Research Brief
A recording for this session isn't published. Below is the BPI editorial brief — key takeaways, an in-depth summary, and FAQs drawn from the original session materials and the presenter's body of work.
Presenter
Michele Ryan
**Case Study Presentation, Dialogue, Powerpoint Presentation download, discussion on BPI social network**
Description
Michele Ryan, HR Director at McDonald’s Restaurants (UK), will present the business need, design, and implementation of programs and practices that support women's leadership development at McDonald's (UK). Michele and her team have an effective, evolving approach to both talent and implementation.
Learning Points
- Designing processes and practices for diversity initiatives
- The design and implementation of a women's leadership development program
- Critical success factors of the implementation
- Dialogue and discussion on your challenges and work in the area of women's leadership
Who Will Participate
Managers, Directors, VP, and C-level of Human Resources, Diversity, Leadership Development, and Organization Development/Change
Key Takeaways
- 1.A clear business need must be established to justify a women's leadership development program.
- 2.Effective diversity initiatives require a thoughtful design of both processes and practices.
- 3.A successful women's leadership program depends on a well-structured design and implementation plan.
- 4.Identifying and focusing on critical success factors is key to program implementation.
- 5.Talent management and program implementation should be approached with an effective and evolving strategy.
Case Study: Women's Leadership at McDonald's (UK)
In this case study presentation, Michele Ryan, HR Director at McDonald’s Restaurants (UK), details the organization's effective and evolving approach to supporting women in leadership. She shares the strategic thinking behind the program, from initial concept to successful implementation.
The Business Need for Development Programs
The presentation outlines the specific business need that prompted the creation of practices and programs to foster women's leadership development within McDonald's UK. It provides a foundational understanding of how to align such initiatives with core business objectives.
Program Design and Implementation
Attendees will learn about the specific design of the women's leadership development program. The session covers the processes and practices developed to support this diversity initiative, offering a model for other organizations to consider. Key topics include:
- The architecture of the development program
- Strategies for effective implementation
- An evolving approach to talent management
Critical Success Factors
The webinar identifies the critical factors that were instrumental to the success of the program's implementation. Michele Ryan will discuss the key elements that enabled her team to achieve its goals and create a sustainable impact on the organization's leadership landscape.
This session delves into McDonald's Restaurants UK's impactful strategies for fostering women's leadership development. Presented by Michele Ryan, it offers a valuable case study for organizations aiming to build more inclusive and effective leadership pipelines, providing insights that remain relevant for talent management and diversity initiatives today.
What you'll learn
- How a large, established organization approached gender-specific leadership development.
- Key components of a successful women's leadership program within a corporate environment.
- Strategies for identifying and nurturing high-potential female leaders.
- The alignment of leadership development with broader organizational goals and values.
- Insights into creating a supportive culture for women's career progression.
Who this webinar is for
- HR professionals focused on diversity, equity, and inclusion (DEI).
- Organizational development specialists.
- Talent management executives and managers.
- Leaders interested in fostering a more diverse leadership team.
- Anyone developing corporate training programs for women leaders.
Why it matters now
Gender diversity in leadership continues to be a critical driver of organizational performance, innovation, and employee engagement. Understanding how a major global brand like McDonald's tackled this challenge provides valuable lessons for current efforts. The principles of structured development, mentorship, and sponsorship discussed are timeless and essential for any organization striving for equitable leadership representation in an evolving workforce.
How leaders can apply this
Leaders can draw inspiration from McDonald's UK's approach to audit their own internal leadership development programs. Consider:
- Assessing Current State: Evaluate existing programs for any implicit biases or barriers to women's advancement.
- Tailored Development: Design specific modules or initiatives to address the unique challenges and opportunities women leaders face.
- Sponsorship and Mentorship: Implement formal or informal sponsorship and mentorship programs to support high-potential female talent.
- Culture Building: Actively work to create an organizational culture that champions diversity, inclusion, and equitable opportunities for all leaders.
- Measure Impact: Establish clear metrics to track the effectiveness of women's leadership development efforts and refine strategies based on results.
About this session
Key takeaways
Watching this webinar gives you grounded, practical perspective on workplace culture. Expect ideas you can use in leadership conversations, not abstract theory, drawn from Michele Ryan's direct experience.
Who this is for
CHROs, HR business partners, talent leaders, executive coaches, organizational development practitioners, and senior leaders who are responsible for workplace culture inside their organization.
Why it matters now
Workforce expectations, hybrid work patterns, and AI-driven change keep raising the bar on culture and leadership. Sessions like this help leaders make smarter, more evidence-informed decisions about workplace culture.
How to apply it
Use the ideas here to challenge a current assumption on your team, design a single concrete experiment in the next 30 days, and bring one finding back to your leadership group for discussion.