Former Adidas Executive Sues Company for Alleged Gender Discrimination

**Former Adidas Executive Alleges Gender Discrimination in Lawsuit**

Lindsay Gregg, the former head of women’s basketball sports marketing at Adidas, has initiated legal proceedings against the company, alleging significant gender discrimination and unfair treatment during her tenure. Gregg, who was employed by Adidas from 2022 until her dismissal in February 2026, contends that her workload was disproportionately heavier than that of her male colleagues.

In a detailed complaint obtained by PEOPLE, Gregg asserts that her abrupt termination followed her attempts to address discrepancies related to gender equity within the workplace and her reports of circumstances that allegedly endangered the safety of female athletes. Her past experience includes positions at Nike and a career as both a professional and collegiate basketball player.

The lawsuit highlights that Gregg was saddled with an excessive workload, reportedly managing nearly double the number of athletes compared to her male peers. This situation, as detailed in her filing, was described as “not sustainable for one person.” Despite her repeated requests for additional support, she claims that the management remained unresponsive to her pleas.

A particularly alarming allegation in the lawsuit concerns the treatment of two female WNBA players during the NBA’s All-Star Weekend, which was held from February 13 to 15. Gregg travelled to Los Angeles to provide support for athletes Sophie Cunningham and Erica Wheeler. Upon their arrival at a designated trailer, she alleges they encountered a man exiting who was unknown to them, raising immediate safety concerns when they discovered additional unrecognised individuals inside the trailer.

Following this incident, Gregg reported her concerns to Adidas’ human resources, emphasising the potential risk posed to the players. This incident forms a crucial part of her claims regarding the company’s failure to ensure a safe environment for female athletes.

Additionally, on February 22, Gregg lodged a complaint with human resources regarding inaccuracies she believed were present in her performance evaluation, asserting that this review adversely impacted her potential bonus. Just five days later, on February 27, she was notified of her dismissal. Her manager described the decision as a “business decision,” offering no further clarification on the rationale behind it.

Gregg’s legal action maintains that Adidas breached Oregon state laws prohibiting both whistleblower retaliation and gender discrimination—critical elements underpinning her case given that Adidas’ North American headquarters is situated in Portland, Oregon.

In a public statement, Gregg expressed her commitment to advocating for athletes, emphasising the importance of equitable resources and respect for female competitors. She voiced disappointment that, instead of addressing her concerns, Adidas opted to terminate her employment. “These women are exceptional competitors,” she stated. “However, when I spoke up about disparities and conduct that put women in unsafe situations, adidas chose to fire me instead of addressing those problems.”

Maria Witt, an attorney representing Gregg, reinforced her client’s stance, asserting that Oregon law safeguards employees who raise concerns about discrimination and unlawful conduct. Witt argued that Gregg acted in accordance with legal protections by speaking out, and asserted that her firing was both unjust and illegal.

As the situation unfolds, a representative for Adidas has chosen not to comment on the ongoing litigation. The company’s stance remains unclear as the case progresses through the legal system, but the implications of Gregg’s allegations could resonate beyond her individual experience.

This case highlights the broader issues of gender discrimination in the sports industry and raises vital questions about the treatment of women within male-dominated sectors. Gregg’s claims may serve as a pivotal example in the ongoing dialogue regarding equity, safety, and respect for female athletes and sports professionals alike.

As this lawsuit develops, it remains to be seen how Adidas will respond and what impact this might have on their corporate practices concerning gender equity and workplace safety for all employees.