FY19 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 increase representation across all levels 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 focus 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 representation across all levels of the company.
The CY19 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 CY19 Pay Equity data shows that for every $1 earned by men, women globally earned $1, and for every $1 earned by white employees in the U.S., URM 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 2019
- $1 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)
Pay Equity 2017
- 99 cents to $1 Women vs. Men (Global)
- $1 to $1 Non-White vs. White (US)
In 2020, Nike recorded the following Equal Pay Index results for its operations in France:
- Nike France: 88/100
- Nike Retail France: 99/100
- Converse Retail: 100/100
Nike UK Pay Gap Reporting for FY19 is available below.