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RBI Commitment to Diversity - Dynamic Page title name

RBI Commitment to Diversity- Dynamic Page title name

July 2020

We Value Diversity

We are driven by our vision to build the most loved restaurant brands in the world. With more than 27,000 Burger King, Tim Hortons and Popeyes restaurants in more than 100 countries, we know that diversity of perspectives makes us better in serving the diverse guests who come into our restaurants each and every day.

In our corporate offices, we have seen time and again that when we add more voices and different perspectives to any discussion, we end up with better outcomes, more thoughtful decisions and a more engaging, inclusive culture for our employees.

We believe that a wide range of diverse voices and perspectives makes us a stronger company. This is why diversity is one of our core values at RBI.

 
 
Actions to Become More Diverse
  1. 1. We Acknowledge Our Lack of Diversity:
    We acknowledge that we do not have enough diverse employees in our company and in leadership positions, including those who are women, Black, Indigenous, people of color and who identify as LGBTQ+. By openly acknowledging our shortcomings, we are creating urgency for action.

  2. 2. Leadership Commitment:
    The leadership teams of RBI, Burger King, Tim Hortons and Popeyes are committed to making our company more diverse; creating a culture of inclusiveness and belonging where we demonstrate the importance of diversity; and not tolerating harassment, racism, bias or barriers to advancement. We are committed to measuring our progress, talking about it and holding ourselves accountable for the diverse outcomes we want. Every member of the leadership team at RBI has expanding diversity in the company as part of their core mandate and their yearly performance objectives in 2020.

  3. 3. Holding Ourselves Accountable for Progress:
    We have started asking our employees and candidates to voluntarily self-report information about themselves and how they identify. This can include gender identity, race, ethnicity, sexual orientation and military status (where applicable and allowable by law). Hiring managers do not have access to this information. We are using these insights to measure our progress and share data with our employees on benchmarks and progress at our all-employee meetings, including the diversity of our pipeline of candidates, promotions, raises and turnover. We also share this data with our Board of Directors. We have posted this commitment to diversity on our website and will provide regular updates, at least annually. We believe sharing our progress on diversity and inclusion creates a culture of accountability and action.

  4. 4. Training for Implicit Bias to Build Inclusive Leadership:
    We provide recurring implicit bias training and workshops for employees in all our offices to help them recognize, understand and overcome implicit bias and unconscious actions that perpetuate inequity. We are expanding these programs because we want all our employees to be treated respectfully and fairly, and to know without a doubt that they belong.

  5. 5. Zero Tolerance Policies:
    We have strict zero-tolerance policies on workplace discrimination and harassment that are supported by recurring education and instruction, and we encourage employees to bring any concerns to our attention. If employees don't feel comfortable going directly to our People team, Legal team or directly to our CEO, we have an anonymous hotline where they can report issues. Our People and Legal teams partner to investigate complaints that are received, those responsible are held accountable and we do not tolerate retaliation of any kind against employees who make good faith complaints or employees who serve as witnesses to complaints.

  6. 6. Governance and Infrastructure:
    An executive committee of three direct-reports to the CEO, along with other senior leaders, are leading our diversity and inclusivity goals and progress. Our People team has a dedicated group to implement our diversity and inclusion initiatives. We update RBI's Board of Directors on a regular basis, at least annually, on our progress against measurable targets.

  7. 7. Hiring and Rewarding Diverse Talent Based on Merit:
    Meritocracy is a foundational value of RBI. We believe that you should be hired, promoted and compensated based on what you do and how you do it. We know that unless we change the way we recruit, we will not achieve the diversity of employees and leaders that we want at RBI. That is why we are committed to having at least 50% of all final round candidates for any role at RBI's four corporate offices be demonstrably diverse, including gender, race and sexual orientation. We believe a diverse pipeline of candidates will lead to a more diverse employee population that will earn promotions, raises and all forms of compensation, entirely based on what they do and how they do it.

  8. 8. Diversity in Marketing:
    We are committed to using our advertising influence to reflect an accurate representation of gender, race, ethnicity and sexuality in our marketing and advertising so that we genuinely reflect the diversity of the guests that visit our restaurants. By the end of 2020, each of our brands in our home markets of Canada and the US will track progress by publicly reporting on the percentage of spots featuring demonstrably diverse people, by tracking the gender, race and sexual orientation of people featured in our advertising, and the average time on screen. Finally, we will establish a diversity vision together with our advertising, media, public relations, design and digital agencies when it comes to the agency teams that work with our brands.

  9. 9. Diversity in Community Contributions:
    Led by our three charitable organizations, the Burger King McLamore Foundation, Tim Hortons Foundation Camps and the Popeyes Foundation, we will ensure our community contributions benefit a wide range of people in our home markets, including women, Black, Indigenous, people of color and those who identify as LGBTQ+. Our charities will include diversity in their reporting on how funds are invested and distributed.

  10. 10. Commitment to the Outcome:
    The outcome of our efforts will be the hiring and / or promotion of more students, employees and more senior leaders who are women, Black, Indigenous, people of color and who identify as LGBTQ+. We will do so based on their merits. We will hold ourselves accountable for this outcome. We are committed to this outcome because we are owners of the company and we strongly believe that a wider range of diverse voices and perspectives throughout RBI will make us more successful in our purpose to build the most loved restaurant brands in the world.