Diversity, Equity & Inclusion Strategy

Creating systemic solutions is key to driving progress.

At NIKE, Inc., we strive to create the equitable playing field of the future. And we know that in order to succeed, our work has to start at home. Our mission is to be a recognized leader in advancing diverse, inclusive teams and to champion a strong culture of belonging in our community, by creating a robust ecosystem and access for our various communities, including our suppliers around the world.

We focus on five value drivers that guide our diversity, equity and inclusion work: transparency, authenticity, accountability, visibility and belonging.

We also know that systemic solutions are required to drive progress and achieve our vision, so we’re focusing on four key areas.

Representation

We’re setting clear and ambitious representation targets, building internal and external talent pipelines, and expanding our diversity recruitment, retention and promotion efforts to increase diverse representation at Nike. We use transparent, data-driven talent practices and decisions to help mitigate bias and equip our leaders with the tools, information and support necessary to achieve their goals. We also work closely with leaders to help them understand how best to analyze and use representation data with their teams, to ensure strategic alignment over time.

Education

We’re placing a stronger focus on Diversity, Equity & Inclusion (DE&I) education for all NIKE, Inc. employees and leaders — to ensure they have the cultural awareness and understanding necessary to successfully build and retain diverse and inclusive teams. We’ve partnered with academic institutions such as, Northwestern University and the University of Southern California, to provide employees with a leadership education series, unconscious bias awareness training, a DE&I curriculum and various resources designed to inform and engage on the subject. We’re also working to grow awareness and activism among employees in the areas of social justice and racial inequality.

Development

We’re continuing to offer industry-leading development programs and experiences that empower and enable NIKE, Inc. employees to realize their career aspirations. We’re supporting employees with their career progression and providing them with a clear understanding of how to build their careers at Nike. We are partnering with academic institutions and key consulting firms to develop world class focused development programs including mentorship and sponsorship, amongst others. Our development programs also align with our annual goal setting and individual development planning processes.

Community

We’re creating a robust ecosystem of belonging and access for our various communities. Within the context of our DE&I strategy, community means both external communities that are underserved, as well as internal communities, like our Converse United and NikeUNITED Employee Networks. Externally, we’re working to improve the diversity of our suppliers, thereby creating a more inclusive and accessible market and workplace. Learn more about our Business Diversity & Inclusion work here. Additionally, in 2020, Nike, Converse, Jordan Brand and Michael Jordan committed a combined $140 million over 10 years to invest in and support organizations focused on economic empowerment, education and social justice to address racial inequality for Black Americans. Our Black Community Commitment will go toward developing strategic national partnerships, as well as supporting local community organizations, and we’ll engage our employees as partners throughout.

Internally, we’ve increased funding of – and visibly to – our Employee Networks to help amplify the experience and resourcing for members of each of our internal communities.

Underpinning all of our programmatic work is underpinned by key measures of success. We’ve set ambitious 2025 targets in each of our focus areas. Additionally, we’re measuring success internally through various representation metrics, the results of our annual engagement survey, as well as through external benchmarking and recognition.