HUMAN RIGHTS AND ENVIRONMENTAL DUE DILIGENCE (HREDD)

At adidas, we identify, prioritize and address risks to people and the environment across our operations and global value chain through our Human Rights and Environmental Due Diligence (HREDD) framework. Guided by the UN Guiding Principles on Business and Human Rights and the OECD MNE Guidelines, our approach focuses on identifying our most salient risks, taking action to prevent and mitigate harm, and supporting effective remedy where impacts occur.

Identifying and prioritizing risks

We apply a structured, risk-based process to identify and assess actual and potential impacts across our operations and business relationships. Our assessment draws on internal data, external research, and engagement with workers, communities and civil society. This informs our identification of salient risks—those with the greatest potential impact on people and the environment. Risk owners assess impacts based on severity and likelihood, existing safeguards and the perspectives of affected rightsholders, so that the most serious risks receive priority attention. 

Addressing identified risks

Where risks or impacts are identified, we act in line with our level of involvement and leverage. Our actions may include:

• Preventing and mitigating risks through policies, standards and responsible sourcing practices
• Conducting due diligence and monitoring, including audits and impact assessments
• Using leverage with suppliers and business partners to drive improvement
• Empowering workers through grievance mechanisms, training and awareness
• Taking corrective action and supporting access to remedy where harm has occurred

Tracking effectiveness and embedding accountability

We monitor the effectiveness of our actions to assess whether risks are being prevented and addressed and to drive continuous improvement. Due diligence is embedded across our business—from our own operations to upstream and downstream partners—supported by collaboration with suppliers, industry initiatives and stakeholders. Progress is tracked and reported through a governance framework overseen by the Executive Board and the Chief Human Rights Officer. Through this continuous process, we strengthen accountability, improve transparency, and drive ongoing improvement in how we respect human rights and protect the environment across our business.

Our commitment to human rights and environmental protection goes beyond our direct operations. We collaborate with partners, suppliers, and stakeholders to embed due diligence practices upstream and downstream in our product creation process. Our greatest influence comes from working with suppliers and business partners to ensure fair wages, ethical labor practices, and safe working conditions across our supply chain. Read more about this in the Workers in the Supply Chain page. In our corporate offices, retail stores, and distribution centers, we uphold human rights standards to ensure fair treatment and a safe work environment. Explore our approach to on our Inclusion and Culture page.

GRIEVANCE MECHANISMS

We are committed to providing for, or cooperating in, the remediation of adverse human rights impacts which we have caused or contributed to, and we will seek to promote or cooperate in the mitigation and remediation of adverse impacts where we are linked to these through our business relationships. We provide multiple confidential reporting channels for individuals to raise concerns. When we are linked to human rights violations, we take swift action to prevent harm and ensure remediation.

THIRD-PARTY COMPLAINTS MECHANISM

Our third-party complaints mechanism provides a confidential channel for anyone, including affected individuals, advocacy groups, and organizations to report human rights and environmental concerns linked to adidas' operations, products, or services. We are committed to transparency and report annually on the number and status of third-party complaints received, actions taken, and resolutions. Most cases originate from trade unions, labor groups, and human rights organizations. Explore our Third Party Reports in our Reports Archive.

See how we handle third-party complaints 

GRIEVANCE MECHANISMS FOR OUR SUPPLIERS

Suppliers to adidas are required to have grievance systems in place where workers can freely and – should they decide to – anonymously submit any complaints or suggestions they may have. Workers in the supply chain may also raise concerns or complaints directly with adidas via local hotlines, which are run by non-profit organizations or our own field staff. In addition, we deploy a confidential digital, app-based operational grievance mechanism at all our strategic supplier sites.

FAIR PLAY: GRIEVANCE MECHANISM FOR EMPLOYEES

For our own employees, the global Fair Play Hotline provides a confidential and anonymous channel to report concerns. All cases of non-compliance are monitored and addressed by a global network of compliance officers, ensuring accountability and appropriate follow-up across the company.

In 2025, we partnered with 444 Tier 1 manufacturing facilities and their subcontractors across nearly 40 countries.

OUR HUMAN RIGHTS PROGRESS AND PERFORMANCE

At adidas, we believe that transparency drives accountability. We track and share progress through stakeholder engagement, third-party audits, and public reporting.