FY20 Representation and Pay
We believe in the power of sport to break down barriers, overcome differences and bring people together.
NIKE’s approach to employee and business growth is fueled by the belief that diversity—in all its forms—fosters creativity and accelerates innovation. Leveraging and celebrating different perspectives, experiences, and backgrounds generates unique ideas. We’ve stepped up our efforts to foster an environment focused on equality, inclusion, empowerment, and respect, while attracting a more diverse workforce—one that’s more representative of the consumers we serve, and the communities where we live and work.
While we value the employee experience we have created at NIKE, it can always be improved. NIKE is focused on its workforce representation, starting with women globally and racial and ethnic minorities in the United States,[1] and maintaining its equitable pay goals. We launched a number of programs across the company, which we continue to learn from and evolve, including training programs for future leaders, mentoring programs and unconscious bias awareness training for all employees. The section that follows provides more detail into these and other initiatives focused on maintaining a creative and inclusive culture where all dimensions of diversity are amplified.
From 2015 to 2020 we achieved several important representation milestones. Women, as a percentage of our employee population, increased to 49% in 2018. At the same time, diverse representation for both women globally and U.S. racial and ethnic minorities increased compared to 2016 levels. Overall, during the past five years, U.S. racial and ethnic minorities increased by 5 percentage points (p.p.), and representation of women globally increased just over 1 p.p. Representation of women globally and U.S. racial and ethnic minorities on the VP Leadership Team increased by 14 and 13 p.p. respectively since 2015.
In 2020, we increased representation of women and at the Director and above level by 2 p.p. over 2019, and women now make up 50% of our total employee base. Representation of U.S. racial and ethnic minorities at the Director and above level increased by 2 p.p., and representation of U.S. racial and ethnic minorities at the Vice President (VP) level increased 8 p.p. We have made steady progress to date and are building momentum with our consecutive years of growth. Still, we know there is more to do – and we’ll continue focusing on recruitment, promotion, and retention as levers to drive further increases in representation.
We continued to broaden our diversity focus at the Manager level and above, while also supporting early-career employees in their efforts to advance. We have also maintained our strong focus on opportunities to promote internally. Retention remains high, but we know we need to stay engaged to avoid eroding our progress in hiring and promoting women globally and U.S. racial and ethnic minorities.
[1] As defined by EE01 racial and ethnic categories. Previous iterations of the NIKE Impact Report refer to this group as underrepresented groups (URGs).
Our calendar year 2020 data for all employees, Directors+ and VPs is as follows:
Global Gender
All Employees
- 49.5% Female
- 50.5% Male
Director+
- 42.5% Female
- 57.5% Male
VP
- 41.4% Female
- 58.9% Male
U.S. Race & Ethnicity
All Employees
- 58.1% BIPOC Communities
- 0.4% American Indian or Alaskan Native
- 9.3% Asian
- 23.9% Black or African American
- 18.2% Hispanic/Latino
- 0.6% Native Hawaiian or Other Pacific Islander Value
- 5.7% Two or More Races
- 0.9% Unknown
- 41.0% White
Director+
- 26.9% BIPOC Communities
- .2% American Indian or Alaskan Native
- 12.0% Asian
- 5.3% Black Or African American
- 5.6% Hispanic/Latino
- 0.2% Native Hawaiian or Other Pacific Islander Value
- 3.6% Two or More Races
- 2.8% Unknown
- 70.3% White
VP
- 29.3% BIPOC Communities
- 8.3% Asian
- 14.3% Black or African American
- 3.5% Hispanic/Latino
- 3.2% Two or More Races
- 2.9% Unknown
- 64.8% White
At NIKE, we define pay equity as equal compensation for women and men of all races/ethnicities who undertake the same work at the same level, location, experience, and performance. We are committed to competitive pay and to reviewing our pay and promotion practices annually, in accordance with the White House Equal Pay Pledge we signed in August 2016.
We recognize that pay can be managed and assessed in a number of ways. 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 our pay decisions. In addition, we conduct an annual global pay equity review for our 74,000 teammates across all geographies, functions, and business units.
Our 2020 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., racial and ethnic minority employees earned $1.
France Pay Gap Reporting
In 2020, Nike recorded the following Equal Pay Index results for its operations in France: Nike France: 90/100; Nike Retail France: 99/100. Converse Retail: 90/100.
UK Pay Gap Reporting
Nike UK Pay Gap Reporting for FY20 is available here.