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.