Under Armour Inc.

No publicly available information was found regarding Under Armour’s overall commitment to gender equality and women’s empowerment across its full value chain. The company does not disclose how it integrates these issues into its governance structure, strategy, processes or management systems, or how it engages with stakeholders to manage and improve its gender impacts. However, it has identified the vice president of sustainability and corporate social responsibility as responsible for the company’s diversity and inclusion efforts, including increasing women’s representation in the workplace.

The company has a gender-responsive grievance mechanism that considers the specific needs of its women employees, for instance guaranteeing confidentially, allowing concerns to be anonymously reported to someone other than the direct supervisor via a telephone line or email, and non-retaliation and protection of the aggrieved party. Moreover, the company allows supply chain workers to access its grievance mechanism and requires suppliers to have their own local grievance mechanisms in place for workers to raise concerns.

Under Armour screens for gender-related issues among its suppliers, including sexual harassment and discrimination against women based on their pregnancy and marital status. It also requires corrective action to be taken if these issues are identified.

There is limited information to indicate that Under Armour considers the fair representation of women in the workplace. Women are underrepresented on its board of directors (20%) and among senior executives (20%). Furthermore, no information was found regarding the gender balance of the company’s senior management, middle management or its overall workforce. Neither were details available about the gender composition of its workforce across occupational function or the gender breakdown of employee turnover or absenteeism rates. Apart from the Women Inspiring Leading Living (W.I.L.L.) initiative that focuses on women’s empowerment, it is unclear what professional development opportunities the company offers women employees.

In the supply chain, there are few details regarding how Under Armour addresses the systemic discrimination that women face. While the company expects suppliers not to determine workers’ employment or compensation based on their pregnancy status, there is no information regarding whether it requires suppliers to have a policy in place that explicitly protects pregnant and married women workers. Neither were details available concerning whether the company actively procures from women-owned businesses or takes specific actions to increase the procurement spend directed to these businesses.

Though no details were available regarding recognition agreements with local trade unions or collective bargaining agreements currently in place, the company expects suppliers to respect the rights of workers to establish and join organisations. Furthermore, Under Armour is working to train suppliers in Indonesia on the importance of freedom of association as well as promote the protection of free of association for workers in Mexico through the Americas Group.

No publicly available information was found regarding how Under Armour considers the fair compensation of women employees or specifically addresses the gender pay gap. In terms of family-friendly benefits, the company offers its US-based employees six weeks of paid parental leave and an additional eight weeks of leave for birth mothers. It does not, however, have a global policy of providing at least 14 weeks of paid primary carer leave and two weeks of paid secondary carer leave, as recommended by the International Labour Organization.

In the supply chain, there was no information found on whether Under Armour requires its suppliers to offer their workers formal contracts or a living wage. However, the company expects its suppliers to follow national regulations concerning maternity leave as well as offer temporary adjustment of working hours during and after pregnancy. Furthermore, the company is involved in Fair Labour Association to establish a Living Wage roadmap and develop tools for gathering and analysing pay data across selected sourcing countries.

Under Armour covers some of the costs surrounding the maternal, sexual and reproductive health needs specific to its women employees in the United States, such as fertility treatments and breastfeeding supplies. It also covers some of the mental health costs of US-based employees by providing counselling through its Work-Life Assistance Program. However, no information was found to indicate that the company covers these costs globally.

In the supply chain, the company has not made a public commitment to provide workers with gender-responsive health information and services, for example by requiring suppliers to have an on-site clinic with credentialed health providers. Moreover, there is no information to indicate that Under Armour requires its suppliers to provide a safe and healthy working environment to their women workers, for example by providing adequately lit factory facilities and toilets separated by gender. The company does, however, expect suppliers to offer temporary reassignments away from work environments that may pose a health risk to pregnant women or new mothers and avoid night shifts as well as provide them with breastfeeding breaks and facilities.

In the workplace, Under Armour does not tolerate harassment of any kind. It also requires suppliers to prohibit violence and harassment, including sexual harassment, and to make the associated policy publicly available in local languages. However, no details were found regarding effective remedy for violence and harassment grievances reported by the company’s employees or supply chain workers, such as not requiring private arbitration or silencing agreements.

No information was found regarding how Under Armour addresses non-discriminatory practices in marketing and advertising, for example by committing to avoid harmful gender stereotypes or ensuring gender-responsive communications and engagement with its customers to support gender equality and women’s empowerment.

Beyond donating to Black Girls Global Exchange, an organisation that promotes arts, culture and education through peer learning and cross culture exchange, no information was found regarding Under Armour’s broader efforts to drive gender equality and women’s empowerment in the communities where it operates.

Under Armour has responded to the COVID-19 pandemic by closing temporarily closing stores. It has been monitoring the situation in the countries where it operates and regularly consulting with governments and public health officials in North America to reopen stores on a case-by-case basis. In the supply chain, Under Armor has communicated and engaged suppliers to use the Worker Protection & Infection Control Self-Assessment & Management Plan (WPICSA-MAP). It has also endorsed the COVID-19: Action in the Global Garment Industry (Call to Action). Furthermore, the company has donated $2 million to communities impacted by the pandemic, including a $1 million donation to support hunger relief resulting from school closures and quarantine in North America.