McDonald’s managers in UK to get sexual abuse training – BBC

Report on McDonald’s UK Workplace Safety Measures and Alignment with Sustainable Development Goals

Introduction

This report details the strengthened measures being implemented by McDonald’s UK, in agreement with the Equality and Human Rights Commission (EHRC), to address and prevent sexual harassment within its workforce. These actions are a direct response to widespread allegations of abuse and misconduct. The efficacy of these measures will be evaluated through the lens of the United Nations Sustainable Development Goals (SDGs), specifically focusing on SDG 5 (Gender Equality), SDG 8 (Decent Work and Economic Growth), and SDG 16 (Peace, Justice and Strong Institutions).

Background: Systemic Failures in Ensuring Decent Work (SDG 8)

Investigations initiated in 2023 exposed a significant failure to provide a safe and secure working environment, a core target of SDG 8. Numerous reports from current and former employees, including minors, detailed a culture of harassment and abuse.

• Initial BBC investigations in July 2023 gathered testimony from over 100 workers alleging sexual assault, harassment, racism, and bullying.
• Since then, over 160 additional individuals have approached the BBC, and the EHRC has been notified of 300 separate incidents of harassment.
• Specific claims included managers inappropriately touching staff, employees being told to “suck it up” when reporting customer harassment, and bullying of young workers.

These conditions represent a direct contravention of the principles of decent work, particularly the protection of young and vulnerable employees.

Regulatory Intervention and the Pursuit of Justice and Strong Institutions (SDG 16)

The Equality and Human Rights Commission (EHRC), acting as a key institution for justice, intervened to hold McDonald’s accountable. This aligns with SDG 16, which calls for effective, accountable, and inclusive institutions at all levels.

• A legally binding agreement was first signed between McDonald’s and the EHRC in February 2023 to protect staff from sexual harassment.
• Due to continued allegations and concerns that insufficient progress had been made, the EHRC has now mandated a strengthened and more specific action plan.
• The watchdog has also written to all UK franchisees, warning of potential legal action for failure to protect staff, reinforcing institutional accountability.

Strengthened Measures for Gender Equality (SDG 5) and Workplace Safety (SDG 8)

The updated agreement outlines several key actions aimed at fostering a safe workplace, thereby contributing to targets within both SDG 5 (ending all forms of discrimination and violence against women and girls) and SDG 8. McDonald’s has committed to the following:

1. Enhanced Training: New mandatory training for managers will be introduced, with a specific focus on identifying the grooming of young workers and the misuse of social media.
2. Independent Oversight: An external body will be appointed to review the company’s handling of sexual harassment claims to ensure appropriateness and impartiality.
3. Proactive Safeguarding: The company will work with external experts to design and implement a new safeguarding plan to protect vulnerable workers across all corporate and franchisee-owned restaurants.
4. Improved Risk Assessments: McDonald’s will strengthen its risk assessment protocols to better identify and mitigate potential for harassment.
5. Encouraging Reporting: The company will continue to promote its “Speak Up” channels to encourage staff to report misconduct without fear of reprisal.

Stakeholder Perspectives and Ongoing Challenges

Responses to the new measures have been mixed, highlighting the challenges in achieving genuine corporate accountability and effective implementation.

• McDonald’s Corporation: The company stated it welcomes the formalisation of these measures, asserting they build on “significant progress” already made and that 95% of employees are aware of reporting channels.
• Former Employees and Unions: Skepticism remains, with one former worker describing the actions as a “check box” exercise lacking a genuine desire for change. The Bakers Union has called for “real change,” stating employers have a fundamental duty to prevent harassment.
• Legal Experts: Law firm Leigh Day, which is pursuing legal action on behalf of hundreds of staff, noted that the EHRC’s continued intervention suggests progress has been inadequate. They have called for greater scrutiny of the relationship between the corporate entity and its franchisees.

Conclusion: Advancing Corporate Responsibility for Sustainable Development

The strengthened legal agreement between McDonald’s and the EHRC marks a critical step towards addressing systemic workplace harassment. The success of this initiative is contingent upon rigorous implementation and transparent monitoring. Its ultimate impact will be measured by its ability to create a tangible shift in workplace culture, ensuring a safe, respectful, and equitable environment for all employees. This outcome is essential for McDonald’s to demonstrate a credible commitment to achieving the core principles of SDG 5 (Gender Equality), SDG 8 (Decent Work), and SDG 16 (Justice and Strong Institutions).

Analysis of Sustainable Development Goals in the Article

1. Which SDGs are addressed or connected to the issues highlighted in the article?

1. SDG 5: Gender Equality
   • The article’s central theme is sexual harassment and abuse in the workplace. It details numerous accounts of workers, including young women, being “groped and harassed” and managers “inappropriately touching” female staff. These actions are a form of gender-based violence and discrimination, directly opposing the goal of achieving gender equality and empowering all women and girls.
2. SDG 8: Decent Work and Economic Growth
   • The issues of sexual assault, harassment, racism, and bullying create an unsafe and hostile work environment, which is the antithesis of “decent work.” The article highlights the failure to “protect its staff from abuse,” which connects directly to the goal of promoting safe and secure working environments for all workers. The experiences described, such as being told to “suck it up” when reporting harassment, demonstrate a lack of protection for labor rights.
3. SDG 16: Peace, Justice and Strong Institutions
   • This goal is relevant due to its focus on ending abuse, violence, and exploitation, and ensuring access to justice. The article mentions abuse against young workers, some “as young as 17,” and a 16-year-old being bullied by managers, which relates to ending abuse and exploitation of children and young people. Furthermore, the involvement of the Equality and Human Rights Commission (EHRC) in creating a “legally binding agreement” and the legal action being taken by law firm Leigh Day on behalf of hundreds of staff represent efforts to ensure access to justice and hold a major corporation accountable through strong institutions.

2. What specific targets under those SDGs can be identified based on the article’s content?

1. Under SDG 5 (Gender Equality):
   • Target 5.1: End all forms of discrimination against all women and girls everywhere. The widespread sexual harassment described in the article is a clear form of gender-based discrimination in the workplace.
   • Target 5.2: Eliminate all forms of violence against all women and girls in the public and private spheres. The workplace is a private sphere where the article reports incidents of sexual assault, groping, and harassment, which are forms of violence and exploitation that this target aims to eliminate.
2. Under SDG 8 (Decent Work and Economic Growth):
   • Target 8.8: Protect labour rights and promote safe and secure working environments for all workers. The entire article revolves around the failure to provide a safe working environment. The agreement with the EHRC to “protect staff from sexual harassment” and implement a “new safeguarding plan to protect vulnerable workers” is a direct attempt to address this target.
3. Under SDG 16 (Peace, Justice and Strong Institutions):
   • Target 16.2: End abuse, exploitation, trafficking and all forms of violence against and torture of children. The article explicitly mentions that workers “as young as 17, were being groped and harassed” and that new training will focus on the “grooming of young workers,” directly linking the issue to the abuse and exploitation of young people.
   • Target 16.3: Promote the rule of law… and ensure equal access to justice for all. The intervention of the EHRC, a national equality watchdog, to enforce a “legally binding agreement” and the fact that a law firm has been “instructed to start legal action against McDonald’s by hundreds of staff” are clear examples of using legal and institutional mechanisms to provide access to justice for victims.

3. Are there any indicators mentioned or implied in the article that can be used to measure progress towards the identified targets?

1. Quantitative Indicators of the Problem:
   • Number of harassment reports: The article states that “the EHRC has heard 300 reported incidents of harassment,” and “more than 160 people have approached the BBC with allegations.” These numbers serve as a direct measure of the prevalence of the issue.
   • Number of legal claims: The mention that a law firm is starting “legal action against McDonald’s by hundreds of staff and former staff, with more than 450 restaurants implicated” is a clear indicator of the scale of the problem and the pursuit of justice.
2. Indicators of Institutional Response and Accountability:
   • Number of dismissals related to harassment: The article notes that “29 people had been dismissed over sexual harassment allegations over the past 12 months.” This figure can be used to track the company’s disciplinary actions.
   • Implementation of policies and training: The article describes several measures that can be tracked, such as the introduction of “new sexual harassment training for managers,” the engagement of an “external body to review” claims, and the rollout of a “new safeguarding plan.” Progress can be measured by the completion and scope of these initiatives.
3. Perception-Based Indicators:
   • Employee awareness of reporting channels: The article includes a statement from a McDonald’s spokesperson that “In the latest anonymous employee survey, 95% of people are aware of ways in which they can speak up.” This survey data is an indicator used to measure the effectiveness of communication about reporting mechanisms.

4. Summary Table of SDGs, Targets, and Indicators

Source: bbc.com