Is Nike Executives' Turnover Related To Internal Culture?

The internal reorganization is not over yet.

According to the world clothing and shoe net, in April 19th, a spokesman for the sports giant confirmed that Nike had been in charge of the company for more than 10 years.

Greg Thompson, vice president of business (Greg Thompson) has resigned from his post.

This is the latest example of the turbulent period of Nike executives.

Just two days ago, Antoine Andrews, vice president of Nike diversified and inclusive Management (Antoine Andrews), global digital.

Daniel Tarver, vice president of marketing innovation (Daniel Tawiah) and Victor Singh Vikrant (Tawiah Singh), have announced the news of their resignation.

In other words, four Nike executives leave their jobs in three days.

If in March, Nike brand President Trevor Edwards (Trevor Edwards) and global general manager Jamie Martin (Jayme Martin) were dismissed, more than 6 executives of American brands have left for more than a month.

It is worth noting that Trevor Edwards, who worked for Nike for 25 years, was once regarded as the next successor of Mark Parker (CEO Parker).

Senior management has changed drastically, but Nike's stock has not been volatile, and has fallen by about 1.6% in the past three days.

A series of senior executives' resignation is related to the recent Nike's internal culture being questioned.

In 2017, some Nike women employees launched a private investigation into the management of enterprises to collect allegations about the lack of fair pay for men and women.

The report was pmitted to Mark Parker's mailbox. In March of this year, Trevor, Edwards, the chief executive of the brand, and Jamie Martin, the world's general manager, were the first to be dismissed.

With the Wall Street journal disclosing the company's sex discrimination and improper personnel management and other details, Nike began to be widely criticized by the outside world.

Under heavy pressure, in early April, Monique Matheson, Nike's human resources director, publicly acknowledged the shortcomings of personnel management in the company, especially in recruiting and promoting more women and minorities. "No progress has been made," Monique Matheson said.

Next, Nike will take steps to increase the proportion of these two groups in top management positions.

According to the data released by Nike, although the proportion of men and women in the world is quite similar, only 29% of the company's hundreds of vice presidents are women and are described by former employees as "Boys Club (men's Club)".

Around the world, Nike male workers earn 1 dollars per woman, and women earn 0.99 dollars.

In the Nike UK branch, men and women in wholesale and retail sectors are 10% and 3% higher than women, respectively.

"Although we have discussed many times, trying to achieve change in different ways, but without success, the current recruitment and promotion system has not changed the status quo of senior management as quickly as we want," Monique Matheson admits that the company selection mechanism is flawed.

At the same time, Nike launched an unbiased bias training program for all executives and conducted a comprehensive internal review.

Four executives left in three days - the sports giant did not disclose the specific reasons, but sources said it was suddenly seen as a result of the internal review.

In addition to Antoine Andrews, vice president of Nike diversified and inclusive management, who joined in 2015, the other three senior executives have more than 10 years of experience in Nike.

Brand Finance, a business strategy consultancy, reported that Nike ranked first among the world's most valuable apparel brands.

However, Nike's brand value has dropped from $32 billion last year to US $28 billion, due to the slowdown in sales in North America and the negative impact of improper internal management.

Meanwhile, Nike's rival Adidas rose to fourth at $19 billion.

The report stressed that if Nike can not effectively respond to questions, brand value will further decline. Under this crisis, Nike chose to adopt a large-scale self clearing door to demonstrate its determination to rectify the market so as to gain market recognition.

In the near future, Nike will send more news about top management restructuring.

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