Their culture are open and creative where they explore the diversity and inclusion to inspire ideas and innovation.
To achieve this, their diversity and inclusion strategy focuses on three priorities.
First, they offer a resource center with many tools and exercises to help teams discover how diversity and inclusion drive creativity and innovation. They do that through team experiences like “Diversity & Innovation: The Medici Effect,” which help teams put the principles of innovation into play.
Second, they seek expanding the culture, like the new experience called “Culture as Offense,” inviting a panel of young employees to share their perspectives and experiences with senior leadership.
And third, they inspire ideas to inspire innovation. By designing new and creative models of engagement, they equip leaders and teams with tools to create a culture of openness and innovation, where new perspectives and ideas are included
Nike supports an internal “Women of Nike” community, six employee networks and numerous councils promoting cultural understanding, awareness and employee growth.
Our global workforce is half male, half female. In FY11, Nike employed slightly more women than men in Central and Eastern Europe and Greater China, and slightly more men than women in the United States. The gender breakdown of management is about 60 percent male and 40 percent female.
They promote and manage a healthy and safe working environment for employees. They offer everything from healthy-living; they have employee-benefit plans and on-site gyms. They also provide extensive safety training to employees based on the type of job they do and the level of risk associated with that job.