Burger King UK’s Whopping Effort Behind Their Inclusive Culture

As one of our valued clients, Burger King UK (BKUK) has been on a remarkable journey, not just in terms of business growth, but in building a culture where inclusion is more than a buzzword. Since forming in 2017, BKUK has nearly doubled in size, now operating close to 300 restaurants and employing over 6,000 people across the UK. 

Beck Ford, Head of Talent and Inclusion at BKUK, has been with the business for over four years and has played a pivotal role in shaping its people strategy. She recently shared how the company is embedding diversity, equity and inclusion (DE&I) into its DNA to fuel sustainable growth and success. 

Learning from Experience, Leading with Empathy 

Beck’s passion for DE&I is rooted in both personal experience and a commitment to continuous learning. 

One memorable experience came from her time in fashion retail in the early 2000s. A visual merchandiser used his uniform allowance to buy womenswear, only to be told by a colleague that it wasn’t allowed. 

“Technically the colleague was correct as to the letter of the policy, but obviously that policy was outdated and needed challenging, which I did”, Beck recalled. “As a result, it was reviewed and changed across the business.” 

More recently, a keynote speech by disability activist Samantha Renke left a lasting impression. “Her stories were powerful and deeply humbling”, Beck said. “One phrase she used, ‘nothing about us without us,’ really resonated. It’s a principle that guides our thinking as a team.” 

From Promises to Practice: How Burger King UK is Driving Change 

BKUK’s DE&I journey took a major leap forward in 2021 when the company partnered with Odgers to conduct a deep dive into its culture and practices. 

“Odgers gave us valuable insights, as well as some tangible actions that supported our operators in particular gain traction on activities that improved the lived experience and inclusion of our teams”, Beck said. 

But perhaps the most visible cultural shift came with the launch of BKUK’s “People Promise Pillars”: Whopping Support, Whopping Fun, and Whopping Opportunities. 

“These three promises to our teams have supported development, behaviours, and are understood from Crew member to Exec”, Beck explained. “They created a safe language and framework to weave through the business.” 

Opening Doors: Partnerships That Make a Difference 

BKUK’s partnerships have been key to its inclusion strategy. One standout example is its work with the Department for Work and Pensions (DWP). 

“We now guarantee at least 20 interviews for marginalised groups for each of our new restaurant openings”, said Beck. “We have promoted crew to Managers from this population who previously were struggling to gain employment.” 

Another initiative, in partnership with UK Youth, gave young people at risk of violence the chance to gain work experience during the summer holidays. “Around half of the young people employed remained in the business”, Beck noted. “It was a testament to the success.” 

In 2024, BKUK also partnered with the Shaw Trust to improve disability inclusion. “I’m proud to say we’ve now achieved Level 2 Disability Confident Employer status”, said Beck. “It reflects our commitment to being a better, more inclusive employer for people with disabilities.” 

Leadership That Listens and Leads 

DE&I at BKUK is not just a grassroots effort. It’s championed at the highest levels of the business.

“We are lucky to have our CFO advocate and champion work in this field”, Beck said. “He has and does sit on many different boards, the BITC (Business in the Community), and Hospitality Action to name a couple.” 

Even the CEO is actively involved. “Al recently attended a BITC strategic visit in Glasgow to look at ways in which we can support their ‘Places project’ which focuses on supporting people from areas of deprivation in the UK.” 

Measuring What Matters Across DE&I 

One of the biggest challenges in DE&I work is measuring impact. BKUK is currently re-evaluating how it collects and uses data to track progress. 

“We are going to be taking a fresh look at how we do this again in H2 this year”, explained Beck. But there are already signs of success. BKUK uses a bi-annual WorkL survey to measure team engagement and inclusion. 

“Our inclusion score is now 7.9 out of 10 compared to the 6.6 average”, Beck said, referencing the MBS-BRC Report 2025. “We’ve seen a positive improvement survey upon survey.” 

Curiosity, Data and Neurodiversity 

What’s next for DE&I at BKUK? According to Beck, the future lies in better data, deeper trust, and more tailored support, especially for neurodivergent colleagues. 

“There is an overwhelming need for better data in general in order that we can support and learn from our diverse workforces”, she said. “It was recognised that there is a need to build trust with teams as to why that data is required, and how it can best serve them.” 

She also notes that hospitality has a high proportion of neurodivergent colleagues, and that the sector must do more to support them: “For us at BKUK we will keep learning and adapting to the needs of our colleagues. As the world changes rapidly, it’s vital to stay curious and open minded and connected to the experience of others in order to better serve our teams”. 

Staying Curious, Staying Committed 

BKUK’s approach to inclusion is not defined by a single initiative or moment. It’s a layered, evolving effort grounded in empathy, partnerships and a willingness to challenge the status quo. 

What stands out most is BKUK’s commitment to staying responsive to the needs of its people. Whether through data-driven insights, leadership accountability or grassroots programmes, the business is building a culture where everyone can thrive. 

As the hospitality sector continues to navigate complex social and economic challenges, BKUK’s journey offers a compelling example of what’s possible when inclusion is treated not as a checkbox, but as a core business value. 

Odgers’ dedicated DE&I Practice partners with an expansive range of businesses to provide organisational, leadership and individual consulting expertise. This is delivered in the knowledge that diverse and inclusive workplaces are high-performing ones, and is crucial to any company’s agenda. Discover how your business can become its own powerful example. 

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Get in touch.  Follow the links below to learn more, or connect directly with our dedicated executive search experts and Diversity, Equity & Inclusion consultants at your local Odgers office here.