Diversity & Inclusion

A Message From José Cil, Our CEO

We believe that a wide range of diverse voices and perspectives makes us a stronger company.

That’s why diversity is one of our core values at RBI, and we work hard to support an environment of respect and belonging. We have committed to 10 actions that we believe will result in more diverse and inclusive outcomes in our company. These include acknowledging our lack of diversity, committing our most senior leaders to drive change, holding ourselves accountable for our progress – including for example, this annual report, training for implicit bias, upholding zero-tolerance policies on workplace discrimination and harassment, establishing governance and reporting, ensuring diversity in our hiring, marketing, and community contributions and remaining committed to achieving our desired outcomes.

Learn more about our Commitment to Diversity and our actions to become more diverse here.

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, which is why senior RBI leaders share a mandate to ensure at least 50% of final round interview candidates for any role with RBI are demonstrably diverse, especially at Manager level and above. Since we established this performance objective in mid 2020, through to the end of 2021 we interviewed more than 1100 candidates for final round interviews globally, of which 74% were diverse. The outcome is that 57% of 2021 hires through our new process have added to the diversity of our company.

Hiring and Representation in 2021

Percentage of Corporate Employees

hiring and representation in 2020
hiring and representation in 2020

Community Contributions

The Burger King Foundation has awarded $4.5 million USD to Black students since 20101.

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.

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.1

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 minority1, 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 suppliers2 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 scope3. Our goal is to broaden our supplier diversity program to include the Firehouse Brand™.

1In 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.

2FY 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.

3Scope 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.