Academy Sports and Outdoors, Inc. (ASO) — ESG & Values Scores

Environment story

Academy Sports and Outdoors discloses minimal environmental data and commits to no quantified net-zero target, triggering substantial deductions. Scope 1, 2, and 3 emissions are undisclosed. The 10-K acknowledges tariff exposure and supply-chain disruption risks but provides no renewable-energy percentage, carbon-reduction initiatives, or verified decarbonization investments. Greenwashing detection flagged: company publicizes value positioning and supply-chain cost management but ignores material product-use emissions (firearms, ammunition, outdoor equipment). No evidence of third-party ESG audits or climate commitments. Risk factors identify climate-related disruptions (severe weather, natural disasters) but no mitigation strategy is articulated beyond operational continuity planning. Firearms sales (6% of revenue) represent a controversial product category with potential reputational and regulatory headwinds.

Criticisms on file

Undisclosed Scope 1, 2, 3 emissions and absence of net-zero commitment; no published ESG or sustainability report identified in 10-K.
Source: ASO 10-K FY2025 Item 1A Risk Factors; MD&A
Firearms sales (approximately 6% of net sales) subject to evolving federal, state, and local regulation; potential future restrictions or negative activism could materially impact business.
Source: ASO 10-K FY2025 Item 1A Risk Factors - Governmental Regulations
Reliance on imports from China, Bangladesh, Vietnam, Cambodia, and Brazil; exposure to tariff volatility, forced-labor compliance (UFLPA), and supply-chain disruptions with no disclosed circular-economy or waste-reduction initiatives.
Source: ASO 10-K FY2025 Item 1A Risk Factors - Foreign Sourcing

Disclosed initiatives

Supply Chain Risk Monitoring

Company acknowledges tariffs and international trade risks, including UFLPA compliance for Xinjiang sourcing, but no affirmative climate or carbon-reduction initiatives disclosed.

Social story

Academy Sports reports 23,000 team members (45% full-time, 55% part-time) with no unionization as of January 31, 2026. CEO-to-worker pay ratio is not disclosed in the 10-K; absence of explicit disclosure suggests potential ratio >200:1, warranting a deduction. Executive compensation disclosures are limited to named officer bios and equity compensation amounts ($21.2 million in 2025). Diversity metrics (executive/board gender, racial composition, leadership representation percentages) are not disclosed in the filing. The company emphasizes workplace safety, culture values, talent management, and competitive benefits including medical, 401(k) matching, paid parental leave, and employee stock purchase plans. No documented union-suppression activities or major strikes in 24 months are reported. Supply-chain audits and human-rights due diligence for foreign suppliers are not detailed; UFLPA compliance is mentioned as a procedural risk, but no affirmative supplier-ethics audit outcomes are disclosed. Turnover rates are not quantified. Leadership development programs, succession planning, and safety training are described qualitatively.

Criticisms on file

No CEO-to-worker pay ratio disclosed; absence of executive compensation transparency relative to median worker wage prevents assessment of executive excess or alignment with workforce compensation.
Source: ASO 10-K FY2025 Item 1 - Executive Officers; MD&A
No diversity metrics (gender, race, ethnicity) disclosed for workforce, leadership, or board; absence of formal DEI program, supplier-diversity program, civil-rights audit, or EEO-1 disclosure prevents ESG assessment on equity.
Source: ASO 10-K FY2025 lacks diversity disclosures in Item 1 or executive sections
Supply-chain audit and human-rights due diligence not disclosed; UFLPA compliance treated as procedural risk rather than as part of comprehensive supplier-ethics governance.
Source: ASO 10-K FY2025 Item 1A Risk Factors - Foreign Sourcing, UFLPA
Turnover rate not quantified; high part-time workforce (55%) and acknowledgment of entry-level position turnover risk suggest turnover is material but undisclosed.
Source: ASO 10-K FY2025 Item 1A Risk Factors - Failure to Attract, Train and Retain Quality Team Members

Disclosed initiatives

Compensation and Benefits Program

Medical, dental, vision, 401(k) with match, ESPP, paid time off, professional reimbursement, paid parental leave, life/legal/pet/accident insurance.

Positions company as offering competitive and comprehensive benefits; scope of coverage suggests commitment to workforce retention.
Talent Management and Development

Instructor-led, online, and blended career and leadership development; annual performance reviews and talent calibration; succession planning conducted annually.

Internal promotion pathways and leadership pipeline development support retention and career advancement.
Workplace Safety and Health

Safety policies, training (incident reporting, evacuation, active shooter, hazardous materials, heat safety), and emphasis on 'safety-first culture'.

Proactive safety culture and training reduce occupational injury risk and compliance violations.

Governance story

Academy Sports operates under a standard one-share-one-vote common stock structure with no disclosed dual-class share arrangement, satisfying governance baseline. Board independence percentage is not explicitly disclosed; composition includes CEO Steven P. Lawrence (assumed inside director) alongside unidentified other directors, preventing full independence audit. Lobbying expenditure is not disclosed in the 10-K. The company has not reported active antitrust, consumer-safety, or financial-fraud regulatory proceedings in fiscal 2025; however, the 10-K references firearms-dealer regulatory oversight under DOJ 'zero-tolerance' policy (2021; rescinded 2025) and ongoing UFLPA compliance complexity. No evidence of shareholder activism or contested proxy proposals is provided. The company maintains compliance frameworks for data privacy, cybersecurity, consumer protection, and anti-corruption (FCPA), with emphasis on information-systems governance and risk management. The 10-K does not indicate shareholder proposals, political-contribution disclosures, or PAC-related positions. Executive leadership stability appears strong (CEO Lawrence in role since June 2023; CFO Ford since July 2023; CMO McCabe since June 2023); succession planning is noted as annual practice. Deferred-loan-cost write-offs ($449k in 2024, $0 in 2025) reflect prior debt-restructuring actions.

Criticisms on file

Board independence percentage not disclosed; CEO Lawrence confirmed as director; other board members unnamed and independence status unknown; prevents full governance assessment.
Source: ASO 10-K FY2025 Item 1 - Executive Officers and Board Information (incomplete)
Lobbying expenditure not disclosed; PAC contributions and political-stance alignment not reported; prevents assessment of potential climate or consumer-protection deregulation lobbying.
Source: ASO 10-K FY2025 lacks political/lobbying disclosures
Firearms dealer licensing and DOJ enforcement oversight; zero-tolerance policy (2021–2025) created compliance exposure; policy rescinded in 2025, reducing immediate enforcement risk but underlying regulatory sensitivity remains.
Source: ASO 10-K FY2025 Item 1A Risk Factors - Governmental Regulations (Firearms)

Disclosed initiatives

Cybersecurity and Data Privacy Governance

Company maintains significant information-security resources, cyber liability insurance, and compliance with privacy laws (state, federal); emphasis on third-party risk management and breach prevention.

Comprehensive cyber-risk framework reduces data breach and liability exposure.
Regulatory Compliance Framework

Compliance with FCPA, ITAR, consumer-protection laws, environmental regulations, employment laws, and import/customs requirements; regular training and audit mechanisms noted.

Multi-domain compliance infrastructure minimizes legal and regulatory violations.
Annual Succession Planning

Board and senior leadership conduct annual talent calibration and succession planning to identify internal candidates for key positions.

Proactive succession planning reduces key-person risk and leadership continuity.

These are Missionomics' own editorial scores — directional signals built from disclosed facts under a published method, not certifications or definitive ratings of Academy Sports and Outdoors, Inc.. Coverage and confidence vary by data point, and figures can lag real-world changes. Read the full Methodology for sourcing, scoring, and correction details — or open Academy Sports and Outdoors, Inc. in the app for interactive charts and portfolio building.

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