SNAK Restaurants Limited T/A McDonald’s

Diversity & Inclusion Policy

Here at SNAK Restaurants T/A McDonald’s we’re fully committed to promoting equality and
preventing discrimination at work. We know that simply having a diverse workforce is not enough. We
want to create an inclusive environment, where everyone can contribute their best work and develop
to their full potential.

We also want to celebrate the fact that everyone is different yet valued and to make sure that every
employee is treated with dignity and respect. This policy applies to all our people at all levels in our
restaurants and offices and is reviewed at regular intervals to monitor its effectiveness.

Crucial Bits
At SNAK Restaurants T/A McDonald’s we are people from all walks of life. We embrace diversity and
are committed to creating an inclusive culture that means our people can be their best authentic
self. This culture is supported and lived every day by our values so that we open our doors to
everyone and how integrity by doing the right thing by all our people.

Our Values

o We promote equality of opportunity for everyone

o We aim to create a workforce that’s representative of our society
o We value all our people for their contribution and we celebrate diversity in all our restaurants
and offices
o We want to create a genuinely inclusive workplace, where we embrace the similarities and
differences of all our people
o We’ll support the unique and diverse needs of our customers and our communities
o We’ll make sure that our contractors, suppliers (including our couriers) and franchisees
actively support us in having a diverse and inclusive culture
o We’re against all forms of unlawful and unfair discrimination
o We do not accept bullying and harassment in any form. And we’ll do our best to protect our
people from harassment from third parties and from any kind of negative treatment related
to the differences listed below.
o We’re committed to a zero tolerance approach to all discrimination, harassment or
victimisation relating to protected characteristics. Please have a read of our Disciplinary
Procedure and our Anti-Bullying & Harassment Policy to understand more.

Protected Characteristics: age, disability, gender reassignment, marital or civil partner status,
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pregnancy or maternity, race (including colour, nationality, ethnic or national origin), religion or
belief, sex or sexual orientation.

More Info
Things to think about
What is diversity?
Diversity is all about acceptance and respect. It means understanding that each of us is unique and
recognising our individual differences. We treat our people as individuals, allowing them to be
themselves regardless of:

o Role
o Work pattern
o Gender
o Sexual orientation
o Pregnancy
o Gender identity
o Race, nationality, colour or ethnicity
o Religion, faith or beliefs
o Culture
o Marital or civil partnership status
o Age
o Educational background
o Disability
o Physical or mental ability
o Caring responsibilities
o Physical appearance
o Socio-economic status

What is inclusion?
Inclusion is about engaging the uniqueness, talents, beliefs, backgrounds, abilities and ways of working
of all our employees. It’s also about working together to create a culture where employees feel they
belong and they are valued and respected.

By being committed to inclusion and diversity, we can have the best people working here, which will
help make McDonald’s a success.

Your responsibilities
We all have a responsibility to behave in a way that is respectful of others and to understand that our
views and opinions may not always be the same as others.

Here are other some things you can do to help create an inclusive workplace:

o Try to understand other peoples’ points of view and help them understand yours
o If you ever see inappropriate behaviour, challenge or report it – Speak Up!
o If you challenge others, do so in a respectful way
o Be aware of different cultures and customs, and respect the benefits that diversity can bring
o Respect the confidentiality of team members, managers and customers
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o Always expect that our customers, your colleagues, managers, couriers and suppliers deal with
you in an ethical and lawful way and with respect at all times, and if they don’t let us know
o Take responsibility for your own actions
o Look for solutions to problems and try to resolve issues constructively.

Speak Up!
There might be times when you find yourself in an experience, or witness an experience, that is
inappropriate and does not align with Our Values. When those situations occur, we need to speak up
and be an ally for each other.

Being an ally means looking out for others by:

• Understanding who they are by learning about their experiences
• Taking time to listen to them and to build strong working relationships
• Behaving in a way that inspires others to embody inclusion and belonging for everyone
• Leading with positive actions to stop negative conduct
• Using your influence to assist others

When to Speak Up
It can sometimes be difficult to decide if you should speak up when you see a tense situation at work.

How can you know when it’s the right time to do?
✓ Am I offended by what I see?
✓ Does this situation concern me?
✓ Does that person look uncomfortable?
✓ Does watching this makes me uncomfortable?

If your answer to any these items is “Yes”, it’s a good bet that it’s appropriate to SPEAK UP.

How to Speak Up
There are a number of ways that you can Speak Up, both formally and informally:

• If appropriate and you are comfortable doing so, speak to the individual who acted
inappropriately and try to explain to them why their actions may have made yourself or other
uncomfortable, help them to understand why their actions have or could upset someone.
• Raise an informal grievance with your manager, tell them what has happened and talk to them
about how this should be resolved.
• Raise a formal grievance with the People Services Helpdesk or People manafer, this should be
in writing and details of where to send the grievance to can be found below. The Disciplinary,
Appeals & Grievance Procedure can also provide information on the grievance process.
• Submit an anonymous complaint via the People Services Helpdesk anonymous reporting form.

Zero Tolerance
For all allegations of discrimination, harassment or victimisation relating to a Protected Characteristic,
and sexual harassment, as a safeguard to you, we will enforce our zero tolerance approach and will
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investigate all allegations whether the complaint comes from a leaver, suppliers (including couriers),
customer or employee, inside or outside of the workplace. Matters will be treated seriously and may
result in disciplinary action which, after investigation if the allegation is upheld, may even lead to
dismissal.

Further Support
Accessibility Assistance
We recognise that we employ a diverse workforce and that understanding a policy can be an issue for
some for example when English is not their first language or if they are visually impaired. If this is you
or someone that you know, contact the People Services Helpdesk to seek their assistance.

People Services Helpdesk

If you’ve got any questions, speak to your manager or get in touch with our People Services Helpdesk
on 0345 606 0321 or peopleserviceshelpdesk@uk.mcd.com

Employee Assistance Programme (EAP)

McDonald’s operates an Employee Assistance Programme (EAP) which you may find useful for a
variety of issues. If you feel that you are being subject to disrespectful behaviour, EAP offer advice and
may provide counselling sessions to support you through this difficult period. Often people whose
behaviour is causing problems may be unaware of, or insensitive to, the impact of their actions and
talking to a professional or seeking advice or counselling can help change behaviour and prevent
future incidents.

McDonald’s have funded a FREE confidential helpline service for all its employee’s to talk to
professionals on work or home related issues. All calls are treated in the strictest confidence and
McDonald’s does not have access to any information that you discuss with EAP. Call 0800 072 7072 -
a dedicated 24/7 personal line to provide you with help, support and advice when you have a medical
or personal problem and you need someone to turn to.

Other Policies
Policies and procedures that you may find useful:

Respect in the Workplace Policy

Disciplinary Procedure
Gender Identity Policy
Close Relationships at Work Policy
Anti-Bullying & Harassment Policy
Disability in Work & Reasonable Adjustments Policy

Please be aware that this policy isn’t contractual and may be amended at any time.