FY21 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.
In FY21, we increased representation of women and at the VP and above level by 3.7 percentage points over FY20 to 43%. Representation of U.S. racial and ethnic minorities at the Director and above level increased by 4.1 percentage points to 30.3%. 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.
Please see our FY21 NIKE, Inc. Impact Report for our full progress update.
Global Gender
All Employees
- 49% Female
- 51% Male
Director+
- 43% Female
- 57% Male
VPLT
- 41% Female
- 59% Male
U.S. Race & Ethnicity
All Employees
- 60.1% U.S. Racial and Ethnic Minorities*
- 0.4% American Indian or Alaskan Native
- 9.9% Asian
- 24.3% Black or African American Value
- 18.7% Hispanic/Latino
- 0.7% Native Hawaiian or Other Pacific Islander
- 5.6% Two or More Races
- 0.5% Unknown
- 39.9% White
Director+
- 30.3% U.S. Racial and Ethnic Minorities
- 0.2% American Indian or Alaskan Native
- 13.6% Asian
- 5.7% Black or African American Value
- 6.4% Hispanic/Latino
- 0.2% Native Hawaiian or Other Pacific Islander
- 4.2% Two or More Races
- 0.8% Unknown
- 68.9% White
VPLT
- 30.3% U.S. Racial and Ethnic Minorities
- 8.5% Asian
- 14.2% Black or African American Value
- 4.7% Hispanic/Latino
- 2.8% Two or More Races
- 0.6% Unknown
- 69.1% White
* U.S. Racial and Ethnic Minorities as defined by Federal Employer Information Report EEO-1 categories. Although we make our most recent EEO-1 Report publicly available, it does not reflect how we view representation at Nike. We believe that the information reported on this webpage and in our Impact Report best reflects our progress on diversity, equity and inclusion.
NIKE’s total rewards are designed to be competitive and equitable, meet the diverse needs of our global teammates and reinforce our values. Our goal is to support a culture in which everyone feels included and empowered—and rewarded for the success we create as a team.
A personalized and holistic rewards system is essential to attracting, inspiring and developing premier talent. We link pay to company performance, demonstrated and expected individual performance, contributions and impact, and key talent needs for NIKE’s longterm growth.
Company performance plays a significant role in our short-term and long-term incentives; individual performance impacts rewards like base pay increases, milestone bonuses and promotions into roles with more scope and responsibility.
We believe that competitive and equitable rewards go hand in hand while recognizing that pay can be managed and assessed in a number of ways. NIKE annually benchmarks with other leading global companies. We use this data to inform salary investments and adjust the pay ranges and rates that guide our decisions.
During FY21, we raised our minimum hourly rate to $15 for retail store teammates in North America and increased our hourly rates for store employees across our Europe, Middle East & Africa Geography.
We define pay equity as equal compensation for employees who undertake the same work at the same career level, location, experience and performance. Globally, we assess this across gender, and in the U.S., we also assess this across races/ethnicities. In 2016, we signed the White House Equal Pay Pledge and have developed an ongoing discipline of reviewing our pay practices annually to achieve and maintain pay equity for our approximately 75,000 teammates across all geographies, functions and business units.
Our FY21 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.
Nike France Pay Gap Reporting for FY21 and Nike UK Pay Gap Reporting for FY21 are available below.