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WE BELIEVE IN THE INSPIRATIONAL 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 fiercely competitive, but always collaborative and welcoming. To include different perspectives, because teams win when everyone contributes. To take a ‘next play’ attitude to failure, and apply what we’ve learned instantly.

Creativity fuels our culture. With our open and global mindset, we’re constantly curious about the world. We serve athletes in 190 countries, 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*.

Employee Networks

NikeUNITED is a collection of employee resource groups that represent the diversity of our employees. These networks serve to deliver career development experiences, increase cultural awareness, and demonstrate our commitment to diversity and inclusion in the communities where we live and work. NIKE, Inc. has eight employee-formed and managed communities.

  • Ability & Friends Network
  • Asia Pacific & Friends Network
  • Black Employee & Friends Network
  • Latino & Friends Network
  • PRIDE Network
  • Nike Military Veterans & Friends Network
  • Native American & Friends Network
  • Women of Nike & Friends Network

Nike by the Numbers

Nike, Inc. Totals By Gender (Global - FY17)

All Employees
All Employees
Male 52%
Female 48%
No Gender Reported* 0%
Directors+
Directors
Male 62%
Female 38%
No Gender Reported* 0%
VPs
VPs
Male 71%
Female 29%
No Gender Reported* 0%

*On initial hire date, chose not to self-identify

Nike, Inc. Totals* By Gender (Global - FY15)

All Employees
All Employees
Male 51%
Female 48%
No Gender Reported** 0.4%
Directors+
Directors
Male 64%
Female 36%
No Gender Reported** 0%
VPs
VPs
Male 74%
Female 26%
No Gender Reported** 0%

*Numbers may not add up to 100% due to rounding

**On initial hire date, chose not to self-identify

Nike, Inc. Employee Totals* By Ethnicity (U.S. - FY17)

All Employees
All Employees
White 44%
Non-White 56%
Unknown <1%
Directors+
Directors
White 77%
Non-White 23%
Unknown <1%
VPs
VPs
White 83%
Non-White 16%
Unknown <1%

*Numbers may not add up to 100% due to rounding

Nike, Inc. Employee Totals* By Ethnicity (U.S. - FY17)

All Employees
  • 44% White
  • 23% Black Or African American
  • 19% Hispanic/Latino
  • 8% Asian
  • 5% Two Or More Races
  • <1% Native Hawaiian Or Other Pacific Islander
  • <1% American Indian Or Alaskan Native
  • <1% Unknown

*Numbers may not add up to 100% due to rounding

Nike, Inc. Employee Totals* By Ethnicity (U.S. - FY15)

All Employees
  • 48% White
  • 21% Black Or African American
  • 18% Hispanic/Latino
  • 7% Asian
  • 4% Two Or More Races
  • 1% Native Hawaiian Or Other Pacific Islander
  • <1% American Indian Or Alaskan Native
  • <1% Unknown

*Numbers may not add up to 100% due to rounding

Directors+ Totals* By Ethnicity (U.S. - FY17)

Directors+
  • 77% White
  • 5% Black Or African American
  • 5% Hispanic/Latino
  • 10% Asian
  • 3% Two Or More Races
  • <1% Native Hawaiian Or Other Pacific Islander
  • <1% American Indian Or Alaskan Native
  • <1% Unknown

*Numbers may not add up to 100% due to rounding

Directors+ Totals* By Ethnicity (U.S. - FY15)

Directors+
  • 80% White
  • 5% Black Or African American
  • 4% Hispanic/Latino
  • 8% Asian
  • 2% Two Or More Races
  • 0% Native Hawaiian Or Other Pacific Islander
  • <1% American Indian Or Alaskan Native
  • <1% Unknown

*Numbers may not add up to 100% due to rounding

VP Totals* By Ethnicity (U.S. - FY17)

VPs
  • 83% White
  • 8% Black Or African American
  • 3% Hispanic/Latino
  • 5% Asian
  • 1% Two Or More Races
  • <1% Native Hawaiian Or Other Pacific Islander
  • <1% American Indian Or Alaskan Native
  • <1% Unknown

*Numbers may not add up to 100% due to rounding

VP Totals* By Ethnicity (U.S. - FY15)

VPs
  • 84% White
  • 9% Black Or African American
  • 3% Hispanic/Latino
  • 2% Asian
  • 1% Two Or More Races
  • <1% Native Hawaiian Or Other Pacific Islander
  • <1% American Indian Or Alaskan Native
  • <1% Unknown

*Numbers may not add up to 100% due to rounding

Global Pay Equity

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.

Based on this, our FY17 data show that for every $1 earned by men, women globally earned 99.9 cents, and for every $1 earned by white employees in the U.S., non-white employees 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 (FY16 / FY17)

  • 99.6¢ to $1


    Women vs. Men (Global)

  • 99.7¢ to $1


    Non-White vs. White (U.S.)

  • 99.9¢ to $1


    Women vs. Men (Global)

  • $1 to $1


    Non-White vs. White (U.S.)

Nike's Commitment Globally

Globally, Nike is working to accelerate representation through hiring, promotion and retention. Here are ways we are accelerating our investment:

  • Hold leaders accountable: Hold leaders accountable for representation growth within their teams (women globally, and POC in the U.S.).
  • Development of diverse talent: A multi-faceted approach to investing in our high-potential diverse talent. This includes evolving our current development programs, creating new programs for emerging diverse leaders, and leveraging our employee networks in a new way to invest in our diverse talent of the future.
  • Inclusive hiring: Invest in a dedicated diversity sourcing team to be immersed in the marketplace; increase visibility and accountability to ensure slates of diverse candidates when hiring; and remove bias from critical moments of the hiring process through creating more inclusive job descriptions, enabling blind resume reviews, eliminating the collection of candidate salary history and using data to inform hiring decisions.
  • Accelerated training: Customized manager training will roll out, ensuring that all managers are clear on expectations - when and how they are compelled to act - and have resources to lead in a way consistent with our values and behaviors. Mandatory Unconscious Bias Awareness training will be available for all employees aimed at unlocking the full potential of every employee and aligned with our values to support a stronger, more inclusive culture.

Nike will continue to track representation and pay data.

To access Nike UK gender pay gap data click here.

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