Nike Introduction

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From the course by University of Pennsylvania

Optimizing Diversity on Teams

31 ratings

University of Pennsylvania

Optimizing Diversity on Teams

31 ratings

Course 3 of 5 in the Specialization Culture-Driven Team Building

By drawing on social science perspectives, this course enables you to learn what diversity is, and how to use it to maximize team performance, innovation and creativity. You also learn how to draw out the collective wisdom of diverse teams, handle conflict and establish common ground rules through real-world cases and peer-to-peer discussions. In addition, you discover how to overcome common biases faced in diverse teams. Systems of power, reward and rhetoric are discussed to help you create prosperous teams where differences flourish.

From the lesson

Diversity Case Study

In this module, you will get a practical perspective on managing diversity in teams by looking at real life cases of companies creating a more inclusive workplace. Looking at the experience of Google, Nike and UnitedHealthcare, you will see how major businesses are applying specific strategies and techniques for overcoming barriers to inclusion.

M4_ Intro to Case Study Module4:24

High Performance on Diverse Teams2:58

Creating Inclusion Through Participation4:42

Nike Introduction3:06

Interview with Jacqui Barton23:57

Meet the Instructors

Dr. Aviva Legatt
Affiliated Faculty
Organizational Dynamics
Derek Newberry, Ph.D.
Lecturer
Organizational Dynamics

As you're listening to the following videos, which are a case study of Nike,

think about what your team's goals, roles, and norms would be, so,

that you can support both diversity and inclusion on your team.

Nike is known worldwide as one of the leading apparel companies.

Nike has been recognized as one of the best companies to work for, and

one of the most diverse.

Nike wants the diversity of its staff to match the diversity of its customers,

which are comprised of buyers of all racial, ethnic, and

geographic backgrounds.

With over 62,000 employees on six continents and

over 53 countries, Nike is committed to enhancing diversity and

inclusion for both domestic and overseas employees.

Approximately 48% of Nike's employees identify as white,

while the rest identify as something other than white.

Nike has also committed to being a strong advocate of workplace nondiscrimination

for the LGBTQ community.

And is directing efforts to support women, particularly in managerial roles.

Nike has adopted four principles of diversity policy.

These are one, diversity drives recruitment.

Two, diversity enriches the creativity and innovation that shapes the brand.

Three, diversity grows the competitive advantage.

Four, diversity heightens the stature and

belief in the brand within our culturally diverse customer base.

Nike hopes to support an inclusive culture by actively listening to employees and

revamping training efforts.

These new training efforts seek to address unconscious bias among executives and

employees, issues of which we touched on in the interview with Marybeth Gasman.

In a larger initiative to be rolled out by 2020,

new trainings hope to hold senior leaders accountable and

track their progress against their multiyear diversity plans.

In addition, Nike is creating an executive diversity committee comprised of Nike's

most senior leaders, to oversee diversity and inclusion initiatives at Nike.

Furthermore, Nike commits to invest in employee development by expanding

online trainings in at least five languages.

Each of the next three videos will discuss, in greater detail,

Nike's goals, roles, and norms for their diversity efforts.

Remember that we walked you through the importance of establishing goals, roles,

and norms in any new team.

While no diversity and inclusion effort is perfect, you might consider using Nike as

a case study to provide guidance for how your organization might set goals, roles,

and norms around these issues of diversity and inclusion.

Nike has been recognized for its efforts by leading publications and

innovation councils around the world.

As you are establishing these goals, roles, and norms,

the key is to ensure that you're encouraging inclusion once you've

assembled a diverse group of employees for your team.

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