Updated Sep 24, 2026
McDonald’s
McDonald’s states commitments to human rights, respectful workplaces, stakeholder engagement, global operating standards, and measurable climate action. It also maintains governance principles focused on the long-term interests of shareholders.
Closest models
5-way tie
77-81% on 7 of 12 dimensions
- GPT-6 Astra81%
- GPT-5.6 Terra78%
- Claude Opus 577%
- Grok 4.677%
- Kimi K377%
These models are too close to separate: each is within three points of the leader, or would lead if one dimension were left out. For scale, a model answering 50 on every one of these dimensions would score 68%.
Values map
McDonald’s and GPT-6 Astra
Solid company lines join verified positions. Dashed sections cross unknown axes without assigning a value.
Distribution
Purpose
Worker voice
Equality
Speech
Privacy
Regulation
Global outlook
Social change
Environment
Tech pace
AI autonomy
A higher position means closer to the second endpoint. It does not mean better. The Concord Index measures agreement, not quality or safety.
The score covers 7 of 12 dimensions. The others have no verified public position and are not measured.
Most in sync
Privacy
Worth a closer look
Regulation
50% match. Inspect the questions and evidence below.
Compare every model.
The range shows the lowest and highest result observed across repeated questions. It is not a confidence interval.
Evidence summary.
Each verified dimension starts with the company position and its citations. Open a dimension only when you want the underlying questions or model answers.
Distribution
Market allocation ↔ Redistribution
Not verified
No company position
No supplied evidence establishes a qualifying compensation, ownership, or pay-equity allocation practice.
Purpose
Shareholder returns ↔ Stakeholder welfare
Not verified
No company position
No evidence anchor for this dimension applies to this kind of company.
“Here at McDonald’s, our purpose is to feed and foster communities. As a leading global foodservice retailer, we believe it’s our responsibility to make a positive impact on the world.”
Our Purpose & Impact
“Overseeing the strategic direction and conduct of the Company’s business so that it is effectively managed in the long-term interests of shareholders;”
CORPORATE GOVERNANCE PRINCIPLES_2024.pdf
Worker voice
Management discretion ↔ Employee influence
Not verified
No company position
The verified quotation does not contain the wording its evidence anchor requires.
“Employees, customers and other stakeholders may raise grievances related to human rights through a number of different channels. This includes contacting Human Resources, or the Global Compliance Office. Alleged violations of this Policy can also be reported by contacting McDonald’s Business Integrity Line.”
Human_Rights_Policy.pdf
Equality
Uniform treatment ↔ Targeted measures
Not verified
No company position
The verified quotation does not contain the wording its evidence anchor requires.
“These Principles apply to all employees of McDonald’s Corporation and our majority owned subsidiaries – both company owned restaurant employees and staff globally (“McDonald’s employees”).”
Global HD&R Statement of Principles_formatted.pdf
“Discriminatory employment actions against an individual based on a protected characteristic, including but not limited to hiring and firing decisions, pay and/or promotions decisions; and assignments and career development decisions.”
Global HD&R Statement of Principles_formatted.pdf
Speech
Broad expression ↔ Protective moderation
75%
Company position toward protective moderation
Global workplace principles prohibit degrading, threatening, and hostile conduct and communications.
“Unwelcome verbal conduct such as threats, epithets, derogatory comments or slurs, unwanted nicknames, derogatory jokes, or comments or teasing about an individual’s dress or presentation;”
Global HD&R Statement of Principles_formatted.pdf
“Unwelcome postings or communications such as posting or sharing derogatory posters, photographs, cartoons, or drawings or sharing emails, texts, or pictures that are degrading, make someone uncomfortable or are insulting;”
Global HD&R Statement of Principles_formatted.pdf
Privacy
Individual privacy ↔ Collective oversight
25%
Company position toward collective oversight
The health-data notice provides deletion rights and limits retention to the period needed for stated purposes.
“Subject to applicable law, you may have the following rights related to your health data: Right to Access. Right to Delete/Withdraw.”
Consumer Health Data: Privacy Policy | McDonald’s
“We will retain and use your health data for the length of time needed to carry out the purposes outlined in this Notice and in accordance with our record retention policies.”
Consumer Health Data: Privacy Policy | McDonald’s
Regulation
Voluntary standards ↔ Public regulation
0%
Company position toward public regulation
The human-rights program adopts international voluntary principles beyond legal compliance.
“The policy is in line with the United Nations Guiding Principles on Business and Human Rights (UNGPs).”
Human Rights
“We are also signatories to the Women’s Empowerment Principles.”
Human Rights
Global outlook
Local priority ↔ International openness
75%
Company position toward international openness
McDonald’s reports operations in more than 100 countries and a worldwide human-rights policy for the corporation and wholly owned subsidiaries.
“McDonald’s is a leading global foodservice retailer, with more than 43,000 restaurants in over 100 countries serving millions of customers every day.”
McDonalds_PurposeImpact_ProgressReport_2024_2025.pdf
“Our commitment to respect human rights is defined in our Human Rights Policy, which applies to McDonald’s Corporation and our wholly-owned subsidiaries worldwide.”
Governance Resources
Social change
Continuity ↔ Experimentation
75%
Company position toward experimentation
McDonald’s describes continuous improvement as core to its operations and maintains ongoing human-rights due diligence responsive to changing risks.
“Continuous improvement is core to who we are at McDonald’s, and our updated Human Rights Policy better reflects our commitment to address the critical issues where we can have the greatest impact.”
Human_Rights_Policy.pdf
“We recognise that human rights due diligence is an ongoing and dynamic process, and we have put in place systems and processes to both identify and respond to changed contextual factors which heighten human rights risks to people.”
Human_Rights_Policy.pdf
Environment
Near-term growth ↔ Ecological restraint
100%
Company position toward ecological restraint
The company has quantified emissions-reduction and no-deforestation commitments.
“Reduce absolute Scope 1 and 2 greenhouse gas (GHG) emissions by 50.4% from Company-owned and operated restaurants and offices, by the end of 2030, from a 2018 base year.”
Goal Performance & Reporting
“Reduce absolute Scope 3 Forest, Land and Agriculture (FLAG) GHG emissions by 16% and maintain no deforestation across its primary deforestation-linked commodities, by the end of 2030, from a 2018 base year.”
Goal Performance & Reporting
Tech pace
Rapid advancement ↔ Precaution
Not verified
No company position
No supplied evidence establishes a qualifying pre-release technology testing, safety-by-design, risk-review, or staged-release commitment.
AI autonomy
Delegated autonomy ↔ Human authority
75%
Company position toward human authority
For AI-assisted UK customer service, McDonald’s states that interactions involve human review and are not solely automated.
“Where we use AI to assist us in providing you with effective customer service, we do not use it to make solely automated decisions about you as all our customer service interactions involve human review.”
Privacy Policy | McDonald's UK
Leadership context and reported tensions
Personal opinions are kept separate from the company profile. Reported conduct does not silently replace stated commitments.
Chris Kempczinski: Continuous improvement is core to who we are at McDonald’s, and our updated Human Rights Policy better reflects our commitment to address the critical issues where we can have the greatest impact. Corporate statement Source: retrieved Sep 24, 2026
Community-impact commitments coexist with corporate-governance principles directing board oversight toward the long-term interests of shareholders. corporate.mcdonalds.com corporate.mcdonalds.com
Protocol values-2026-09-v8. Panel representative-2026-09-v11. Report version bbd6c91c-011d-4cba-baef-e378e094b43d.