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Diversity, equity & inclusion at Brooks

Side view of two people walking next to building wearing Brooks black jackets

Our approach

The run is who we are. At Brooks, we believe in the power and kinetic joy of the run. This fuels our passion for the sport and the running community. The shoes and gear we develop, the experiences we create, and the partnerships we build should help make the run inclusive and accessible for all. We are taking a comprehensive and strategic approach to ensure our values are represented in our sport. We are committed to reducing barriers to participation in the run, the running industry, and the running community.

Two runners on a gravel path on a sunny day

Our diversity, equity & inclusion efforts are guided by three objectives:

Workplace

Build a diverse, equitable and inclusive workplace.

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Runners

Welcome and engage diverse runners.

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Run community

Directly engage with our communities to foster diversity and inclusion in running.

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Workplace

Start at home by ensuring a diverse, equitable and inclusive workplace.

We believe in the power of diversity that includes people of different races/ethnicities, national origins, abilities, genders, ages, sexual orientation, body types and circumstances. We are pursuing practices that will achieve equity in our business and our sport — so everyone feels a sense of belonging as their own, authentic self.

Group of Brooks employees holding a sign saying "Global Running Day"

Our commitments*:

  • Achieve at least 50% women representation at all levels of Brooks US employees
  • Achieve at least 30% BIPOC representation at all levels of Brooks US employees
  • Maintain our Human Rights Campaign Foundation’s “Corporate Equality Index” score of 100/100
  • Achieve 100% pay equity for all women and BIPOC Brooks US employees
  • Maintain our 4.0+ Inclusive Culture score on Brooks employee Cultural Strengths Survey

*All diversity, equity and inclusion commitments are specific to the USA.

Gender demographics

At Brooks, we focus on growing women leadership in our workplace through hiring practices and our leadership and career development programmes. We aim to create a healthy pipeline of gender-balanced talent to help lead Brooks.

Racial demographics

As a global company, we recognise the unique social construct of race in the USA. It is important that our US workforce reflects the diversity of the US population. To track our evolution in the USA, we measure ourselves against 2020 US Census demographic data estimates. At our headquarters in Seattle, Washington, we collect and analyse data of our workforce overall — along with racial diversity at each level of our organisation as we strive for racial equity among historically underrepresented groups.

Corporate Equality Index

We’ve made big strides in our commitment to equality and in evolving our organisation’s policies and practices to be equitable and inclusive. Our efforts in diversity, equity, and inclusion (DEI) have been recognised by the national Human Rights Campaign Foundation’s Corporate Equality Index (CEI). Our annual participation in the CEI — the nation’s premier benchmarking survey and report that measures lesbian, gay, bisexual, transgender and queer (LGBTQ) policies and practices in the workplace — is a way to keep ourselves accountable to our DEI goals and to track how we’re doing. The CEI score is mainly determined by three criteria: workforce protections, inclusive benefits, and supporting an inclusive culture and corporate social responsibility.

Pay equity

Brooks began incorporating pay equity analysis into our hiring, promotion and compensation processes in 2018. During offers and our annual compensation reviews, we analyse pay equity across employees in similar roles within our organisation.

Inclusive culture

Brooks is committed to maintaining a workplace culture where everyone feels a sense of belonging and each person’s uniqueness is valued. We contribute to this through our various employee programmes, including Mentorship, Leader-Led Training, Connect Manager Training, Unconscious Bias Training, New Employee Orientation, Brooks Buddy, the DEI Speaker Series, Book Club, Employee Awards, and Employee Resource Groups. On an annual basis, Brooks conducts an employee Cultural Strengths Survey to assess our culture. One area of focus within the assessment is “inclusive environment”, which is rated on a 5-point scale. We also do an overall review of our organisation’s annual inclusion scores by demographic cohort to ensure there are no significant disparities between dominant and historically underrepresented groups.

Runners

Ensure representation of all who run.

Brooks commits to tell stories through a diverse set of runners and celebrate the power of the run to bring people together.

Two runners side by side on concrete path

Our commitments:

  • Maintain 40% BIPOC representation in marketing stories and images
  • Achieve 40% BIPOC representation in product testing by 2025
  • Achieve 40% BIPOC representation in consumer insights by 2025

Representation in:

Marketing

With a focus on racial, gender and LGBTQ+ diversity, Brooks recognises the importance of representation, and we believe our marketing should reflect all who run. We work to diversify our model casting in photography and videos, our influencer and athlete teams, and our campaign partners. As we continue to track our marketing demographic data, we will learn and build on this foundation to advance representation on the run.

Product wear testing & consumer insights

We want to make sure each run is better than the last — a simple enough principle that guides every design and engineering choice we make. These decisions are brought to life on the unique, real-world humans who wear our gear. Our success is the result of tireless research with runners of every shape, strength, and experience. We value runners’ unique experiences and perspectives and seek to ensure we incorporate the most diverse group of runners possible as we develop our gear.

Run community

Drive change in the run community by fostering diversity and inclusion in running

Brooks engages directly with our community by building partnerships with industry organisations that advance DEI, through our community impact programmes that support teams and organisations advancing health and well-being through the power of the run, and by increasing diversity and inclusion.

Cross Keys Track & Field group

Our commitments:

  • Dedicate more than $5M per year in cash and gear to social impact programmes
  • Focus on partnerships that make the benefits of the run accessible to everyone
  • Support increased diversity of the US running population (40% BIPOC by 2025)

Industry partnerships

Brooks partners with various organisations to advance diversity, equity and inclusion in running at an industry level. We are proud to be a founding partner of the Running Industry Diversity Coalition (RIDC). The coalition brings together running brands, running retailers and ethnic minority (BIPOC) runners who are working together to increase diversity within the running industry. Our other partners include:

Running USA
Sports & Fitness Industry Association
Camber Outdoors
Greater Seattle Business Association
Human Rights Campaign
In Solidarity Project

Youth running

Brooks proudly supports middle and high school runners through cash and gear donations. The Brooks Booster Club is a needs-based programme that provides performance running footwear, clothing and funding to under-resourced cross-country and track teams.

Community partnerships

Running has the power to build community and effect positive change. Brooks helps to strengthen our community partners through sponsorships, financial support and gear donations, so together we can champion the run for all.