1 . Explain in TWO (2) points, what are the factors that are responsible for the lack of women and people of color in top management positions at Nike.

2. Discuss the actions that Nike should take to accelerate the movement of women and people of color into director positions. Provide TWO (2) points with examples for each point to support your answer.

3. Explain in TWO (2) points, how training can help Nike to have a more diverse management and leadership team.

Nike Is Losing Its Race for Diversity The Nike swoosh is well recognized for sports shoes, clothing, and accessories and has been touted for its efforts to promote diversity. For example, Nike's CEO Mark Parker believes that drversity leads to creativity and innovation and wants all employees to realize their potential Nike's website mentions that \"We Believe in the Inspirational Power of Sport to Break Down Bamers, Overcome Differences, and Bring People Together.\" Nike's \"Equality\" advertisement campaign featuring athletes LeBron James, Kevin Durant, Serena Williams, Victor Cruz, Gabby Douglas, Megan Rapinoe, and Dalilah Muhammad emphasizes that everyone should have opportunities based on personal actions - not their skin color or nationality. Also, Nike is one of a small number of companies that have been transparent about the diversity of its workforce by making statistics publicly available. But Nike has fallen short of creating a true culture of diversity and inclusion. Although Nike's workforce has almost equal numbers of men and women, only 29 percent of its vice presidents are women People of color make up more than half of Nike's workforce, yet only 24 percent hold director positions. Also, there are signs that the work environment may be toxic and unsupportive of women and eo le of color Current and former em 10 ees have come forward with complaints of mappropriate work behavior and sexual harassment. Some employees even clam that the human resource department has ignored dr dismissed employees' complaints of mistreatment and harassment. Before the previous head of HR retired, he was investigated for allegations that he created a hostile work environment. In a recent memo sent to employees, a current top human resource executive expressed concerns about the representation of women and people of color in top leadership positions. She admitted that although Nike has tried to increase the representation of women and people of color in senior management positions, progress in doing so has been too slow She believes that the company needs to make major changes in how it manages inclusion and diversity