Target’s workforce diversity report includes plans to increase representation

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Target’s workforce diversity report includes plans to increase representation

09/10/2020

Target is sharing a detailed racial and gender breakdown of its team across all levels as part of its commitment to creating a culture that is diverse, equitable and inclusive.

In addition, the Minneapolis-based retailer also announced plans to increase the representation of Black team members across its ranks by 20% over the next three years by focusing on advancement, retention and hiring, the company said.

“Inclusivity is a deeply rooted value at Target and we've had an ambitious diversity and inclusion strategy for many years for our guests and team. We know that having a diverse workforce and inclusive environment not only creates a stronger team but also provides the perspectives we need to create the products, services, experiences and messages our guests expect,” Melissa Kremer, chief human resources officer said. “The next step in this journey is being even more transparent with our progress by sharing a deeper look into the racial and gender diversity of our team, listening to our team's feedback along the way and using this information to drive a number of new commitments for our team.”

Based on 2019 information, Target’s diversity report concluded that its workforce of nearly 350,000 team members is compromised of 50% people of color and more than half, 58%, are women.

Nearly half of its leadership division, 42%, is comprised of women and nearly a quarter, 24%, are people of color.

To increase its representation of Black team members over the next three years, the company is making several systemic changes, which include:

  • Leveraging stores, supply chain and HQ experiences to provide broader leadership pathways for Black team members to develop and advance;
  • Developing programs that hire and retain Black team members in career areas with such low levels of representation as technology, data sciences, merchandising and marketing;
  • Increasing its network of mentors and sponsors to help Black team members accelerate and advance;
  • Ensuring its benefits and partnership drive wellness and safety for Black team members; and
  • Conducting anti-racist training for leaders and members that educate, build inclusion and foster a sense of belonging.

“The changes we're making are going to have a meaningful impact on the careers of our Black team members and prospective team members,” Kiera Fernandez, vice president of human resources and chief diversity and inclusion officer said. “A diverse and inclusive team at Target is one where there's equity in how we promote, retain and hire team members. Additional leadership development, training programs and mentorship for our Black team members, along with a focus in areas of the business where our Black representation is not as strong, will offer new career development opportunities for our team for years to come. And we know the support we have for our team helps extend our reach outside our walls, creating a ripple effect that impacts our guests and communities.”