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Nike Roles

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.

Optimizing Diversity on Teams

University of Pennsylvania

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

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.

Taught By

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

Transcript

Once again, three of Nike's goals for diversity, and inclusion, are,

1, Nike wants to give back to historically underserved communities.

2, Nike wants to advocate for the rights of marginalized groups.

And 3, Nike wants to educate its employees on issues of diversity and

inclusion, in order to minimize the effects of unconscious bias and prejudice.

To attract, develop, and retain a diver staff,

Nike has created the new role in 2006, the vice president, or VP, of diversity.

In 2008, Nike formed a new global diversity and

inclusion team, to broaden the work to the full range of Nike's business units.

In 2009, the VP of diversity inclusion began reporting directly to the CEO

of Nike Incorporated.

This VP works with human resources VP,

as well, to ensure that diversity is considered in all talent decisions.

This rule structure has received recognition by

external diversity experts across the globe and

how centrally diversity is supported within the organization.

The goal of the diversity and

inclusion team is to build on Nike's efforts by integrating diversity and

inclusion into all aspects of the team and talent strategy.

The team's charge is to engage employees, provide business consultation, and

develop tools that support diversity inclusion across all business units.

Networks of employees also play a critical role in encouraging safe spaces,

cultural understanding and employee growth at Nike.

These networks, which engage in community advocacy inside and outside of Nike

include the Asia Pacific Employee and Friends Network, the Black Employee and

Friends Network, the Disabled Employee and Friends Network, the Gay,

Lesbian, Bisexual Transgender and Friends Network, the Latino and Friends Network,

the Native American and Friends Network, and the Global Women's Leadership Council.

In addition to the diversity and inclusion team, Nike recognizes that its

managers play a critical role to support and attract diverse talent.

In particular, managers need to pay attention to

making sure that knowledge gaps are filled on a team.

Remember back to the concept discussed in the last module about representational

gaps, and the importance of filling these gaps to ensure team compatibility.

Likewise Nike managers realize that they need to pay attention to

individual employee's goals, and ensure that those are supported, and

also leverage their strengths to motivate teams.

We've discussed Nike's goals and roles that support diversity and inclusion.

Next we'll look at how Nike's norms reinforce the principles behind its

diversity and inclusion efforts.

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