FY18 Representation and Pay
We believe in the power of sport to break down barriers, overcome differences and bring people together.
No matter where we come from, a love of sport unites us. It teaches us to be competitive and to value collaboration.
Creativity fuels our culture. With our open and global mindset, we’re constantly curious about the world. We serve athletes in nearly every country, and we’re inspired by every one of them.
By listening to the unique voices of every country, culture, and community, we can unleash the potential of every athlete*.
At Nike, we are committed to an environment focused on respect, equality, inclusion, and empowerment.
For Nike to grow and evolve, we need the best and the brightest to help us make sport a daily habit and inspire consumers globally. Employees with the necessary skillsets, expertise and qualifications are critical to driving our business forward. Diversity allows for a breadth of perspectives and experiences to develop thoughtful and original ideas; it’s a key component of innovation.
We value representation across our business and will continue to seek the best talent to help us grow. We will maintain our focus on increasing representation of women globally and underrepresented groups (URG)1 in the U.S. While we’re focused on these areas in the near term, we will continue to expand representation across other dimensions of diversity over the long term.
[1] At Nike, we define underrepresented groups (URG) as someone whose racial or ethnic makeup is from one of the following: American Indian or Alaskan Native, Asian, Black or African American, Hispanic/Latino, Native Hawaiian or Other Pacific Islander, or Two or More Races.
Our efforts to increase representation currently focuses on the Vice President (VP) level, because representation at this level provides a foundation for us to grow representation at all levels. As a group, these leaders manage broad teams, recognize and promote internal talent, hire in larger volume and are charged with leading the business direction for our company and tone for our culture.
They also serve as role models and advocates for talent in the organization. We’re also committed to increasing diverse representation across all levels of the company.
The CY16–18 data for all employees, Directors+ and VPs is as follows:
We recognize that pay can be managed and assessed in a number of ways. To ensure competitive pay, each year NIKE benchmarks with other leading global companies, and uses this data to inform salary investments, and adjust the pay ranges we use to guide pay decisions.
At NIKE, we define Pay Equity as equal compensation for women, men, and all races/ethnicities who undertake the same work at the same level, experience and performance.
Our FY18 Pay Equity data show that for every $1 earned by men, women globally earned $1, and for every $1 earned by white employees in the U.S., people of color earned $1.
We will maintain focus, driving with 1:1 as our goal for both every year. We will monitor this data on an ongoing basis.
Pay Equity 2016
- 99.6 cents to $1 Women vs. Men (Global)
- 99.7 cents to $1 Non-White vs. White (US)
Pay Equity 2017
- 99 cents to $1 Women vs. Men (Global)
- $1 to $1 Non-White vs. White (US)
Pay Equity 2018
- $1 to $1 Women vs. Men (Global)
- $1 to $1 Non-White vs. White (US)
The UK Gender Pay Gap Report is an annual statutory filing related to pay in our UK operations. As the UK legislation began in 2017, the current filing represents the second year of Nike UK reporting.
The UK Gender Pay Gap is calculated by aggregating all men’s pay versus all women’s pay—across all bands, levels, and jobs—and taking the average of each. The difference in average pay is caused by having fewer UK women in senior-level, higher-paying positions.
FY18 results show that UK men earned 3% more in Wholesale, and 5% more in Retail on an hourly basis. The bonus pay gap between UK men and women was -11% in Wholesale (with women earning more on an average than men) and 9% in Retail.
Results must be published by separate legal entities, so for NIKE, retail must be reported separate from wholesale. For this year’s reporting, and in line with the UK reporting parameters, pay data reported is as of April 2018, with a one-year lookback for bonus payments. As was the case in 2017, the majority of our employee population in the UK works in retail.
Here are the full results:
The UK methodology highlights the root cause of the Gender Pay Gap—which is representation.
At Nike, we recognize that in order to help close the UK Gender Pay Gap, we must strive to increase representation of women in senior-level positions.
Historic representation and UK pay gap reporting is available here.
In 2019, Nike recorded the following Equal Pay Index results for its operations in France:
- Nike France: 94/100
- Nike Retail France: 99/100