Target
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Target’s Taking Bold Steps to Increase Black Representation Across the Company

Originally published on corporate.target.com.

(Courtesy of Target)

The Target team has long been working to create a diverse, equitable and inclusive culture for all. It’s something we’ve championed for many years through our diversity and inclusion goals—and already this year we’ve pledged to accelerate that work and increase transparency with the help of our new Racial Equity Action and Change (REACH) committee.

Today we take another step forward with the release of our Workforce Diversity Report—a detailed look at the racial and gender breakdown of our team across the organization (based on 2019 data). Along with this report, we’re planning to increase representation of Black team members across the company by 20% over the next three years by sharpening our focus on advancement, retention and hiring.

Inside the data—and our opportunity to do more

Target’s diversity and inclusion goals have helped us make some great strides—today, half of our team are people of color and more than half are women. Nearly half of our leadership team is comprised of women and nearly a quarter are people of color. Our Board of Directors is one-third women and nearly half are people of color. And more than half of our stores across the country are run by female leaders, while a third are managed by leaders of color.

(Courtesy of Target)
It’s the people that count. We value the 350,000+ individuals who come together as a team to serve our guests.

learn more about our team members

But we want to go deeper, and our Workforce Diversity Report helps us do that. Disaggregating our data and conducting a deeper analysis help us clarify our areas of focus, make more specific commitments and hold ourselves accountable for progress. The data also makes it clear that there’s much more work to be done. Our actions to date simply haven’t resulted in equitable outcomes for our Black team members, and we need to do more to increase representation and advancement opportunities and reduce turnover.

That’s where our new commitment comes in. To make sure we equitably retain and advance our talented team, we’re introducing a number of systemic changes that will help our Black team members:

  • We’ll leverage our stores, supply chain and HQ experiences to provide broader leadership pathways for Black team members to develop and advance
  • We’ll develop programs to hire and retain Black team members in career areas with low levels of representation, including technology, data sciences, merchandising and marketing
  • We’ll increase Target’s network of mentors and sponsors to help Black team members accelerate and advance their careers
  • We’ll work to ensure Target’s benefits and partnerships drive wellness and safety for Black team members
  • We’ll conduct anti-racist trainings for leaders and team members that educate, build inclusion acumen and foster a sense of belonging

These are ambitious goals, but we know they’re achievable with support from our leaders and teams who recognize the urgent need for these actions. By working together, we’ll continue to make Target a place where all team members can thrive.

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