Diversity & Inclusion

Diversity & Inclusion

We own the outcome of this journey.

The fact is that outcomes matter more than efforts. That is why we are committed to building a more diverse and inclusive company where our employees grow and earn career opportunities and compensation based entirely on what they do and how they do it.

Building a diverse pipeline of talent is critically important to achieve this goal. In 2022, senior RBI leaders shared a mandate to ensure at least 50% of final round interview candidates for any role with RBI are demonstrably diverse. Since we established this performance objective in mid 2020, we interviewed more than 2,003 candidates for final round interviews globally and have surpassed our target each quarter. The outcome is that 64% of 2022 corporate hires through our new process have added to the diversity of our company.

Hiring and Representation in 20221

Percentage of Corporate Employees

1All data reported as of December 31, 2022 and excludes Firehouse Subs employees. Workforce composition metrics are derived from EEO-1 self-identification data. Totals are less than 100% because “undeclared” is removed. Corporate employees include all restaurant support centre and field operation roles within RBI, corporately. Senior leaders defined as Director level and above.

Community Contributions

The Burger King Foundation has awarded $6.7 million USD to Black students since 2011.

The Burger King Foundation works to create brighter futures for our employees and communities through education. We’ve invested millions in scholarship funds to support the diverse communities we serve and work abroad to advance gender equitable education through our partnership with Room to Read. In 2021, we worked to invest our scholarship funds in school districts and communities below the poverty line from urban to rural.

In 2020, Tim Hortons Foundation Camps requested campers to voluntarily self-identify along several dimensions of diversity to inform continuous improvement initiatives related to Program Development and Youth Development purposes. Dimensions included race/ethnicity, gender identity, and sexual orientation, and data was reported internally to the Board of Directors and staff teams.

Tims Camps is committed to collaborating with mission-aligned organizations to provide life-changing opportunities to youth who need it most. Through partnerships with Indigenous youth-serving organizations, the Foundation is establishing a local-to-camp strategy to serve First Nation, Inuit, and Métis youth across Canadian camp locations.

In September 2022, Tims Camps announced a 5-year, C$5 million partnership with Justice Fund, focused on supporting underserved youth. The partnership enables the two not-for-profit organizations to combine their resources to provide programming opportunities for Black, Indigenous, and youth of colour from under-resourced communities in Toronto.

The Popeyes Foundation focuses on hunger relief efforts through a partnership with the No Kid Hungry campaign in the US. From July 2020 – July 2021, 73% of No Kid Hungry grant funds were awarded to community partners and school districts that serve Latinx, Black, and Indigenous communities.2

2Based on information provided by No Kid Hungry.

Supplier Diversity

At Restaurant Brands International, we are committed to providing opportunity to suppliers that are as diverse as our product offerings and customers. We believe that by working with qualified diverse suppliers, we gain a fresh, innovative perspective that helps us better serve our employees and customers while producing superior business results. That is why we launched our Supplier Diversity Program across three of our four iconic Brands- Burger King®, Tim Hortons®, and Popeyes®.

For RBI purposes, a diverse supplier is defined as a US or Canadian based privately owned business who is 51% owned, managed and operated by a woman, ethnic minority3, veteran, member of the LGBTQ+ community, and/or person with a disability. With the recent launch of our North American supplier diversity program, our goals were to establish a strong foundation and benchmark current diverse supplier spend. We reached out to our suppliers4 to understand their diversity classification(s) as well as any existing diversity and inclusion initiatives.

We continue to reassess elements of our program- working across the industry to glean best practices and expand our scope5. Our goal is to broaden our supplier diversity program to include the Firehouse Brand™.

3In the US, ethnic minority means a person who identifies as Black/African American, Asian, Hispanic/Latin American, Middle Eastern, Native American/Alaskan Native, or other racial and ethnic minority. In Canada, ethnic minority means a person who identifies as Arab, Asian, Black/African Canadian, Chinese, Filipino, Hispanic/Latinx, Japanese, Korean, Middle Eastern, Indigenous, South Asian, Southeast Asian, West Asian, or any other visual minority.

4FY 2021 diversity spend in North America includes both self-certified and formal industry recognized certification and Tier 1 spend. Tier 1 suppliers are those from who RBI purchases directly. Certifications are accepted from one or more of the following agencies: National Minority Supplier Development Council (NMSDC), Women’s Business Enterprise National Council (WBENC), National Women’s Business Council, National Veterans Business Development Council (NVBDC), National LGBT Chamber of Commerce (NGLCC), Disability:IN, WeConnect International, US Hispanic Chamber of Commerce, Vets First, US Veterans Business Alliance, Canadian Aboriginal and Minority Supplier Council, Canadian Gay and Lesbian Chamber of Commerce, Inclusive Workplace and Supply Council of Canada, National Women’s Business Council, Women’s Business Enterprise Canada, and other state/local agencies.

5Scope of the program: This figure includes supplier spending by all brands and is inclusive of purchases made for food, beverages, packaging, equipment, food distribution, and uniforms. The scope excludes purchasing for technology, advertising, marketing, corporate facilities, restaurant development, and non-controllables (taxes, utilities, rent, facility leases, and subscriptions).

100% CEI

Restaurant Brands International continues to strengthen LGBTQ workplace inclusion across the organization and achieved a score of 100% in the Corporate Equality Index (CEI) 2022 Report, for the third year in a row, recognizing the Best Places to Work for LGBTQ Equality. The evaluation included the following criteria:

  • Prohibits discrimination based on sexual orientation for all operations
  • Prohibits discrimination based on gender identity for all operations
  • Equivalency in same- and different-sex spousal medical and soft benefits
  • Equivalency in same- and different-sex domestic partner medical and soft benefits
  • Equal health coverage for transgender individuals without exclusion for medically necessary care
  • Three LGBTQ internal training and education best practices
  • Employee group or diversity council
  • Three distinct efforts of outreach or engagement to broader LGBTQ community
  • Contractor/ supplier non-discrimination standards and philanthropic giving guidelines

We continue to strive to strengthen inclusion for all employees, and to achieve a score of 100% on the CEI for Restaurant Brands International on an annual basis.

We continue to strive to strengthen inclusion for all employees, and to achieve a score of 100% on the CEI for Restaurant Brands International on an annual basis. Restaurant Brands International and all of its affiliated companies are equal opportunity and affirmative action employers that do not discriminate on the basis of race, colour, ethnicity, sex, religion, national origin, citizenship, pregnancy, familial status, sexual orientation, disability, age, military service status, gender identity, expression or reassignment, genetic information or any other characteristic protected by law.