Global Human Resource Management: Nike Gender Discrimination Report

This report examines the issue of gender discrimination within Nike Corporation, focusing on recommendations and an action plan to address the problem. The report suggests offering equal pay to new employees across all markets to motivate female employees, and to overhaul payment structures to attract and retain more women. It also recommends designing strict policies against any form of harassment. An action plan is provided, using SMART objectives to guide the implementation of these recommendations. The plan includes specific actions such as redesigning the HR department with new recruitment policies, measurable outcomes based on employee behavior, achievable goals through zero-tolerance policies, realistic approaches, and a time-bound framework with monthly evaluations and year-round implementation. The report is supported by citations and references to relevant research.

Running head: GLOBAL HUMAN RESOURCE MANAGEMENT
GLOBAL HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author Note

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Recommendations
The first and foremost step that need to be followed by the management of Nike is to
offer equal pay to the fresh joiners to the organization across all the market places where the
organization possess a presence. This will help the female employees to motivate or encourage
so that they can give their best and improve the overall productivity of this business entity
through their individual performances (García-Izquierdo, Ramos-Villagrasa & Castaño, 2015). It
can be stated that gender discrimination is a common harassment that is faced by the women in
many organizations, which includes pregnancy discrimination, sexual harassment and unequal
payment done to the women mainly to the multinational organizations like Nike. This need to be
stopped with efficient workforce planning.
The second step that need to be followed is to overhaul the payment structures and
policies of the company. This will help to attract more female to the organization and have more
female employees to the organization in comparison to male employees. It can be said that the
main complaint of female employees of the organization of Nike was unequal pay along with
sexual harassment that has been done on them within the working environment of Nike. Payment
disparities has also been faced by the management of Nike in earlier cases, where women are
offered lesser payment along with lower bonuses and increments. It can be noted that female in
current days possess equal right in terms of payment, increment and bonuses. In this context, it
can be stated that Nike is one such company, where four women has filed a federal lawsuit
against the management of this globally reputed company (Chen, Lou & Xu, 2013).
The third and final step that need to be followed by the organization of Nike is to design
strict action plans or policies against any kind of harassment to the female employees or
colleagues. Formulation as well as implementation of severe rules and regulations will help to

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reduce the number of sexual harassments to the female employees and can safeguard and
encourage them to work properly and efficiently (Ferrant, 2016). Team functioning needs to be
properly followed in the organization of Nike.
Action Plan
The action plan will be evaluated through SMART objective, which is described as
follows:
Specific – The human resource department of Nike needs to be re-designed with fresh
and strict recruitment policies for female employees need to be followed.
Measurable – The actions of male employees against the female employees will be
watched and measured and increments of the male employees will also depend on their
behaviours towards their female colleagues.
Achievable – Resources like efficient and strict zero tolerance policies will help to
achieve the female safety in the organization of Nike.
Realistic – Realistic approaches towards all the terms and policies of Nike need to be followed
and implemented within the business operations of this company globally.
Time bound – All the behaviours need to be measured on monthly basis and all the plans
will be in action 365 days a year and across all the market places where Nike operates ( Munin,
2013).

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References
Chen, D., Lou, H., & Xu, H. (2013, May). Gender Discrimination towards Borrowers in Online
P2PLending. In WHICEB (p. 55).
Ferrant, G. (2016). Does gender discrimination in social institutions matter for long-term
growth? Cross-country evidence.
García-Izquierdo, A. L., Ramos-Villagrasa, P. J., & Castaño, A. M. (2015). e-Recruitment,
gender discrimination, and organizational results of listed companies on the Spanish
Stock Exchange. Revista de Psicología del Trabajo y de las Organizaciones, 31(3), 155-
164.
Munin, N. (2013). NGOs, Multinational Enterprises and Gender Equality in Labor Markets: A
Political Economy of Conflicting Interests?. Journal of Multidisciplinary Research
(1947-2900), 5(1).