多元與包容的新階段：麥當勞成立「全球包容性團隊」

麥當勞公司近日宣布，將全面調整其多元化、公平與包容性（DEI）策略，並對DEI團隊重新命名為「全球包容性團隊」。這一舉措旨在更準確反映團隊的工作重點，促進品牌價值與文化的深度融合，並為未來的企業可持續發展奠定堅實基礎。

這一變革建立在去年進行的「全面民權審核」的基礎上。麥當勞在審核過程中與股東展開深入合作，不僅了解了股東對企業包容性工作的具體期望，還對市場中相關股東提案的整體趨勢進行了系統性分析。公司認為，這些努力為重新構建全球包容性戰略提供了清晰的方向。

McDonald's recently announced that it will comprehensively adjust its diversity, equity and inclusion (DEI) strategy and rename the DEI team as the "Global Inclusion Team." This move aims to more accurately reflect the team's work priorities, promote the deep integration of brand value and culture, and lay a solid foundation for future corporate sustainable development.

The change builds on a "comprehensive civil rights review" conducted last year. McDonald's engaged in in-depth cooperation with shareholders during the review process, not only understanding the specific expectations of shareholders for the company's inclusion efforts, but also conducting a systematic analysis of the overall trends in relevant shareholder proposals in the market. The company believes these efforts provide a clear direction for reshaping its global inclusion strategy.

重新命名：從多元化到全球包容性的升級

麥當勞的聲明指出，此次變革不僅是一個名稱的改變，更標誌著公司在多元化、公平與包容性領域發展進入了新階段。

Rebranding: Upgrading from Diversity to Global Inclusion

McDonald's statement pointed out that this change is not only a name change, but also marks a new stage of the company's development in the areas of diversity, equity and inclusion.

「我們正在調整對多元化團隊的稱呼，將其更名為『全球包容性團隊』，」 麥當勞表示。 「這一名稱更加貼切，能夠更準確地體現該團隊的核心工作內容及其對企業文化的重要性。」

新名稱凸顯了包容性在全球層面的重要性，並與其他領先企業的趨勢保持一致。例如，許多企業已將其DEI團隊名稱調整為更注重「歸屬感」或「文化建設」的方向，以更好地傳遞多元文化和包容性的理念。

社區參與與品牌價值的融合

作為一家全球領先的快餐連鎖企業，麥當勞始終將社區參與和賦能視為品牌文化的重要組成部分。聲明中強調，麥當勞的加盟經營模式賦予了企業在當地社區發揮積極作用的機會，這與公司的包容性目標高度契合。

"We are changing the name of our diversity team to the 'Global Inclusion Team,'" McDonald's said. "This name is more appropriate and can more accurately reflect the core work content of the team and its importance to the corporate culture."

The new name highlights the importance of inclusion at a global level and aligns with trends from other leading businesses. For example, many companies have adjusted the names of their DEI teams to focus more on "belonging" or "culture building" to better convey the concepts of multiculturalism and inclusion.

Integration of community involvement and brand value

As a leading global fast food chain, McDonald's has always regarded community involvement and empowerment as an important part of its brand culture. The statement emphasized that McDonald's franchise business model gives companies the opportunity to play an active role in local communities, which is highly consistent with the company's inclusion goals.

「麥當勞的領導團隊將繼續對其團隊內包容性環境的建設負責，這是推動企業文化持續進步的關鍵。」 麥當勞補充道，未來將更注重以行動落實這一承諾，並強化對各層級領導者的責任追蹤機制。

股東的角色：推動包容性對話的重要力量

麥當勞指出，股東對DEI議題的關注度正在逐步提升。近年來，一些知名品牌的案例表明，DEI與企業治理之間的聯繫正變得越來越緊密。例如，Lululemon近期面臨的股價波動，就與其在多元化與包容性方面的努力和挑戰密切相關。

麥當勞的領導層表示，這次變革是在全面考量股東意見及市場趨勢後做出的。 「我們希望能夠通過調整策略，既滿足內部和外部利益相關者的期待，也為市場樹立一個以包容性為核心的企業典範，」 聲明中寫道。

"McDonald's leadership team will continue to be responsible for the construction of an inclusive environment within its team, which is the key to promoting the continued progress of corporate culture." McDonald's added that in the future, it will focus more on implementing this commitment with actions and strengthen the responsibility tracking mechanism for leaders at all levels.

The role of shareholders: an important force driving inclusive conversations

McDonald's pointed out that shareholders' attention to DEI issues is gradually increasing. In recent years, the cases of some well-known brands have shown that the connection between DEI and corporate governance is becoming increasingly close. For example, the recent stock price fluctuations faced by Lululemon are closely related to its efforts and challenges in diversity and inclusion.

McDonald's leadership said the change was made after comprehensive consideration of shareholder opinions and market trends. "We hope that by adjusting our strategy, we can not only meet the expectations of internal and external stakeholders, but also set an example for the market of a company with inclusion as its core," the statement read.

Future Vision: Combining Global Inclusion and Corporate Sustainability

未來願景：全球包容性與企業可持續發展的結合

此次戰略升級表明，麥當勞正通過深化其多元化與包容性策略，為應對全球化時代的挑戰做好準備。在聲明中，麥當勞重申了其對包容性工作長期承諾的決心，並希望以此為契機，推動更多跨部門協作，進一步將包容性納入公司日常運營和決策之中。 「我們相信，全球包容性不僅是企業文化的基石，更是麥當勞未來增長與創新的驅動力，」 公司高層補充道。

回應外界關注：專注行動與成果

This strategic upgrade shows that McDonald's is preparing to meet the challenges of the global era by deepening its diversity and inclusion strategy. In the statement, McDonald's reaffirmed its long-term commitment to inclusion and hopes to use this opportunity to drive more cross-functional collaboration to further embed inclusion into the company's daily operations and decision-making. "We believe that global inclusiveness is not only the cornerstone of corporate culture, but also the driving force for McDonald's future growth and innovation," a company executive added.

Responding to external concerns: focusing on actions and results

當被問及有關新政策細節及實施步驟時，麥當勞回應表示，具體的行動計畫將會在未來幾個月內公佈。公司強調，此次變革的核心是確保政策的落地和可持續影響，並將以透明化的方式定期向股東和公眾報告進展情況。

When asked about the details of the new policy and implementation steps, McDonald's responded that a specific action plan will be announced in the next few months. The company emphasized that the core of this change is to ensure the implementation and sustainable impact of the policy, and will regularly report progress to shareholders and the public in a transparent manner.

麥當勞的這一宣布，標誌著其包容性政策的重大轉型，也展現了公司在應對全球化挑戰中的靈活性與前瞻性。作為業界的領導品牌，麥當勞將繼續致力於成為多元文化環境中的榜樣，並以包容性為核心推動企業和社會的共同進步。

McDonald's announcement marks a major transformation of its inclusive policy and demonstrates the company's flexibility and foresight in responding to the challenges of globalization. As a leading brand in the industry, McDonald's will continue to be committed to being a role model in a multicultural environment and promoting the common progress of the enterprise and society with inclusion as its core.

思享永續顧問服務公司的賴昱瑋會計師認為，麥當勞作為一家跨國企業，全球包容性策略的成敗，關鍵在於如何在不同市場中進行本地化執行。近期台灣麥當勞出現打工未成年少女受到男性主管以排班權勢性侵之社會案件，案件已進入司法程序，然而仍引起了台灣眾多網友的關注與憤怒。在這個時期麥當勞推出的全球包容性策略雖然令人期待，但實際上運營的成效仍然有待商榷，當員工的基本權益得不到保障，包容性政策就容易被認為僅是品牌行銷的口號，難以真正落地。

Accountant Lai Yuwei from Scishare Sustainability Consulting Services believes that as a multinational company, the key to the success or failure of McDonald's global inclusive strategy lies in how to implement localization in different markets. Recently, a social case involving an underage girl working at McDonald's in Taiwan was sexually assaulted by a male supervisor who used his power in scheduling. The case has entered the judicial process, but it has still aroused the attention and anger of many netizens in Taiwan. Although the global inclusive strategy launched by McDonald's during this period is exciting, the actual effectiveness of its operations is still open to question. When the basic rights and interests of employees are not protected, the inclusive policy is easily considered to be just a brand marketing slogan and is difficult to truly implement.