Recent headlines surrounding McDonald’s and the dismissal of 29 employees amid allegations of harassment and discrimination* highlight a deeper issue that extends beyond individual incidents. For internal communication and leadership expert Jenni Field, this crisis points to a companywide leadership problem that cannot be addressed with surface-level fixes.
“With 29 people dismissed and increasing numbers of employees coming forward with allegations of harassment and discrimination, McDonald’s current crisis highlights a deeper issue that goes beyond individual incidents. It’s a leadership problem and a companywide crisis, one that Alistair Macrow doesn’t seem to be addressing effectively,” says Jenni.
The Golden Arches may have long symbolised ambition and excellence, but Jenni argues that excellence isn’t just about operational performance and profits. It must also reflect a workplace built on respect, trust and safety, something that is clearly missing in this situation.
“The culture inside organisations starts at the top, and whether you’re leading an entire business, a team, or a handful of freelancers, the responsibility is yours. It seems those at the top of the burger giant have lost sight of this, and leaders are being promoted into positions without critical conversations about culture and how they will uphold it in line with company values,” she explains.
Jenni highlights that a reluctance to hold leaders accountable can lead to systemic issues: “Perhaps it’s because we’re uncomfortable holding people accountable, but if we want to create workplaces where people thrive, we must do so, because an organisation is nothing without its people. Flashy branding and curated social media feeds are one thing, but it’s what happens on the shop floor and in meetings that matters, and as we are seeing in this situation, when it goes wrong, it goes viral and plays out on a very public stage.”
According to Jenni, McDonald’s current situation demonstrates that action plans and policies alone are insufficient, and that real change comes from leaders who build trust, foster transparency, and create an environment where accountability is non-negotiable.
Five Steps McDonald’s Can Take to Strengthen Leadership and Rebuild Trust:
Establish Clear Accountability at Every Level
Make it explicit what behaviours align with company values and implement consistent consequences to reinforce cultural expectations – both good and bad.
Prioritise Leadership Training and Development
Equip leaders with the skills to communicate effectively and manage inclusively, to create a safe workplace and one where people want to stay and grow
Engage in Transparent Communication
Keep employees informed about the company’s commitments, actions, and progress in addressing workplace culture issues; transparency helps to build trust.
Conduct Regular Culture Audits
Assess the organisational climate regularly to identify blind spots and ensure leaders are upholding the desired culture.
Lead by Credible Example
Ensure that senior leaders understand how to model respectful, inclusive behaviour and demonstrate that company values are more than just words, they are everyday actions, and credible leadership builds the trust all businesses need.
“Credible leaders understand that culture isn’t just a box to tick, but the reality in this situation is that if credible leadership doesn’t step in soon, the legacy of the golden arches could be undone by the actions of a few, at the expense of many.”
With over 20 years of experience advising organisations on leadership and culture, Jenni Field supports businesses in building resilient workplaces where employees thrive and trust is earned, not assumed. She is available for further commentary and media engagements to discuss how organisations can rebuild trust and embed credible leadership at every level.
