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Resolution over Retribution – Does McDonalds Need to Take It Further?

Resolution over Retribution – Does McDonalds Need to Take It Further?


McDonald’s is taking a decisive step in the right direction by committing to tackle sexual harassment. However David Liddle believes there is still room for improvement. Traditional disciplinary procedures often create more harm than good, he says and calls for an approach that focuses on resolution rather than retribution. By embracing restorative solutions, organisations can reduce the likelihood of toxic cultures and create win-win situations.

McDonald’s pledge to tackle sexual harassment is a good start but could go further

McDonald’s has committed to a number of measures to tackle recent sexual harassment claims. But the company has overlooked a critical tool that ditches divisive procedures for a more compassionate, humane approach to addressing conflict.

McDonald’s hit the headlines with news that it has signed a pledge with the Equality and Human Rights Commission (EHRC) to tackle a stream of sexual harassment allegations that have arisen over recent years.

The magnitude of the issue cannot be overlooked, with reportedly over 1,000 complaints having been raised in the UK. However, the company should be commended for shining a light on the problem and making a strong and very public commitment to action.

McDonald’s willingness to gather evidence and data, develop a clear strategy, and enter into a legally binding agreement with the EHRC puts it streets ahead of other employers – many of whom are at best myopic when it comes to these issues, or at worst actively ignoring or disregarding the horrendous behaviour that is happening on their watch.

As recent examples in government, the police and fire service have shown, if sexual harassment – or any other kind of bullying or harassment – is not called out these bad behaviours will take hold, resulting in toxic, damaging cultures.

What’s missing from McDonald’s response?

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