Nike has faced damaging allegations of harassment and discrimination on the basis of gender, race, and gender identity. However, the company’s most recent impact report seeks to address some of these concerns by including DEI targets that the Company will seek to achieve by 2025. Some of those targets include; having U.S. racial and ethnical minorities make up 30% of the Company’s employees at the director level and above, increasing the Company’s pipeline of Black and Latinx talent at the director level and above; and  having U.S racial and ethnic minorities make up 35% of the U.S. corporate workforce.

Earlier this year, Nike laid out a five-year roadmap to creating a more diverse and inclusive workforce. One of the major changes was that the company tied its executive compensation to the company making progress in deepening diversity and inclusion throughout its workforce. We have still yet to see exactly how this will shake out.

Nike is also investing $10 million in HBCUs and Hispanic serving institutions through scholarships and academic partnerships to build out a pipeline to increase the number of Black and Latinx interns who can transition into direct hires.

Shareholders had proposed more transparency about the company’s hiring and pay wage practices.

Nike Says It’s Doubling Down on Internal Racial, Gender Goals as It Votes Down Shareholder Proposals on Diversity