with representation metrics for our most senior leaders, these new measures will tie compensation to progress.

I remind myself every day that our customers, employees, franchisees, suppliers, and communities expect us to make a difference. And while the progress we share today shows we are headed in the right direction, we understand that these are just the fundamental first steps.

I look forward to building on our momentum with an even stronger spirit in 2022.

Thank you,

Heidi Capozzi