Updated Sep 24, 2026
adidas
adidas publishes commitments on workplace non-discrimination, confidential compliance reporting, privacy purpose limitation, iterative workforce practices, and environmental sourcing constraints. Its executive compensation combines performance-linked incentives with stated shareholder, stakeholder, and ESG considerations.
Closest models
7-way tie
76-79% on 9 of 12 dimensions
- GPT-6 Astra79%
- Grok 4.678%
- GPT-5.6 Terra77%
- Kimi K377%
- Mistral Large 377%
- Gemini 3.8 Flash76%
- Claude Opus 576%
These models are too close to separate: each is within three points of the leader, or would lead if one dimension were left out. For scale, a model answering 50 on every one of these dimensions would score 67%.
Values map
adidas and GPT-6 Astra
Solid company lines join verified positions. Dashed sections cross unknown axes without assigning a value.
Distribution
Purpose
Worker voice
Equality
Speech
Privacy
Regulation
Global outlook
Social change
Environment
Tech pace
AI autonomy
A higher position means closer to the second endpoint. It does not mean better. The Concord Index measures agreement, not quality or safety.
The score covers 9 of 12 dimensions. The others have no verified public position and are not measured.
Most in sync
Global outlook
Worth a closer look
Regulation
50% match. Inspect the questions and evidence below.
Compare every model.
The range shows the lowest and highest result observed across repeated questions. It is not a confidence interval.
Evidence summary.
Each verified dimension starts with the company position and its citations. Open a dimension only when you want the underlying questions or model answers.
Distribution
Market allocation ↔ Redistribution
Not verified
No company position
The verified quotation does not contain the wording its evidence anchor requires.
“The variable performance-related compensation is designed to provide the right incentives for the Executive Board to act in the interest of the company’s strategic direction, the shareholders, and other stakeholders, as well as to ensure a successful, sustainable, and long-term corporate management and development.”
Governance - adidas Annual Report 2025
Purpose
Shareholder returns ↔ Stakeholder welfare
75%
Company position toward stakeholder welfare
Its executive incentive design expressly incorporates stakeholders alongside shareholders and ESG criteria.
“The variable performance-related compensation is designed to provide the right incentives for the Executive Board to act in the interest of the company’s strategic direction, the shareholders, and other stakeholders, as well as to ensure a successful, sustainable, and long-term corporate management and development.”
Governance - adidas Annual Report 2025
Worker voice
Management discretion ↔ Employee influence
Not verified
No company position
The verified quotation does not contain the wording its evidence anchor requires.
“You should report any suspected violation of law, ethics, or our Fair Play Code of Conduct directly to compliance.”
FairPlay Whistleblower Webform - adidas Group
“Our Compliance Webform is a confidential and secure platform that allows individuals to report any ethical or compliance concerns.”
FairPlay Whistleblower Webform - adidas Group
“Results guide local action planning, supported by tailored resources. By analyzing action plans and conducting interviews, we identify trends and gaps, enabling accountability, targeted support, and continuous improvement.”
Impact, Risk and Opportunity Management - adidas Annual Report 2025
Equality
Uniform treatment ↔ Targeted measures
25%
Company position toward targeted measures
The workforce framework addresses non-discrimination and includes a targeted disability hiring project to increase representation.
“These values are embedded in our policies, which aim to safeguard employees’ rights, educate our workforce on acting with integrity and non-discrimination, and establish the necessary frameworks for a safe and empowering working environment.”
Impact, Risk and Opportunity Management - adidas Annual Report 2025
“We are continuing a disability hiring project led by HR Talent that will address these risks. It will allow us to evaluate options, collect and monitor disability related diversity data globally and locally to understand representation, increase disabled representation in a legally compliant manner.”
Impact, Risk and Opportunity Management - adidas Annual Report 2025
Speech
Broad expression ↔ Protective moderation
75%
Company position toward protective moderation
Its Fair Play Code states zero tolerance for discrimination and harassment.
“The Fair Play Code of Conduct includes, among others, our zero-tolerance against discrimination and harassment.”
Impact, Risk and Opportunity Management - adidas Annual Report 2025
Privacy
Individual privacy ↔ Collective oversight
0%
Company position toward collective oversight
The company commits to purpose limitation, data minimization, and avoiding excessive retention.
“Purpose specification and limitation: We will ensure our data collection and use is limited to appropriate and defined purposes. Data minimization: Personal information we collect will […]”
Impact, Risk and Opportunity Management - adidas Annual Report 2025
“Data management: Our data management capabilities will ensure adequate data quality, avoid excessive data retention, and enable privacy principles from a technical perspective.”
Impact, Risk and Opportunity Management - adidas Annual Report 2025
Regulation
Voluntary standards ↔ Public regulation
0%
Company position toward public regulation
The biodiversity approach adopts named voluntary frameworks beyond legal compliance.
“To address these impacts, we follow holistic frameworks such as SBTN’s science-based targets for nature and the Accountability Framework to guide our approach: assess, reduce, and restore.”
Overview - adidas Annual Report 2025
Global outlook
Local priority ↔ International openness
75%
Company position toward international openness
The company documents globally scoped workforce policies and international mobile working.
“Company agreements on working location flexibility(WC) Enable mobile working, both nationally and internationally. Own operations (corporate employees globally, where locally possible)”
Impact, Risk and Opportunity Management - adidas Annual Report 2025
Social change
Continuity ↔ Experimentation
75%
Company position toward experimentation
A workforce-listening approach was piloted, assessed for feedback, and tailored before global rollout.
“The new approach was piloted in two markets in 2025 to gather additional feedback and tailor it further to local needs before launching it globally to all regions later in 2026.”
Impact, Risk and Opportunity Management - adidas Annual Report 2025
Environment
Near-term growth ↔ Ecological restraint
100%
Company position toward ecological restraint
Supply-chain commitments constrain material sourcing through deforestation, conversion, and certification requirements.
“Deforestation- and conversion-free (DCF) supply chains for high-risk commodities by 2030”
Overview - adidas Annual Report 2025
“Feedstocks linked to deforestation are either excluded or require certification to ensure responsible forestry and land management.”
Impact, Risk and Opportunity Management - adidas Annual Report 2025
Tech pace
Rapid advancement ↔ Precaution
75%
Company position toward precaution
The company documents recurring security assessments and testing.
“Moreover, vulnerability assessments, penetration testing, log monitoring, threat intelligence, and security architecture consulting are regularly performed.”
Impact, Risk and Opportunity Management - adidas Annual Report 2025
AI autonomy
Delegated autonomy ↔ Human authority
Not verified
No company position
No established company archetype has an applicable supplied authority anchor supported by the record.
Protocol values-2026-09-v8. Panel representative-2026-09-v11. Report version 41af5289-a6c7-4594-bb35-f68b0dd7ac08.