Diversity & Inclusion

Diversity is an organizational priority set by our Executive Chairman, David Novak, and passionately supported by our new CEO, Greg Creed. We believe that the more our company—including all levels of our workforce, franchisees and suppliers—reflects and engages the global marketplace in which we operate, the more we'll be able to satisfy our customers. We do that with a "Believe in All People" attitude. We trust in positive intentions and believe everyone has the potential to make a difference. We actively seek diversity in others to expand our thinking and make the best decisions. We coach and support every individual to grow to their full capability.

Around the globe, we are proud of the actions taken by our teams to turn our “Believe in All People” principle into reality. In our France office, we have 19 different nationalities. The team leverages cultural diversity to drive innovation and cross-cultural leadership development. In our Costa Rican business, our team is actively adding employees with disabilities with the mindset of “Sin Etiquetas” (No Labels). These actions assist us by enabling growth through the use of all available talent. While our Asia and India teams have taken bold actions to ensure our female employees are developed and prepared for promotions via the use of internal and external programs, as well as support from leadership.

Diversity and Inclusion is about unleashing the power of people! Creating an environment where all people feel valued and supported, allows the focus to be on the work that leads to more engagement, innovation, execution and positive business results.

Recruitment and Retention

Progress in our diversity initiatives is a business priority and the work of everyone in our system. Each of our brands sponsor and actively engage in leadership initiatives focused on recruiting and developing high-potential diverse talent. These initiatives include, but are not limited to a highly intentional recruitment program with a goal of 30% diverse candidate identification that focuses on:

  1. Hiring top, diverse internship and post MBA talent via the Consortium for Graduate Study in Management
  2. Building dynamic, and robust partnerships with the National Society of Hispanic MBAs (NSHMBA), National Black MBA Association (NBMBAA), the National Association of Women MBAs (NAWMBA), the Women's Foodservice Forum (WFF) and the Multicultural Foodservice and Hospitality Alliance (MFHA).
  3. Leveraging online business networking tools to communicate our job openings to key diversity groups and associations.

More than 78% of our U.S. Company operations hires in 2014 were either women or minorities. Similarly, over 72% of promotions were either women or minorities.

Our goal is to continue developing and increasing female leadership across the organization with emphasis on the General Manager representation in our international business and executive level talent domestically. In 2014, we continued our efforts to create and execute temporary international assignments for female employees to build know how, capability and bench talent strength. Yum! set a bold international goal of developing 15 females for leadership positions within the International organization and is well on the way to achieving this goal. In 2014, women obtained the roles of President of our Taco Bell International business and Chief Operations Officer of our Thailand Business. Additionally, 37% of senior level leadership positions in 2014 were filled by women.

Diversity is also a standing part of our quarterly Business Reviews. We focus on providing robust growth opportunities through broadening experiential and developmental assignments. In 2014, we continued to focus on building learning experiences that increase our multicultural competency, improve our communication skills, build better teams and drive creativity and innovation. Yum! is an active partner in the Conference Board Global Chief Diversity Officers Council, a network of diversity practitioners who meet regularly to discuss global diversity best practices. In Louisville, Yum! helped start a chapter of MBA Women International with one of our executives serving as the chapter's first President.

Our franchisees are also committed to diversity and in some cases are blazing a trail for women in their own markets. For example, the Americana franchise group in the Middle East was the first restaurant company to employ women in the back of house of restaurants in Saudi Arabia. Americana also staffs call centers in Riyah and Jeddah with women.


Here at Yum!, an engaging culture is important to us. We are constantly working to ensure all of our employees have opportunities to engage. One of the ways to engage is through our Employee Resource Groups (ERGs). Our groups offer opportunities to:

We currently have ERGs available in the areas of:

Additional ERGs will be created to meet the interests and needs of employees.

We are also proud to say that we are supportive of all communities celebrating diversity. In 2014, we once again earned a “Green” rating on the Corporate Equality Index. This survey is submitted to and validated by the Human Rights Campaign and assesses the organizations benefits and workplace equality for members of the LGBT community.