Nike does more than outfit the world’s best athletes. We are a place to explore potential, obliterate boundaries, and push out the edges of what can be.
Before there was the Swoosh, before there was Nike, there were two visionary men who pioneered a revolution in athletic footwear that redefined the industry.
Bill Bowerman was a nationally respected track and field coach at the University of Oregon, who was constantly seeking ways to give his athletes a competitive advantage. He experimented with different track surfaces, re-hydration drinks and – most importantly – innovations in running shoes. But the established footwear manufacturers of the 1950s ignored the ideas he tried to offer them, so Bowerman began cobbling shoes for his runners.
Phil Knight was a talented middle-distance runner from Portland, who enrolled at Oregon in the fall of 1955 and competed for Bowerman’s track program. Upon graduating from Oregon, Knight earned his MBA in finance from Stanford University, where he wrote a paper that proposed quality running shoes could be manufactured in Japan that would compete with more established German brands. But his letters to manufacturers in Japan and Asia went unanswered, so Knight took a chance.
He made a cold-call on the Onitsuka Co. in Kobe, Japan, and persuaded the manufacturer of Tiger shoes to make Knight a distributor of Tiger running shoes in the United States. When the first set of sample shoes arrived, Knight sent several pairs to Bowerman, hoping to make a sale. Instead, Bowerman stunned Knight by offering to become his partner, and to provide his footwear design ideas to Tiger.
Most companies embrace diversity.
We soak it up. We squeeze it out. We want it to drip over everything Nike does. Because without diversity of opinion, diversity of background, diversity of perspective, the Idea grows fallow. Or worse, it vanishes altogether. The mission is to harness diversity and inclusion to inspire ideas and ignite innovation.
And you know as well as anyone: if there is no idea, there is no Nike.
To accomplish this mission, the D&I team:
- Shares the fundamentals of diversity and inclusion to build awareness and understanding
- Uses diversity and inclusion to inspire new ideas
- Encourages connections between unlikely players
Nike Employee Networks are designed to help Nike move toward greater diversity. In the U.S., six employee networks focus attention on important communities within Nike. The intended role of each network is to foster professional development, enhance work performance, identify mentors, assist in recruiting diverse professionals, develop increased community interaction, and encourage improved teamwork and interaction within and across work groups.
Native American Employee Network
Mission: To increase awareness and continue to educate Nike employees about the Native American culture.
Through educational opportunities, seminars, speakers and community involvement, NAEN continues to increase awareness of Native American values and culture at Nike. By sponsoring sporting events and various youth programs, the group creates visible community support and inspiration for Native cultures. With their help, the North American Native American community will understand Nike is an employer of choice.
Latino Employee Network
Mission: To increase the awareness of the Hispanic/Latino culture at Nike, explore diversity in the Nike workplace, develop resources to increase career and cultural growth for Nike employees, strengthen ties to the Hispanic/Latino community and develop initiatives that align with Nike business strategies.
The Latino Employee Network encourages all Nike employees to experience Hispanic/Latino culture. The group holds monthly network meetings to discuss Hispanic/Latino initiatives and activities, and celebrates Hispanic/Latino cultural events such as Cinco de Mayo and Hispanic Heritage Month.
Lesbian, Gay, Bisexual, Transgender & Friends Employee Network
Mission: To increase awareness and understanding of Nike's gay, lesbian, bisexual and transgender community through the promotion of various educational and supportive events.
Education and understanding can go a long way. Nike's GLBTFEN works to raise awareness and educate Nike employees about the group's collective experience through educational forums, speakers, literary works, as well as other activities and media. They assist in revising existing corporate policies and procedures, and creating new ones to increase awareness and combat discrimination. Their hope is to create partnership opportunities between Nike and the GLBT community, and to build a network and forum for sharing that is fully supportive of gay, lesbian, bi-sexual and transgender individuals.
Mission: To enrich Nike and our community by promoting the inclusion of people impacted by disabilities and fostering an environment that realizes everyone's full potential.
It's not about our limitations; it's about what each of us can contribute. The disabled Employees and Friends Network enhances our company-wide awareness of the contributions and potential of people with disabilities. The group provides information, resources, and education to all Nike employees through a wide variety of partnerships and outreach activities. They also work to promote opportunities for all employees to contribute as volunteers, support Nike's global diversity and inclusion initiatives, and support managers in developing and promoting a diverse, highly effective workforce.
Nike created the Casey Martin award in 2001 to celebrate athletes with disabilities.
Asia Pacific Employee Network
Mission: To promote awareness and understanding of Asia Pacific cultures in pursuit of corporate objectives and employee growth.
It's a big world. APEN enhances our employees' awareness and understanding of Asia Pacific culture. They work to increase involvement within the Asia Pacific communities, both locally and globally where we do business as well as support Nike's business strategies for the Asia Pacific consumer.
Black Employee and Friends Network (BEN)
Mission: To add value to the Nike business by promoting an environment that attracts, promotes and retains black employees.
Nike's Black Employee & Friends Network (BEN) offers a strong support system for black employees to facilitate a successful transition into Nike's corporate culture.
The network also builds human resources support for identifying and bringing to Nike qualified black candidates. BEN offers resources to help incorporate the cultural nuances of the black consumer market in Nike's global marketing strategies. Ultimately, the BEN enhances cultural awareness for Nike and its black employees.
NIKE, Inc.’s competitive benefits program provides employees with the opportunity to stay fit, ensure the wellness of their families, and create a positive working environment. That is why every geography provides for variable health coverage, fitness center memberships, time off, retirement savings, and more.
Your particular benefits package will depend on your position, location, and years with the company. Here’s a look at what you might be eligible for.
- Health insurance
- Life & Accident insurance
- Disability insurance
- Retirement Savings Plan with a company contribution
- Employee Stock Purchase Plan (15% discount)
- Paid vacations and holidays
- Paid sabbaticals
- Product discounts
- Onsite fitness center/fitness discounts
- Transportation allowance/discount
- Tuition assistance
I have been working at NIKEPros
Culture! Product! Creativity! Great Team!Cons
Very steep learning curve at the start
Getting an Interview
Getting an Interview
- Application Details
I applied online – interviewed at NIKE.Interview Details
Applied online and was contacted a couple days later by a recruiter. Did a phone interview with the recruiter followed by a phone interview with the hiring manager a couple days later. Two weeks later I went onsite and did a panel interview with the hiring manager and two other members of the team. The panel interview was difficult but not overwhelming. Each panel member had a couple of prepared questions and they went around the table asking their scripted questions. The questions were about my background, examples of past experiences and hypothetical situations. The panel session lasted about one hour. All of the team members were extremely personable. Overall it was a very enjoyable interview process.
It was after the interview that things got strange...
A few hours after the interview I received confirmation from recruiter that they wanted to make me an offer. I was asked what I was looking for in terms of salary and I told them what I made currently. It was the same number as I told the recruiter in the initial interview so it shouldn't have come as a surprise. Recruiter sent me a benefits package and said would get back to me.
Couple days and then weeks went by and I did not hear anything about the status. Finally I was able to chase down recruiter to find out what happened and then was told position was pulled. Very little detail was provided. It was all very odd since I had already been told they wanted to make an offer.Interview Questions
No OfferNegative ExperienceAverage Interview
- The most difficult questions were the "tell me about a time" questions. I don't remember any specifics but I remember they really wanted to know how you handled yourself in certain types of situations historically. Answer Question
NIKE, Inc. based near Beaverton, Oregon, is the world's leading designer, marketer and distributor of authentic athletic footwear, apparel, equipment and accessories for a wide variety of sports and fitness activities. Wholly owned NIKE subsidiaries include Converse Inc., which designs, markets and distributes athletic footwear, apparel and accessories, and Hurley...
Mission: To bring inspiration and innovation to every athlete* in the world.
* If you have a body, you are an athlete