Under Armour DEI Update

Progress on our Three Year Plan

At Under Armour, we are committed to our value of ‘Stand for Equality’ and are focused on creating an inclusive culture so diversity can truly thrive. In addition to driving more inclusion in our workplace, we strive to be a force for positive change and support in our communities.


In July 2020, we set out our plans to improve on these efforts. We published commitments across each of our strategic pillars with a goal of seeing bold progress by year end 2023. We remain committed to our focus and are proud of the progress that we’ve made. We will continue to strive for more, leveraging our positive momentum in our push for a more diverse, equal, and inclusive Under Armour.


Here’s what we've accomplished so far across our key pillars of teammates, workplace and community.


    Our Teammates


    We have set measurable goals to improve the diversity of our talent through hiring and internal advancement.



    • We are reviewing pay equity across all populations on an annual basis.
    • We committed to improving gender and racial equity across the employee lifecycle by consistent review of representation, succession slates, hiring/retention trends, and engagement metrics. 
    • We are publishing our representation statistics externally on an annual basis to hoId ourselves accountable to our goals.
    • We have tripled our investment in professional development for our historically underrepresented teammates to improve retention and advancement through partnerships with McKinsey, ELC, HACE, and Ascend.
    • We are deepening our partnership with HBCU and HSI partners to better engage with students and grow our talent pipeline. We created a strategic blueprint for outreach which includes impact on the field, in the classroom, and on the job. We recently launched this program with Morgan State University – a premier HBCU in our own hometown of Baltimore.
    • We are requiring diverse interview slates. In the US, all interview slates must have at least one BIPOC and one female candidate for Director+ levels. Globally, all interview slates must have at least one female candidate.




    We have accelerated efforts to make our workplace a more inclusive environment for our BIPOC teammates.



    • We are hosting a recurring global, mandatory inclusion series which includes discussions on anti-racism, racial justice, and inclusive business practices. This series consistently receives positive sentiment on education, engagement, and topics of interest for our teams.
    • We have implemented mandatory training for our leaders on cultural competency and building inclusive environments. All of our U.S. Director population participated in the Racial Equity Institute’s Groundwater Approach, which focused on the structural and cultural roots of racial inequity.
    • We are continuously implementing inclusive standards across our go-to-market cycle, including product design and marketing. These standards will ensure our processes are equitable and aligned to the needs of our diverse Focused Performers.
    • We are reviewing our progress each quarter with our Board of Directors.
    • We have designated Juneteenth as a paid company holiday and provided programming and resources to encourage ongoing reflection and self-development around the issues of racial equity and justice.
    • We have been named on the Bloomberg Gender Equality Index, an internationally recognized standard, for our progress in gender inclusion. 



    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 philanthropic portfolio in Black-led organizations and those supporting racial equality and social justice.
    • We have partnered with the National Coalition of Minority Football Coaches (NCMFC) to bring more diversity, equity, and inclusion to the football field – the place where our brand was born. The NCMFC exists to prepare, promote, and produce minority coaches at all levels.
    • We launched the ‘25x 25’ campaign to engage teammates around our teammate volunteer service benefit of 40 hours available each year, which is to be used by teammates to partner with—and volunteer in—our communities. This campaign has a goal of making a $25M impact in our communities by 2025.
    • We successfully launched ‘2020 Run to Vote,’ a non-partisan global educational voting initiative that educates, empowers, and mobilizes Americans to make an impact by exercising the right to vote.
    • We implemented a supplier diversity program to strengthen and enhance our list of brand partners and create more equity in the community.