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Nike Norms

Course video 37 of 39

In this module, you will get a practical perspective on managing diversity in teams by looking at real life cases of companies creating a more inclusive workplace. Looking at the experience of Google, Nike and UnitedHealthcare, you will see how major businesses are applying specific strategies and techniques for overcoming barriers to inclusion.

Optimizing Diversity on Teams

Пенсильванский университет

Курс 3 из 5 — Culture-Driven Team Building Специализация

By drawing on social science perspectives, this course enables you to learn what diversity is, and how to use it to maximize team performance, innovation and creativity. You also learn how to draw out the collective wisdom of diverse teams, handle conflict and establish common ground rules through real-world cases and peer-to-peer discussions. In addition, you discover how to overcome common biases faced in diverse teams. Systems of power, reward and rhetoric are discussed to help you create prosperous teams where differences flourish.

Просмотреть программу курса

Преподаватели

Dr. Aviva Legatt
Affiliated Faculty
Derek Newberry, Ph.D.
Lecturer

Текст видео

As you know from this core specialization, norms are ground rules that the team uses

to structure their information sharing and decision making.

Three norms that are critical to Nike are, one, their Code of Ethics,

it's called Inside the Lines.

This code lays out the standards of conduct about ethical behavior,

product safety, use of resources, and so forth.

Each year all Nike employees must verify that they will comply with

ethical standards.

To encourage compliance, Nike operates a confidential hotline called Alert Line for

employees to report suspected violations of the law, and code of ethics.

For example, in the case of a financial violation, the alleged incident would be

reported to an audit committee, which will determine next steps.

By encouraging employees to report ethics violations,

Nike is setting an inclusive tone for both positive and negative feedback.

Number two, at Nike a critical norm that is used to encourage inclusion

are Structured feedback sessions.

Which help teams establish their new foundation.

In these sessions, everyone provides a self-assessment and

an assessment of their work preferences.

This may include details, such as whether employees prefer to work autonomously or

collaboratively.

It may also include details about how employees prefer decisions to be made.

For example, by consensus or around specific roles.

After the feedback is compiled, it is used as a foundation for

the team to set its own goals, roles, and norms.

This practice of level setting at Nike allows a safe space for

ideas to be continuously generated.

Number three, a third norm at Nike is the Culture as Offense initiative or CAO.

CAO is a workshop that seeks to encourage intergenerational dialogue by bringing

experienced executives and young new Nike employees together.

The young employees are called the new crew.

The CAO session provided with the new crew are a chance for

the new crew to give feedback and share experiences with experienced executives.

The effort continues to expand across teams that each have their own new crew.

This norm reinforces Nike's stated goals of inclusivity and high performance.

And the belief that the best ideas can come from anywhere in the company

regardless of background.

Now that you know about Nike's norms and engagement around diversity and inclusion,

you can use the information provided in this module, and the previous ones,

to set the ideal goals, roles and norms that fit with the needs and

culture of your organization.

The important point is not what process you use, but that you do set goals,

rules and norms on your team and you make those explicit.

What you need to do now is focus on incorporating practices that

will establish and reinforce an inclusive environment on your team.

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