Thread regarding Nike Inc. layoffs

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@sa+1jp1tfh2n just assuming his wife goes to get her ghettp a-s nails and weave did while he post on this board about not making enough money praying for that DEI role to open up.

Putting down manufacturing is a sh---y way to behave. Why you are being a simp for a corporation? He wasn’t even talking to you. Phil doesn’t even know who you are. Let the man say his piece, damn.

@nm+1jp1tfh2n No, don't have much to reply with...just like getting your wanna be ga----a self all up in a huff. Enjoy l your unskilled labor job.

@ng+1jp1tfh2n

Oh, I See—You Ain’t Got a Real Response.

The whole thread is about fixing real issues at Nike, but instead of addressing anything, you’re out here deflecting like a lost intern.

The best you got? “Shouldn’t you be working?”

🚨 Translation: “I don’t have a counterpoint, so let me just be condescending.”🚨

Weak. Predictable. And still not addressing a damn thing. Just like your leadership / job.
FU-KNG LEECH

Post ID: @ng+1jp1tfh2n
They are as soon as they get your mom's credit card.

@ne+1jp1tfh2n shouldn't you be working on a factory floor...or running to the employee store to buy shoes to resell?

TO THE HEARTLESS a-s Post ID: @df+1jp1tfh2n

Oh, I See. You’re Not Like Us.

Wop, wop, wop, wop, wop—Nike leadership, run it up.
Wop, wop, wop, wop, wop— Post ID: @df+1jp1tfh2n, shut it up.

Psst… I see dead people.

Dead to the struggle. Dead to the grind. Dead to the reality that without us, this machine stops moving. You sit in your bunker, watching from the window, feeling safe behind your corporate privilege while looking down at the “Production people.”

And now you’ve shown your hand.

This thread was for ideas on improving Nike, but you couldn’t help yourself. Instead of solutions, you expose yourself. You told us:
❌ You don’t want us to have what you have.
❌ You don’t want fairness.b
❌ You don’t want equity.
❌ You just want to keep your seat at the table—without making room for anyone else.

I get it now—you’re Not Like Us.

Oh, So We Should Be Grateful?

Post ID: @df+1jp1tfh2n> “Find another factory with the culture, benefits, and pay you’re making now. You can’t.”

That’s your argument? Be grateful it’s not worse?
Nah. That’s the type of company-pilled nonsense that keeps corporations getting away with treating workers like parts instead of people.

Nike built its name on being better than the rest, but suddenly, when it comes to treating production workers fairly, the best we get is “well, other places are worse”?

But I get it—you’re Not Like Us.
You don’t see the work. You don’t feel the exhaustion.
We push for better. You settle for scraps.

You Can’t Do Math, But You Wanna Talk?

Post ID: @df+1jp1tfh2n> “You’re not working 6-7 days a week.”

Oh, so 5:30 PM to 5:30 AM isn’t two different days now? Wild.
When it’s your weekend, time usually moves.
When we discuss 12-hour overnight shifts, the calendar suddenly bends to accommodate your argument.

📌 We work 3-day weeks, then 4-day weeks, flipping back and forth.
📌 A 4-day, 12-hour schedule is really 48 hours.
📌 Add in overtime (because the cost of living is brutal), and we’re clocking 60+ hours easily.

But you wouldn’t know because you’re Not Like Us.
You get to log off at 5 PM.
We live this.

PTO? More Like Pay-To-Obey.

Post ID: @df+1jp1tfh2n > “Many people enjoy the current hours because they get 3-4 day weekends.”

Yeah? And many people hate it because they don’t have a choice.
That’s the difference between preference and survival.

Let’s Talk Facts:

📌 A 5-7 year Nike worker earns only 5-7 PTO hours per pay period (every 2 weeks).
📌 an entire day off takes 11.5 hours.
📌 That means we can’t even take ONE day off per pay period.
📌 We are borrowing from PTO we haven’t earned just to take a break.

You run WHQ like it’s designed for a 9-5 schedule.
We don’t work 9-5. We live in this factory.
And when we take time off, we get penalized for it.

Oh, I see—you’re Not Like Us.

Post ID: @df+1jp1tfh2n > “They Don’t Have to Give a Bonus at All.”

Oh, so now Nike is a struggling nonprofit?

Nike made $51.2 billion in revenue last year, but is paying production workers a livable wage a burden?
Somehow, PSP payouts must be “based on level,” even though production work is the foundation of the entire company?

You don’t have to fight for that bonus.
You just sit in the right seat and collect.

But I get it—you’re Not Like Us.

Events? Nah, Y’all Just Don’t Want Us There.

Post ID: @df+1jp1tfh2n > “You’re asking people to work odd schedules on top of their normal job for free.”

Nah, that’s the thing—you don’t want us at these events.
You don’t want to think about how production workers could be included.

📌 You don’t schedule events so the night shift can attend.
📌 You don’t make accommodations so we can participate.
📌 You don’t care that we’re left out.

Y’all keep these events exclusive to your little circle, then turn around and tell us we “could’ve come” if we really wanted to.

You don’t want to see us there because then you’d have to admit Nike is built on the backs of people you refuse to acknowledge.

Oh, I get it now. You’re Not Like Us.

So Let’s Be Real—Who’s Really Carrying Nike?

You wear the Swoosh.
We make the Swoosh.

You approve the product.
We build the product.

You sit in meetings about innovation.
We innovate every time a machine goes down, every time we push through exhaustion, every time we keep this company moving.

You can watch us from your WHQ bunker all you want, but when you step outside those walls, remember:
Nike doesn’t run without us.

So don’t ever talk to us about “just be grateful.”
Don’t try to tell us, “It could be worse.”
And don’t ever think we don’t see exactly what you are.

You’re Not Like Us.

Nike Wants to Be Great? Then Make It Great.

✅ Pay production workers a livable wage—adjusted for the actual cost of living in Portland.
✅ Make PSP payouts equitable for everyone—the exact dollar amounts, not just percentages.
✅ Give equitable raises across the board—not based on favoritism or position.
✅ Stop forcing PTO use for shutdowns—let workers decide when to use their time.
✅ Fix the PTO accrual system—stop putting production workers in a deficit.
✅ Recognize and adequately compensate shift workers—our hours are NOT the same as a 9-5 schedule.
✅ Make events, programs, and perks accessible to ALL Nike employees—not just WHQ.

Nike thrives because of every worker.
If you want to improve Nike, look at the whole, not just the part.

Oh, But I See. You’re Not Like Us.

Wop, wop, wop, wop, wop—Nike leadership, run it up.
Wop, wop, wop, wop, wop— Post ID: @df+1jp1tfh2n, shut it up.

Are you watching us from your bunker?
Don’t forget who’s holding it up.

Not Like Us.

Ghost of the Swing Shift Worker. Maxed Out Air.

https://m.youtube.com/watch?v=QiAgzUyCz3c&pp=ygUcTmlrZSB3b3JsZCBjdXAgeCBhbWJhc3NhZG9ycw%3D%3D

Hire people that understand sport, culture, impossible ambition, and the gravity that comes with striving for something meaningful.

Go all in on World Cup 2026. The most innovative product, mind-blowing kits, events on the ground, advertising. Capture all of it.

Elevate your new global stars; Carlos Alcaraz and Caitlin Clark. Ditch the “they say we can’t so do it” ethos. Women are fu--ing here. Switch the messaging that it’s their moment to own.

Buck the trend in the marketplace everywhere for basketball shoes that require a billion colorways that all look like neon throw up. Experiment with aggressive, minimalist silhouettes with proven, desirable colorways.

Keep doing what you’re doing in running. The peg premium and vaporflys are the best daily trainers and racers on the market. Make running cool again. Vomero 18 is a good start for the “I need nine feet of cushioning crowd” that’s somehow taken over the entire world. Own the performance market - aggressive in running specialty stores with AFFORDABLE running apparel. Why the he-l are Aerofits $125? The rest of your apparel is nowhere near good enough to command that price point. Embrace humility and get back to innovation. What are they gonna be with tariffs? $170? Fu-k off.

Lifestyle shoes - hit the $100 offerings hard. C1TY is a great example. Your DN8 is an abomination. Scale it back as soon as possible and spare us purple and green or flaming orange and yellow colorways. Aggressive in style and color on an overpriced lifestyle shoe is a recipe for awful.

Let your talented people tell you what’s wrong with how they’re working on the ground floor/in the weeds of WHQ. Day-to-day is way too top-down and siloed. You want data to work for you? Be relentless on the godda-n foundations, abandon a culture of endless meetings, and hold people accountable when projects hit brick walls (they must at least provide learnings. Often the stakeholders that will benefit disappear in a veil of smoke and things just end. That’s not acceptable).

Engineering before reporting. Reporting before modeling. Modeling before AI. And an acknowledgment from senior leadership that you’ve been reorging us into oblivion since the start of 2020.

Get off your a-s and show some leadership EH. People directly under you FAILED. They don’t need to be lead and humiliated in the town square, but they need to be shown the door.

Life is hard. Let’s be a bright spot in people’s lives. Inspiration and products that help them be who they aspire to be. Everything else toss overboard immediately.

Oh, and don’t let complete jackasses chase vanity projects from unproven tech. The metaverse, NFT’s. Grow up.

@b9+1jp1tfh2n
Find another factory that has the culture, benefits and pay you’re making now. You can’t.
Most factories have very strict rules also for showing up to work, leaving early, bells ringing for breaks, etc.. They have subpar benefits and many don’t even have temperature control.
You’re not working 6-7 days a week and if you do, you’re making overtime pay which is voluntary and not mandatory like many factory jobs. 12hrs a day is 12hrs a day, no matter if it’s the day or night shift and it’s not considered two days.
You realize you make a hourly wage so if they add a shift, you lose hours per week of work and lose pay. This has been tested already and it wasn’t popular. Not to mention the extra people have major cost consequences. Many people actually enjoy the current hours because they get 3-4 day weekends. Many weekenders also enjoy using only one week vacation for almost two weeks off. Did you know that many office workers would like 10hr days but because the factories are 24/7, they can’t.
As for bonuses, they don’t have to give a bonus at all and Nike isn’t doing anything different than other companies. They provide bonuses by level and usually levels provide higher responsibility and their decisions and work have a major impact on the business, including specialized skills.
I suggest talking to others after they leave and they will tell you and many do try to come back.
As for events. You’re asking people that don’t make an hourly wage maybe (some office does) to work odd scheduled on top of their normal job for FREE. They’ve already worked the time they’re paid for and most are already on call and have to WFH on their days off already because again, we’re 24/7. Remember that there’s no jobs dedicated to events and people already volunteer. You can also volunteer on committees as well and help with events. They don’t get to clock out and leave their job behind. Would you come to work opposite of your shift for free on a regular basis? Probably not.

More gender neural bathrooms, free avocado Fridays at the LBJ building, bring your pet to work day each month.

gut HR leadership and shut down HR. create a brand new people & culture function.

Make ehq european again.
No more free eurotrips, go to cancun or wherever you yanks go with your own money

C-suite, VPs, and SDs need to be local and on campus just like the majority of the corporate.

change must happen at the top.
Change the senior team below EH:

• New finance Leader (and new level below him also),
• New Product Leader (how come she's still here?), combine innovation & design - we need this engine to start developing new product now,
• elevate supply chain to report to CEO and get a new leader,
• new tech leader (she won't move from Seattle anyway)
• Get a world class Marketing leader, new blood, not a Nike life and someone who understands the vibe shift going on in Nike's biggest market but also someone who wont alienate the rest of the world
• drop the chief strategy & xformaton leader, no need for that. Strategy is job of the CEO and the xformation office hasn't shown results.

aggressively trim IC's
aggressively reduce VPs
move the structure formally to categories of sport

Who’s the nerd that actually thinks listing stuff here will change anything

Nike’s best days are gone. WE HAD TO RESORT TO SKIMS SINCE THE WOMENS TEAM HAS MADE CR-P APPAREL PRODUCT FOR YEARS.

Do We Want to Make Nike Better? Start with the People Struggling So You Can Keep Building.

By Nike’s Invisible Workforce - The 12 Hour Production Workers

If Nike is serious about improving things, it starts with the people who keep this company running—the ones making the product, keeping the machines running, and ensuring production doesn’t stop.

Wages: Stop Paying Us Less Than the Cost of Living.

For those of us in production—AZA, Tailwind, Air Max 93, and beyond—our wages are nowhere near enough to live on, especially in Portland Metro/Beaverton. Meanwhile, Nike brags about its success. Do you want to make Nike great? Start by paying the people who helps build it a livable wage for WHQ.

PSP: “Profit Sharing” That Doesn’t Share.
We hear it all the time—“You get the same percentage as everyone else.” But let’s be transparent:
• When some employees, and we all know who, get $10,000+ PSP payouts, and we get barely enough to cover a bill, that’s not profit-sharing—thats profit-hoarding.
• If they get $10,000, we should get $10,000—real PSP, tangible equity, accurate recognition.

Raises: Stop Playing Us Against Each Other.
Nike creates competition where there shouldn’t be any—some people get more, others get less, even if we do the same job. We shouldn’t have to fight for scraps. Raises should be equitable across the board.

PTO: Stop Sc--wing Over Production Workers.
This is one of the most significant issues and one of the most unjust.

1. Our PTO accrual system is broken.

• We work 12-hour shifts, not 8—but PTO is still calculated as if we work a standard 9-5.
• Someone with 5-7 years at Nike only accrues 5-7 hours of PTO per pay period (every 2 weeks).
• That adds up to 130-182 PTO hours per year.
• Since an entire day off requires 11.5 hours, that means:
• At the low end (5 hours per pay period) → Only 11.3 full days off yearly.
• At the high end (7 hours per pay period) → Only 15.8 full days off yearly.

2. To take ONE day off, we must work nearly an ENTIRE month to earn it.

• We should not have to borrow from future PTO to take a sick day.
• WHQ leads don’t have to think about negative PTO balances—why should production?

3. Nike forces us to burn PTO when the plant shuts down.

• In December, we are forced to use our PTO when Nike shuts down for a week or two.

If PTO is supposed to be a benefit, why does it feel like a punishment for production workers?

Let’s Talk About 12-Hour Shifts—Because They’re BRUTAL.
Nike loves to talk about “work-life balance,” but let’s do the math on our shifts:
• Some weeks, we work 3 days. Some weeks, we work 4.
• A “4-day” workweek at 12 hours per shift is 48 hours weekly.
• If you’re on overnight shifts (5:30 PM - 5:30 AM), you’re working two calendar days at a time.
• When you add it up, production workers effectively work 6-7 days per week.

And yet, when it comes to PTO, Nike still treats us like we’re working standard 8-hour shifts. That’s a huge problem. If we’re putting in these hours, then:

Our PTO should reflect the reality of our schedules.
Our wages should reflect the brutal nature of this work.
If Nike wants to talk about “fair play/pay,” start by recognizing the cost of living in Portland and paying us accordingly.

Inclusion: Stop Leaving Production Workers Out.
Nike constantly says, We Are One Team, yet every event, every program, and every “perk” is built for day shift and WHQ workers—not for production.
• Night shift? We’re asleep.
• Weekend shift? We’re working.
• Events happen at times we can’t attend, and no one even considers that.

If Nike wants to create an inclusive workplace, it must include everyone, not just those working 9-5 at WHQ.

Nike’s success is built on production workers. If you want to improve Nike, start with the people who make it happen.

Here’s What Needs to Change:

• Pay production workers a livable wage—adjusted for the actual cost of living in Portland
• Make PSP payouts equitable for everyone—exact dollar amounts, not just percentages
• Give equitable raises across the board
• Stop forcing PTO use for shutdowns—let workers decide when to use their time
• Fix the PTO accrual system—stop putting production workers in a deficit
• Recognize and adequately compensate shift workers—our hours are NOT the same as a 9-5 schedule
• Make events, programs, and perks accessible to ALL Nike employees—not just WHQ

Nike thrives because of every worker. If you really want to improve Nike, look at the whole, not just the part.

If We Are One Team, then prove it. @ MC, AS, LN, VA, EH

Ghost of the 12 Hour Production Shift Worker, Reporting from Maxed Out Air (Nike’s Invisible Workforce)

Cut the number of VPs in half. Most of them just pass messages around, create confusion, and water down the org’s effectiveness

Somebody please do something about Joanie’s cafeteria food!!! It is not heathy: fried Chinese food, fried tacos, fried chicken sandwiches, oven fired pizza, BLT sandwiches, cream of mushroom soup, cream of broccoli soup! We just want a nice salad bar and more healthy options!

RTO Friday. Sorry but it’s true. We are already seeing the writing in the wall with additional Friday services.