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Nike UK Gender Pay Gap Report

At Nike, we believe in the inspirational power of sport to break down barriers, overcome differences and bring people together.

To serve every athlete individually and completely, across hundreds of countries where we do business, we need teams that truly reflect the diversity of our consumers and a culture of inclusivity that respects the communities in which we live and work.

We are deeply committed to accelerate representation of women globally, and people of color in the United States – at all levels of the company. Additionally, to ensuring that each person is compensated fairly and equitably.

NIKE UK GENDER PAY GAP REPORT

Starting in 2018, and in accordance with the United Kingdom’s Government Equality Office, companies that operate in the UK with more than 250 employees are required to publish and report their Gender Pay Gap.

This data 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.

As part of this report, Nike has tracked the following data, as of April 5, 2017:

  • Hourly pay rate between women and men – both the mean (average) and the median (middle)
  • Percentage of women and men receiving a bonus
  • Total bonuses paid between women and men annually
  • Pay distribution of women and men divided into quartiles
  • There are separate reports for Retail and Wholesale; Nike’s employee presence in the UK is predominantly retail, accounting for 88% of our total population

Applying the formula, the calculations show that on average, UK men earned 10% more in hourly pay than women in Wholesale (comprised of all Nike employees in the UK minus Retail), and 3% more in Retail.

Here are the full results:

Gender Pay And Bonus Gap (UK - FY17)

  • Wholesale (All of Nike UK Minus Retail)

  • Difference Between Men/Women Mean Median
    Difference Between Men/Women Mean Median
    Hourly Pay Gap 10% 8%
    Bonus Pay Gap* 37% 52%
  • Retail Only

  • Difference Between Men/Women Mean Median
    Difference Between Men/Women Mean Median
    Hourly Pay Gap 3% 3%
    Bonus Pay Gap* 15% 18%
  • *Bonus includes bonus received, Stock options exercised and/or ESPP values during the one-year time frame.

Proportion of Employees Receiving a Bonus (UK - As of Apr. 5, 2017)

  • Proportion of Employees Receiving a Bonus Wholesale

    Male
    Male
    71% Yes 29% No
    Female
    Female
    78% Yes 22% No
  • Proportion of Employees Receiving a Bonus Retail

    Male
    Male
    90% Yes 10% No
    Female
    Female
    90% Yes 10% No

Pay Quartile* Distribution (UK - As of Apr. 5, 2017)

Pay Quartile* Distribution Wholesale

Top Quartile

Male Female
69%
31%

Upper Middle Quartile

Male Female
53%
47%

Lower Middle Quartile

Male Female
64%
36%

Lower Quartile

Male Female
40%
60%
  • Male
  • Female

Pay Quartile* Distribution Retail

Top Quartile

Male Female
58%
42%

Upper Middle Quartile

Male Female
57%
43%

Lower Middle Quartile

Male Female
47%
53%

Lower Quartile

Male Female
48%
52%
  • Male
  • Female

*Quartiles are created by ranking all employees from lowest to highest paid, then splitting into equal quarters to determine the % of females and males in each quartile

Pay Gap & Representation

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.

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, Inc. FY17 global workforce data click here.

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