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A Seat at the Table

As a company with "hospitality" in our name, we’ve long strived to make people feel valued and heard. Hospitality exists when people feel you are on their side, but it can only fully exist when all people feel like they belong. It takes an engaged culture of diversity and inclusion to ensure that all stakeholders feel like they have a seat at our table

We have a lot of work to do and much more to learn, but with our collective commitment to make progress, we will more fully express and live our values:

  • We commit to being actively anti-racist.  
  • We commit to increasing racial and gender representation in our leadership and ensuring pay equity across levels.  
  • We commit to being a welcoming and inclusive workplace without bias towards gender, race, sexuality, religion, political beliefs, age, abilities or disabilities, and socioeconomic status.  

This work is an ongoing journey and we've taken the actions below as a starting point. We invite your thoughts and ideas to help create a dialogue.  


Danny Meyer wearing a suit and tie smiling at the camera

Danny Meyer
Founder & CEO

Equity and Opportunity Within Our Company

Diversity within our organization, particularly throughout our leadership ranks, is critical to building an inclusive organization. Representation matters and we have set the organization-wide goals to reflect the diversity of our country. Each quarter we will update our progress below.


Gender
Diversity

Q4 2021

All USHG

41% Female, 59% Male
Goal: 50% Female
82% to Goal

Sr. Leadership Team

67% Female, 33% Male
Goal: 50% Female
134% to Goal

Operations Mgmt

67% Female, 33% Male
Goal: 50% Female
88% to Goal

Operations Hourly

37% Female, 63% Male
Goal: 50% Female

74% to Goal

Home Office

52% Female, 48% Male
Goal: 50% Female

104% to Goal

Racial
Diversity

Q4 2021

All USHG

68% POC, 32% White
Goal: 60% BIPOC
113% to Goal

Sr. Leadership Team

20% POC, 80% White
Goal: 60% BIPOC

33% to Goal

Operations Mgmt

50% POC, 50% White
Goal: 60% BIPOC

83% to Goal

Operations Hourly

73% POC, 27% White
Goal: 60% BIPOC

122% to Goal

Home Office

44% POC, 56% White
Goal: 60% BIPOC

73% to Goal

Continuous Learning and Development

We are committed to ongoing action to better understand systemic racism and bias — in our country, in our field, and within our own organization:

  • We continue our partnership with DIBS expert Dr. James Pogue for ongoing assessment of our organization needs, annual DIBS training for all employees, quarterly DIBS and diversity highlight meetings, and an annual employee survey and company-wide compensation analysis.

  • We developed and implemented an ongoing DIBS training for all employees, which highlights unconscious bias and the tenets of an anti-racism organization. It will be reviewed by all employees annually alongside quarterly town hall meetings and an annual employee survey.

  • We have evaluated our internal policies and practices through a lens of diversity, inclusion, and belonging, including a policy review to eliminate inherent bias and the addition of Juneteenth to our holiday calendar.

  • We completed a company-wide compensation analysis to ensure equity by gender, race, and ethnicity in our restaurants. When our team returns to its normal size, we will publish our pay equity analysis.  

  • We have implemented I-sight, an anonymous platform to report issues or provide feedback, in all our restaurants to provide enhanced reporting and accountability.

  • We have removed all gender pronouns from job descriptions and added pronouns to our email signatures.

  • We have given all employees paid time off to vote and/or volunteer at a polling location on election days.

  • We have committed to further diversifying our Board of Directors


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Community Building

To truly make progress as a community, we ask each of the stakeholders we do business with to uphold our values on diversity, inclusion, and belonging. We are implementing new processes to measure racial and gender diversity in our suppliers so we can develop goals for improvement. 

In addition, we have partnered with these organizations to develop opportunities for underserved communities:

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When we re-opened in 2020, we donated our first week of revenue to these organizations, and raised over $100,000 in funds for them through an online auction:

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USHG also supports these hunger relief initiatives and civic organizations:

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In 2021, we donated over $120,000 to the following nonprofits addressing issues of racial injustice; food insecurity; homelessness and incarceration; LGBTQ+ rights; and community services for immigrants, refugees, and youth and families in need:

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The steps above are our first in a lifelong journey to a more equitable society.