Across the United States, McDonald’s is making headlines with one of its largest hiring campaigns in recent years. The company and its franchisees are set to bring on up to 375,000 new workers this summer, opening doors for job seekers from coast to coast. But beyond the paycheck, McDonald’s offers something many employers overlook: a robust pathway to personal and professional growth.
At the heart of this approach is Archways to Opportunity, a program celebrating its 10th anniversary. Designed to help employees reach their educational and career goals, Archways to Opportunity has provided more than $240 million in tuition assistance and supported over 90,000 restaurant employees in earning high school diplomas, college degrees, and professional certificates.
Flexible Education and Training for Every Stage
The Archways to Opportunity program stands out for its flexibility. Crew members can earn a high school diploma, pursue a college degree, enroll in training or certificate programs, or improve their English skills—all while working. This model recognizes that employees have diverse aspirations and need options that fit their lives.
Lisa Schumacher, director of education strategies and workforce policy at McDonald’s, explains, “Our sheer size and reach gives us and franchisees the unique opportunity to upskill restaurant employees and change the conversation around the kind of impact a first job can make on someone’s future. McDonald’s crew members are given the tools to develop the foundational skills that they can take with them anywhere.”
The program also offers free education and career coaching for crew members and their families, with access to both local and online education providers. Partnerships with institutions like Colorado Technical University, Western Governors University, and Career Online High School give employees a range of affordable, accessible options.
Removing Barriers to Advancement
Before launching Archways to Opportunity, McDonald’s surveyed its workforce to understand their ambitions and the obstacles they faced. The biggest barriers were cost, time, and lack of information about available opportunities. The program was built to address these concerns, providing financial support, flexible scheduling, and clear guidance.
This approach has paid off. Nearly half of Archways participants who earned a college degree were first-generation college students. Two-thirds discovered new passions or interests, and three out of four pursued careers in new industries, including healthcare, education, and business. Just as important, almost 90% of participants reported increased confidence in their skills and abilities.
“The encouragement, having someone to believe in [me] did more for me than I can explain,” says Danielle Moody, a former crew member who became an environmental engineer thanks to the program’s support. “It was more than a check to pay for my diploma. It was a team of people who were rooting for me.”
Retention, Loyalty, and Business Impact
Employee development isn’t just good for workers—it’s good for business. In an industry known for high turnover, McDonald’s has found that Archways to Opportunity helps keep employees engaged and loyal. According to company surveys, three out of four participants stayed longer at McDonald’s because of the program, and more than half remained with the company for over two years after participating.
AleeSha Jennings, who earned both a bachelor’s and master’s degree through Archways, continues to work in McDonald’s management. “I’ve worked for a lot of companies, and the government, and I can say, I’ve never had this many opportunities until I started working for McDonald’s,” she says.
Research from Gallup shows that engaged employees improve workplace safety, product quality, and profitability. Programs like Archways to Opportunity also enhance a company’s reputation and contribute to stronger communities. Maria Flynn, CEO of Jobs for the Future, notes, “Their strategy to invest in people, ensuring they have the option of either moving up or moving on, plays a clear role in the talent development of the regional labor market. It also contributes to the broader local economy.”
A Model for Employers Nationwide
McDonald’s approach to employee development offers a blueprint for other businesses. By addressing barriers to education and training, companies can unlock talent, improve retention, and strengthen their workforce. The Archways to Opportunity program demonstrates that investing in people pays off—not just for employees, but for the business and the community as a whole.
As the labor market continues to evolve, programs that support skill-building and career advancement are more important than ever. For business owners and startup founders, McDonald’s model shows that meaningful investment in employee growth can drive both personal and organizational success.
