WiRL-ing with Satyne Julianna Doner

Although technology is booming, human connections remain extremely valuable in the MULO (multi-location) restaurant world. A whopping 77% of restaurant operators say that talent acquisition and retention are significant challenges.

Associate Editor Satyne Julianna Doner recently gathered a group of executive women in the MULO (multi-location) restaurant industry to discuss their career paths and how to foster the next generation of leaders and change-makers. According to a recent McKinsey study, although women make most of the food purchasing decisions, they still represent fewer than a quarter of C-suite leaders.

Doner heads an initiative called WiRL, or Women in Restaurant Leadership. I had the honor of attending and gaining insights into the status of women in the industry.

We sat with Satyne Julianna Doner afterwards to gain more insight into the group’s history and what she plans for the future.

Why did you feel the need to create a group within the restaurant world for women?

“The magic of WiRL is that it wasn’t planned. It happened organically. It all began at the inaugural QSR Evolution Conference and FSR NextGen Restaurant Summit, where a women’s panel unexpectedly turned into a line-out-the-door networking hour. That moment showed us just how deep the need was.

I could point to all the stats that prove why this kind of group is essential (McKinsey’s Women in the Workplace study, for example), but the truth is, we didn’t need data to validate what we were witnessing firsthand; we just listened.

We listened to women who felt stuck and needed a path forward. We listened to those who felt left out of the conversation and needed insight into how the industry actually works. We listened to women who felt invisible, and we created space for them to be seen, heard, and valued.

What started with a handful of industry veterans who wanted to give back has grown into something bigger than we imagined. Along the way, we realized we weren’t just here to elevate, educate, and empower—we were also here to unite, lead, and inspire.

Today, WiRL is more than a community. It’s a grassroots movement, a career development platform, and a support system built to make networking easy (and fun!), leadership more inclusive, and change in this industry not just possible, but inevitable.”

I understand you’ve done some of your own research. What did it reveal?

“In partnership with WORTH (Women of Restaurants, Technology, and Hospitality), we surveyed the WiRL community on a range of topics, including work-life balance, salary expectations, and gender-based barriers in the workplace.

We shared the findings for the first time in front of a packed room at our 2025 WiRL Together Summit—and the conversation didn’t stop there. We brought it back for a webinar in April, giving even more women the space to share their experiences.

The results were honest, and at times, hard to hear. Nearly half (48.6%) of respondents said they’ve been passed over for a promotion they were qualified for, and of those, 39.3% believe gender played a role. When asked if men and women are given equal opportunities for advancement, about one in five said no, and another 16% said they weren’t sure. That hesitation says a lot.

Of course, there were hopeful signals, too. Many women reported progress around work-life balance and equal opportunity, a sign that change is happening. But we’re not there yet.

One of the biggest gaps we’re focused on now is representation at the top, especially for women of color. Only 7 percent  of C-suite roles in corporate America are held by women of color, according to McKinsey. That’s a conversation we’re determined to keep open, loud, and evolving.”

What are some common themes you hear from the women in your network?

“One word I hear frequently is mentorship. Whether it’s new business owners or seasoned executives, women are actively seeking support, guidance, and a sense of
community in an industry that can often feel isolating. I get messages regularly from women who want to plug into the WiRL network—sometimes because they want to be seen more authentically, and other times because they’re trying to navigate what it means to be a ‘little fish’ in a very big pond.

Another powerful theme is authenticity. There’s a real hunger for genuine connection— not surface-level networking, but honest conversations with people who “get it” and aren’t afraid to be vulnerable.We also talk a lot about self-advocacy. At WiRL, we’re deeply focused on helping women not only recognize their worth but feel confident sharing it in a way that’s true to who they are. That often means unlearning outdated leadership norms and stepping into power on your terms.

And then, of course, there’s the practical side. We get into the nitty-gritty—financial acumen, M&A, operational challenges, marketing strategy, and leadership development.

One theme that consistently comes up is financial literacy. It’s been gatekept for too long, and many women tell us they’ve felt shut out of those conversations. But we know that no matter your role, understanding the numbers matters—and we’re here to help demystify that.

At the heart of it all, WiRL is about creating a space where women can grow, learn, and lead—while also having fun and feeling truly supported.”

What can men leaders do to be allies?

“It starts with empathy—a genuine effort to understand the challenges women face in the workplace, from unconscious bias to being passed over for leadership opportunities. But true allyship goes beyond awareness.

Male leaders need to use their influence to advocate for women, especially when they’re not in the room. That means nominating them for promotions, backing their ideas in meetings, and creating opportunities they may not yet see for themselves.

There’s a big difference between being a mentor and being a sponsor. Mentorship is valuable, but sponsorship—using your platform to open doors for someone else—is where real impact happens.

At WiRL, we’re lucky to have an amazing group of male allies who orbit the network, lovingly dubbed “the Kens” during our Barbie-themed networking reception. They’re not here to virtue signal; they show up because they genuinely care about elevating and empowering others, no matter who they are or where they come from. That’s the kind of allyship that moves the needle—grounded in care, driven by action, and sustained by community.

And ultimately, allyship isn’t just about moments. It’s about systems. Look at your hiring, development, and succession planning, and ask if it truly reflects the diversity and talent in your organization. Being an ally isn’t passive. It’s a choice, and it requires showing up again and again.”

How may AI impact women in the restaurant industry?

“I don’t think you can ignore it anymore, no matter your job title. Whether you’re in ops, marketing, culinary, HR, or the C-suite, AI is reshaping how we work, make decisions, and connect with guests.

For my marketers, especially those driven by both data and their gut, my advice is to lean into both. Use AI to spot patterns, test ideas faster, and personalize at scale… but don’t lose the human instinct that makes your brand resonate in the first place.

AI will never replace the heart of hospitality. But now’s the time to experiment, stay curious, and make sure you’re part of the conversation, not playing catch-up to it.”

WiRL shares digital stories and has a monthly magazine, as well as the Women in Restaurant Leadership podcast, webinars, #WiRLPower Hour sessions, and larger gatherings.

To learn more about what the MULO talent base must be for brands to succeed, join us at Street Fight LIVE 2025 on September 30th!