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An update on our commitments:

Today we present our latest update on its Create Lasting Change Now commitments, which focus on greater diversity, equity and inclusion within the business and in communities.

CREATE AN INCLUSIVE CULTURE

adidas is urgently working to advance its culture for present and future generations, ensuring fairness, inclusion and opportunity for all employees.

  • launched the world Create a culture of inclusion training, in which employees explore critical topics, including dimensions of diversity, unconscious biases, privileges and micro-aggressions. All teams are required to demonstrate their personal commitment by accepting and managing 5 commitments on how to create a more inclusive workplace. All company employees have now completed the training and the majority of retail employees have completed it with the goal of being completed by the end of June 2021.
  • Strengthened and strengthened overall Anti-discrimination and anti-harassment policy. Creation of global and local policies, including guidelines on consequences which are complemented by the new Corrective actions matrix in the United States, which provides clear guidance on how the company will respond to harassment, discrimination, disrespectful conduct and retaliation. Employees also took an online course against discrimination and harassment.
  • Form a Employee Relations Function across the organization to develop a more cohesive approach to managing employee concerns and fostering greater accountability within the corporate culture.
  • Appointed and qualified HR business partners in different markets thanks to a Workplace investigation training facilitated by a third-party consultant.
  • Reorganized on American Employee Handbook to reflect United Against Racism’s corporate commitments to creating a more inclusive culture. The revisions include gender neutral pronouns. Each year, adidas will revise the employee handbook to ensure they continue to advance their culture.
  • Carried out a series of listening sessions that included more than 700 employees led by nearly 40 leaders of the Committee to Accelerate Inclusion and Equality, the Board of Directors and the leadership team.
  • Sign The oath of June 15, run by adidas partner Pharrell Williams, which means June 19 will be a paid holiday for all adidas employees in North America. Since June 19 falls on a Saturday this year, employees will observe the statutory holiday on Friday June 18.
  • Created the World Inclusion Day, a company-wide event highlighting Adidas’ progress towards creating a true culture of belonging. The first event took place virtually on September 15, 2020 and the company is preparing for a Global Inclusion Week in September 2021.

PEOPLE

adidas is reforming its global recruiting and career development processes to ensure fair and equitable recruiting within adidas, removing potential recruiting bias, increasing representation and creating more accountability and oversight.

  • Spear The Champions Program in North America, comprised of employees across the company who are highly skilled to ensure consistency, address blind spots and ensure a fair and equitable hiring experience.
  • conducted a Inclusive Recruitment Series for all members of the Talent Acquisition team across the organization focused on identifying, attracting and evaluating top and diverse talent by strengthening inclusive business processes and opportunities . Additionally, the Talent Acquisition team is currently developing training to help all line managers and the HR community lead a fair and inclusive hiring process.
  • started volunteering Inclusion survey available to applicants for employment in North America. This survey allows us to understand candidate representation as they progress through interview processes, as well as indicate where we can make better connections with marginalized communities.
  • Reorganized on Adidas Mentorship Program (amP), bringing together employees from diverse backgrounds and backgrounds in fulfilling two-way partnerships. AMP empowers employees around the world to embrace different perspectives and open up new avenues of professional development.
  • Pilot Ten thousand coffees, a new global networking tool that unites employees across functions, job levels and geographies.
  • Increased inclusion within The Essentials of the Personal Leader (PLE), an interactive series of virtual workshops that equips employees with the skills they need to ignite a winning team culture. PLE is now open to all employees around the world at all levels, including existing leaders and those aspiring to become.
  • Consolidation of adidas employee resource groups (ERGs) under 6 dimensions of diversity: race, faith and culture, women, LGBTQI +, capacity and life. ERGs benefit from a strong framework, including board sponsorship and increased resources to make an even greater impact for adidas employees.
  • Continue to make good progress on new hiring goals for Black and LatinX people in the US workforce at adidas and Reebok. The company is on track and nearing the goal of 30% of all open positions filled with Black or LatinX talent. In addition, the company is targeting at least 50% of new hires for all open positions to be filled by diverse talent, including all categories (gender, sexual orientation, disability, veteran, etc.), which we achieve. The company aims for 20-23% representation of Black and Latin employees in corporate positions by 2025 and 12% in management positions in the United States by then.

COMMUNITIES

adidas is investing $ 120 million to support and empower black communities in the United States through 2025 in addition to its existing local initiatives.

  • Increase global support for the Black and LatinX communities by increasing investments in various companies and startups, expanding supplier diversity, and working with employee groups in local markets to increase community awareness. One of the first initiatives is Close the Gap, a program built in partnership with Impact center, the world’s largest network of social enterprises and entrepreneurs. Through this initiative, Adidas employees will mentor social enterprises led by Black and LatinX to create change.
  • Co-create programming with Appetite for change including a virtual wellness retreat to support healing for youth after recent trauma in communities in Minneapolis. Appetite for Change is a Minneapolis organization dedicated to removing barriers to fresh food.
  • In partnership with Blavity.org, a community for black creativity and current affairs, on a new growth scholarship program that empowers black entrepreneurs.
  • Continuing relationship with OMEK, an Amsterdam-based organization designed to connect with African diaspora professionals and their allies, on the subject of collaboration and its importance for personal and professional development.
  • Expanded the initial scholarship commitment for Black and LatinX students, with contributions to date totaling $ 500,000 in debt relief grants to students at Adidas HBCU partner schools.
  • Launch of the adidas Black & LatinX Community Scholarship and Legacy Scholarship programs in partnership with the United Negro College Fund contribute $ 3 million in scholarship funds by 2025.
  • Advanced on Flagship initiative, focused on eliminating racial disparities in the industry by actively seeking to support sportswear and fashion companies in the Black and LatinX communities. As part of this initiative, adidas will increase the diversity of its supplier base, invest time, expertise and funds to strengthen their digital presence, and partner with them to identify and meet the needs of their local communities. .
  • Helped to find Pharrell Williams’ dark ambition, a program that provides a gateway to success for Black and LatinX entrepreneurs launching start-ups in technology, design, health, and consumer products / services. Black Ambition aims to uplift Black and LatinX entrepreneurs through two award competitions culminating in a national event.
  • Committed $ 10 million over the next three years to fund BeyGOOD partner social programs, organizations and / or initiatives that help bring equity to those disproportionately affected by social and racial injustice. In 2020, adidas contributed $ 2 million to the Black-Owned Small Business Impact Fund created by BeyGOOD and the NAACP.

Adidas community programs focus on increase access to sport (via adidas Legacy), increase access to education (via SEED), and increase access to creative activities (via Sound Labs and Makers Lab), as well as a holistic sports, academic and social mentoring program, Beyond.

RESPONSIBILITY

Together with employees and external partners, adidas is setting new standards to ensure it meets its commitments.

  • launched the Global Committee to Accelerate Inclusion and Equality, made up of a diverse group of leaders. This Committee provides regular information to the Board and aims to create transparency for all employees through internal communication. This will now evolve into the DCI Global Board of Adidas, bringing together functional leaders responsible for strategic initiatives focused on Diversity, Equity and Inclusion (DCI) across the workforce, the workplace. Adidas work and market.
  • Created the Responsibility advice United Against Racism in the United States and Canada to ensure oversight and acceleration of all UAR targets, policies and commitments.

Last updated: 02/06/2021

James T. Quintero