Gender demographics

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

Racial demographics

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

Corporate Equality Index

We’ve made big strides in our commitment to equality and in evolving our organization’s policies and practices to be equitable and inclusive. Our efforts in diversity, equity, and inclusion (DEI) have been recognized 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 measuring 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 determined by three main 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 analyze pay equity across employees in similar roles within our organization.

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 programs, 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 organization’s annual inclusion scores by demographic cohort to ensure there are no significant disparities between dominant and historically underrepresented groups.

Representation in:

Marketing

With a focus on racial, gender, and LGBTQ+ diversity, Brooks recognizes 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.

Industry partnerships

Brooks partners with various organizations 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 BIPOC runners who are working together to increase diversity within the running industry. Our other partners include: