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Diversity, Equity & Inclusion

STAND FOR EQUALITY.
Under Armour believes that the power of sport can unite, inspire, and change the world. The world feels much different since we launched this page last spring. We’ve witnessed a global pandemic, intense racial violence, xenophobia, civil unrest, and increased division. It has been an emotional and challenging year. Our ability to endure has been tested as we continue the fight for progress. Through it all: we are Under Armour. We are a team. And we stand firmly for equality. It is at the center of our pursuit and remains a central value in all we do. Though we’ve had a diversity and inclusion strategy for years, we held ourselves accountable to more action after the global outcry for justice in 2020. We accelerated our diversity, equity, and inclusion approach by making bold commitments for each of our strategic pillars. Under Armour has a responsibility to build an equitable workplace for our teammates and to support the communities where we live and work. We are now reflecting on our journey to fulfill our vision. We aren’t yet where we want to be, but we remain committed to our focus. We have positive momentum in our push for a more diverse, equal and inclusive Under Armour.

Our Pillars & Commitments

Our Teammates
We have set measurable goals to improve the diversity of our talent in hiring and promotions.
  • In addition to our existing commitment to 30% Director and above positions filled by BIPOC, we are now committing to 12% filled by Black talent by 2023. We are currently at 22% and 8%, respectively.
  • We are committing to 30% of Executive Team succession slates filled by BIPOC, with 12% filled by Black talent, by 2023. We are currently at 22% and 11%, respectively.
  • We are increasing our commitment of tying annual incentive pay for executives to the achievement of our accelerated diversity and inclusion goals.
  • We are tripling our investment in professional development for our historically underrepresented teammates to improve retention and advancement.
  • We are doubling our investment in sourcing historically underrepresented talent with an increased focus on HBCUs, HSIs and other organizations that support BIPOC. This includes our Sports Marketing roster and Rookie internship program.
  • We are committed to publishing our representation statistics externally annually to hold ourselves accountable to our goals.
Our Progress Updates
From Q1 2020 to Q1 2021, we:

OUR TEAMMATES

  • Improved our BIPOC representation and succession slates:
    • BIPOC teammates in the U.S. at Director and above levels increased to 22%
    • Black talent at Director and above levels increased to 8%
    • 22% of leadership successors are BIPOC with 11% being Black talent
  • Tied progress against our accelerated DE&I commitments to annual incentive pay not just for executives, but for all Corporate teammate population.
  • Required diverse interview slates for all open positions.
  • Tripled our investment in professional development for BIPOC teammates including deeper partnerships with ELC, HACE, & Ascend.

OUR WORKPLACE

  • Hosted a recurring global, mandatory inclusion series which included discussions on anti-racism, racial justice, and inclusive business practices. This series has consistently received positive sentiment on education, engagement, and topics of interest for our teams.
  • Implemented training for our Director and above levels focused on improved cultural competency and inclusive leadership skills.
  • Started the process of infusing equitable design principles into our go-to-market practice.

OUR COMMUNITY

  • We remain committed to investing a minimum of 40% of our annual philanthropic portfolio with Black-led organizations. Moving forward, we are also committing to investing in organizations supporting social justice and racial equality. To learn more about our community actions, visit our Community Impact page.
  • Accelerated our supplier diversity program to strengthen and enhance our list of partners and better support our community
  • Launched a fully integrated Run to Vote initiative to educate, mobilize, and empower Americans to make an impact on our democracy by exercising their right to vote. To learn more, visit our Run to Vote page.
Teammate RESOURCE Groups
With over 2,000 members across the globe, Under Armour’s nine Teammate Resource Groups are teammate-led, self-directed networks that support a diverse and inclusive workplace. These groups promote culture and development while aligning to the Brand mission of making you better — our employees, our marketplace, and our community.

VETS (Valuing Everyone Through Service):

VETS mission is to:

  1. Connect with veterans across the organization to encourage more teamwork/better communication across business units.
  2. Help UA build a great team by advising UA HR on candidate resumes and/or mentoring veteran hires.
  3. Establish a core team for UA GiveBack to tap into based on needs for various Pillars.

 

WILL (Women Inspiring, Leading and Living):

WILL intends to empower and enable ALL Under Armour Women to Inspire, Lead, and Live to achieve their highest potential. WILL aligns to 3 Pillars:

  • Inspire - Act with Respect for All and Open Minds to New Ideas.
  • Lead - Think Like Women of the Future and Cultivate Opportunities
  • Live - Create Personal Growth and Perform Acts of Kindness within the Community

 

Green Machine:

Green Machine strives to foster sustainability related innovation by generating new ideas, supporting UA’s key Sustainability priorities and advancing the education and engagement of Teammates.

BEAT (Black Employees Achieving Together):

BEAT strives to cultivate a communal atmosphere designed to create and maintain professional growth opportunities for Black teammates at UA. Through career, community and consumer focused initiatives, BEAT will incorporate the passion and tenacity of the brand to help make our teammates community and athletes better.

Latino Alliance:

Latino Alliance’s goal is to create an inclusive environment in which Latinos can flourish internally while helping Under Armour effectively engage our communities externally.

ABILITIES:

Abilities’ mission is to advocate for teammates with diverse abilities through awareness and inclusion. Visible and invisible abilities. Allies. Every teammate is welcome. We celebrate all Abilities, including, but not limited to: mental health, cognitive inclusion, physical disabilities, injuries, service animals, support for parents/caregivers/children.

PPG (Parents for Professional Growth):

PPG aims to provide support, information, and networking opportunities for working parents at Under Armour, and advocate for the policies, resources, and fair treatment that encourages their career advancement. PPG strives to be a resource to help recruit, develop, and retain employees.

Unified (LGBTQ+ & Allies):

Unified’s mission is to:

  1. To establish Under Armour as an unquestionably safe, friendly and empowering workplace for people who identify as lesbian, gay, bisexual, transgender, queer or questioning (LGBTQ).
  2. To emphasize the inclusiveness of Under Armour's current mission to empower ALL athletes in order to build credibility with the LGBTQ athlete.
  3. To develop and operationalize business strategies focused on the untapped buying power and social influence of the LGBTQ consumer.

 

LEAD (Leading Empowering Asian Development):

LEAD will increase visibility to the dynamic presence of the Asian community both inside and outside the organization. LEAD will provide a platform to share knowledge and enhance teammate engagement. LEAD enhances UA’s diversity commitment and promotes cross cultural awareness of the Asian Community.

VETS (Valuing Everyone Through Service):

VETS mission is to:

  1. Connect with veterans across the organization to encourage more teamwork/better communication across business units.
  2. Help UA build a great team by advising UA HR on candidate resumes and/or mentoring veteran hires.
  3. Establish a core team for UA GiveBack to tap into based on needs for various Pillars.

 

WILL (Women Inspiring, Leading and Living):

WILL intends to empower and enable ALL Under Armour Women to Inspire, Lead, and Live to achieve their highest potential. WILL aligns to 3 Pillars:

  • Inspire - Act with Respect for All and Open Minds to New Ideas.
  • Lead - Think Like Women of the Future and Cultivate Opportunities
  • Live - Create Personal Growth and Perform Acts of Kindness within the Community

 

Green Machine:

Green Machine strives to foster sustainability related innovation by generating new ideas, supporting UA’s key Sustainability priorities and advancing the education and engagement of Teammates.

BEAT (Black Employees Achieving Together):

BEAT strives to cultivate a communal atmosphere designed to create and maintain professional growth opportunities for Black teammates at UA. Through career, community and consumer focused initiatives, BEAT will incorporate the passion and tenacity of the brand to help make our teammates community and athletes better.

Latino Alliance:

Latino Alliance’s goal is to create an inclusive environment in which Latinos can flourish internally while helping Under Armour effectively engage our communities externally.

ABILITIES:

Abilities’ mission is to advocate for teammates with diverse abilities through awareness and inclusion. Visible and invisible abilities. Allies. Every teammate is welcome. We celebrate all Abilities, including, but not limited to: mental health, cognitive inclusion, physical disabilities, injuries, service animals, support for parents/caregivers/children.

PPG (Parents for Professional Growth):

PPG aims to provide support, information, and networking opportunities for working parents at Under Armour, and advocate for the policies, resources, and fair treatment that encourages their career advancement. PPG strives to be a resource to help recruit, develop, and retain employees.

Unified (LGBTQ+ & Allies):

Unified’s mission is to:

  1. To establish Under Armour as an unquestionably safe, friendly and empowering workplace for people who identify as lesbian, gay, bisexual, transgender, queer or questioning (LGBTQ).
  2. To emphasize the inclusiveness of Under Armour's current mission to empower ALL athletes in order to build credibility with the LGBTQ athlete.
  3. To develop and operationalize business strategies focused on the untapped buying power and social influence of the LGBTQ consumer.

 

LEAD (Leading Empowering Asian Development):

LEAD will increase visibility to the dynamic presence of the Asian community both inside and outside the organization. LEAD will provide a platform to share knowledge and enhance teammate engagement. LEAD enhances UA’s diversity commitment and promotes cross cultural awareness of the Asian Community.

Awards & Recognition
Diversity Best Practices Award
Under Armour was among the 98 organizations that earned a score of at least 60 percent and a place on the index.
CEI Best Place to Work Award
Under Armour is proud to announce a perfect score of 100% on the Human Rights Campaign Foundation’s 2020 Corporate Equality Index.
Global Gender Representation Q1 2021 by Level
Female
Male
All Company Teammates
53%
Female
47%
Male
Corporate
50%
50%
Director and Above
37%
63%
VP and Above
28%
72%
SVP and Above
19%
81%
U.S. Underrepresented Group Representation Q1 2021 by Level
All U.S. Teammates (Including Retail and Distribution Centers)
Underrepresented Group (UG)
White
50%
Underrepresented Group UG
50%
White
21%
Hispanic or Latino
17%
Black or African American
7%
Asian
4%
Two or More Races
<1%
Native Hawaiian or Pacific Islander
<1%
American Indian or Alaskan Native
U.S. Corporate
Underrepresented Group (UG)
White
29%
Underrepresented Group UG
71%
White
12%
Black or African American
7%
Asian
7%
Hispanic or Latino
3%
Two or More Races
<1%
Native Hawaiian or Pacific Islander
<1%
American Indian or Alaskan Native
U.S. Director and Above
Underrepresented Group (UG)
White
22%
Underrepresented Group UG
78%
White
8%
Black or African American
6%
Hispanic or Latino
6%
Asian
2%
Two or More Races
<1%
American Indian or Alaskan Native
U.S. VP and Above
Underrepresented Group (UG)
White
18%
Underrepresented Group UG
82%
White
8%
Black or African American
7%
Asian
1%
Hispanic or Latino
1%
Two or More Races
U.S. SVP and Above
Underrepresented Group (UG)
White
18%
Underrepresented Group UG
82%
White
14%
Black or African American
4%
Asian
*Employee ethnicity statistics are only tracked in the U.S.
Board of Directors Representation Q1 2021 by Level
Gender Representation
Female
Male
22%
78%
U.S. Underrepresented Group Representation
Underrepresented Group (UG)
White
33%
Underrepresented Group UG
67%
White
22%
Black or African American
11%
Two or More Races

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