Diversity, Equity & Inclusion

Community

Diversity, Equity & Inclusion

STAND FOR EQUALITY.
We believe our Brand is stronger when our collective team of different backgrounds, experiences and perspectives is fully engaged and working together to support our teammates and athletes around the world. Diversity not only enhances our culture, it drives our business success, ultimately helping us to deliver the most innovative products that make athletes better. We are advancing this fundamental belief with a plan focused on building a more diverse, inclusive, equitable and values-driven culture where every teammate is engaged, feels a sense of belonging and can do their best work.

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% of Director and above positions filled by BIPOC, we are now committing to 12% filled by Black talent by 2023. We are currently at 20% and 7%, 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 17% and 8%, 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 Workplace

We have accelerated efforts to make our workplace a safe and inclusive environment for BIPOC teammates in particular.

We launched a virtual series to facilitate anti-racism and engagement on racial justice issues across the entire organization. This August, we are launching mandatory training for our leaders on cultural competency and building inclusive environments.
We are assessing our product creation cycle and our marketing processes to ensure they represent BIPOC voices and align with our values of inclusivity.
We are regularly reviewing our progress against our diversity, equity and inclusion commitments with our Board of Directors.
We are designating Juneteenth as a paid company holiday beginning in 2021.

Our Community

We are prioritizing our philanthropy efforts to support Black communities in our hometown of Baltimore and beyond.

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 equity.
We are committing to increasing our teammate volunteer service benefit by 8 hours for a total of 40 hours available each year, to be used by teammates to partner with and give back to our communities.
We are launching a non-partisan global educational voting campaign to engage U.S. teammates on being active during the upcoming November election.
We are committing to advancing supplier diversity and purposefully creating mutually beneficial business partnerships with diverse suppliers and partners, with a clear focus on organizations that share our values.

How we stand for equality

Here are the actions we are taking to establish diverse and inclusive environments.

newsroom

A message from Under Armour CEO Patrik Frisk

We stand with our Black teammates, athletes, consumers, and community through our value of Stand for Equality because Black Lives Matter.

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:

Connect with veterans across the organization to encourage more teamwork/better communication across business units.
Help UA build a great team by advising UA HR on candidate resumes and/or mentoring veteran hires.
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:

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).
To emphasize the inclusiveness of Under Armour's current mission to empower ALL athletes in order to build credibility with the LGBTQ athlete.
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:

Connect with veterans across the organization to encourage more teamwork/better communication across business units.
Help UA build a great team by advising UA HR on candidate resumes and/or mentoring veteran hires.
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):

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:

PPG (Parents for Professional Growth):

Unified (LGBTQ+ & Allies):

Unified’s mission is to:

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).
To emphasize the inclusiveness of Under Armour's current mission to empower ALL athletes in order to build credibility with the LGBTQ athlete.
To develop and operationalize business strategies focused on the untapped buying power and social influence of the LGBTQ consumer.

LEAD (Leading Empowering Asian Development):

Enhancing Culture

“BEAT (Black Employees Achieving Together) has consistently elevated the culture at UA during significant cultural moments. This year we honored Martin Luther King Jr. Day in January with a day of service and give back to the local community. In February, we celebrated Black History Month with numerous events and activations across Corporate, Austin, Nashville and the Distribution Houses. It makes me proud to be part of a brand that embraces the commitment to a diverse set of backgrounds, ideas, and experiences.”

Sharneice Gross
Lead, Teammate Relations
BEAT (Black Employees Achieving Together)

NEXT: Supporting Communities

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.

By the Numbers

Global Gender Representation Q1 2020 by Level

Female

Male

All Company Teammates

50%

Female

50%

Male

Corporate

49%

51%

Director and Above

36%

64%

VP and Above

27%

73%

SVP and Above

21%

79%

U.S. Underrepresented Group Representation Q1 2020 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

Asian

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

11%

Black or African American

Asian

Hispanic or Latino

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

20%

Underrepresented Group UG

80%

White

Black or African American

Asian

Hispanic or Latino

Two or More Races

<1%

American Indian or Alaskan Native

U.S. VP and Above

Underrepresented Group (UG)

White

11%

Underrepresented Group UG

89%

White

Asian

Black or African American

Hispanic or Latino

U.S. SVP and Above

Underrepresented Group (UG)

White

10%

Underrepresented Group UG

90%

White

Black or African American

Asian

*Employee ethnicity statistics are only tracked in the U.S.

Find out more about UA

NEWSROOM

Under Armour Delays Return to Campus to Early 2022

Brand

UNDER ARMOUR IS BUILT ON PERFORMANCE

How we make you better.

Investor

UNDER ARMOUR INVESTOR RELATIONS

Find the latest results and more in our Investor Tool Kit.

Under Armour About UA

Our Team

Press Releases, Events & Presentations

Stock Information

Financials

Corporate Governance

Resources

Sustainability