Mónica Gil
NIKEAbout Mónica Gil
Mónica Gil (age 53) is an independent director of NIKE, Inc., elected by Class B shareholders; she joined the board in 2022 and serves on the Compensation Committee. She is Chief Administrative and Marketing Officer at NBCUniversal Telemundo Enterprises (Comcast) with prior senior roles in marketing, communications, corporate affairs, and HR, bringing expertise in brand/marketing, media, global markets, and talent management to Nike’s board . She is classified independent under NYSE rules and has no material relationships with NIKE per the board’s categorical standards .
Past Roles
| Organization | Role | Tenure | Committees/Impact |
|---|---|---|---|
| NBCUniversal Telemundo Enterprises (Comcast) | Chief Administrative & Marketing Officer | 2020–present | Oversees enterprise marketing and administration |
| NBCUniversal Telemundo | Chief Marketing Officer | 2018–2020 | Led brand/marketing |
| NBCUniversal Telemundo | EVP (Communications, Corporate Affairs, HR) | 2017–2018 | Managed comms, corporate affairs, HR |
| Nielsen Company | SVP & GM, Multicultural Growth & Strategy | 2014–2017 | Growth strategy leadership |
| Nielsen Company | VP Communications; later SVP Public Affairs & Government Relations | 2005–2009 (VP), 2009–2014 (SVP) | Corporate communications, public affairs |
| Greer, Margolis, Mitchell & Burns | Senior Vice President | 2004–2005 | Political/advocacy communications |
| Telemundo Communications Group, Los Angeles | Director of Public Affairs & Community Outreach | 2001–2004 | Community engagement |
External Roles
| Organization | Role | Tenure | Notes |
|---|---|---|---|
| National Women’s History Museum | Director | Not disclosed | Non-profit board service |
Board Governance
- Committee assignments: Compensation Committee member (not Chair) .
- Independence: Determined independent under NYSE standards; board categorically excludes immaterial relationships under 1% revenue/charitable thresholds .
- Attendance/engagement: Board held 4 meetings in FY2025; all incumbent directors attended ≥75% of board and committee meetings; directors encouraged to attend annual meeting (all attended in 2024) .
- Committee activity: Compensation Committee met 5 times in FY2025 (3 times in FY2024); chaired by Timothy Cook; members were Cathleen Benko and Mónica Gil (Benko retiring in 2025) .
- Executive sessions: Non-management director executive sessions held at least annually; presiding director role rotates among committee chairs when Lead Independent Director is absent .
- Governance structure: Separate Executive Chairman (Mark Parker) and CEO; Lead Independent Director (Timothy Cook) re-appointed in June 2025 with defined authority .
Fixed Compensation
| Item | FY2024 | FY2025 |
|---|---|---|
| Annual cash retainer | $100,000 | $100,000 |
| Stock awards (grant-date fair value) | $190,770 | $190,305 |
| Other compensation (matching gifts, merchandise/travel) | $0 (not listed) | $5,000 (matching gifts) |
| Total | $290,770 | $295,305 |
Program features applicable to all non-employee directors:
- Annual cash retainer: $100,000; Lead Independent Director additional $40,000; Committee chair retainers: $25,000 ($30,000 for Audit & Finance); Audit & Finance Committee members additional $5,000; annual restricted stock ~$200,000; matching gifts up to $20,000 .
Performance Compensation
Directors do not receive performance-based pay; equity is service-based restricted stock subject to forfeiture on early termination . For committee oversight context, the Compensation Committee sets and monitors executive performance plans:
| Metric | Plan | FY2025 Design/Outcome |
|---|---|---|
| Adjusted Revenue | Annual PSP (50% weight) | $46.4B actual → 0% earnout (threshold not achieved) |
| Adjusted EBIT | Annual PSP (50% weight) | $3.5B actual → 0% earnout (threshold not achieved) |
| Relative TSR (vs S&P 500) | PSUs (50% of LTI) | FY2025–2027 target at 55th percentile; payout 0–200% with cap at 100% if Absolute TSR negative; People & Planet modifier ±20 pts |
| FY2023–2025 PSUs | PSUs | Earned 0% (Relative TSR at 4th percentile) |
Other Directorships & Interlocks
- Public company directorships: None .
- Compensation Committee interlocks: Company reports no relationships requiring disclosure and no insider participation on the committee; committee members were independent .
Expertise & Qualifications
- Board skills: Brand/Marketing, Media/Entertainment, Global, HR/Talent Management .
- Board’s skills matrix shows broad coverage across financial expertise, governance, technology, retail, and global exposure; Gil contributes marketing/media and talent perspectives .
Equity Ownership
| Item | Details |
|---|---|
| Total beneficial ownership (Class B) | 6,274 shares |
| Unvested restricted stock held | 2,437 shares (as of May 31, 2025, for each non-employee director) |
| Options (exercisable/unexercisable) | None held by non-employee directors |
| Ownership as % of Class B outstanding | ~0.0005% (6,274 / 1,188,015,740 Class B shares outstanding at 7/9/2025) |
| Stock ownership guidelines | 5x annual cash retainer; each director has met or is on track |
| Hedging/pledging policy | Hedging prohibited; pledging requires pre-approval under Blackout and Pre-clearance Policy |
Governance Assessment
- Independence and attendance: Strong—independent status affirmed; attendance thresholds met .
- Committee role: As a Compensation Committee member, Gil participates in oversight of executive pay, succession, and talent management; committee met 5 times in FY2025 and employs pay-for-performance structures (PSP, PSUs) with clear metrics and clawback provisions, indicating disciplined governance despite FY2025 zero payouts .
- Compensation alignment: Director pay is modest, mixed cash and time-based equity; matching gifts modest ($5,000 in FY2025) and no options—alignment via equity ownership and ownership guidelines .
- Conflicts/related-party exposure: No related-party transactions disclosed involving Gil; board independence standards address potential commercial/charitable ties below 1% revenue thresholds .
- Shareholder signals: FY2025 say-on-pay approval ~83% supports pay framework oversight; ongoing shareholder engagement on governance and compensation reflected in disclosures .
RED FLAGS: None disclosed specific to Gil (no interlocks, related-party transactions, or attendance issues). Watchpoints include overall dual-class structure and potential perceived external employer relationships, but board independence thresholds and disclosure practices mitigate concerns .