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Target to Increase Representation of Black Employees by 20% in 3 Years
Retailer’s plan includes focus on advancement, retention and hiring. The retailer’s Workforce Diversity Report, based on 2019 information, reveals that its workforce of nearly 350,000 team members is 50% people of color.
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The retailer’s Workforce Diversity Report, based on 2019 information, reveals that its workforce of nearly 350,000 team members is 50% people of color.Photograph courtesy of Target
As part of its commitment to social justice and racial equity, Target has pledged to increase representation of Black team members by 20% over the next three years by focusing on advancement, retention and hiring.
The Sept. 10 announcement coincided with the Minneapolis-based retailer’s release of its Workforce Diversity Report, which offers a racial and gender breakdown of its team across all levels of the organization.
Based on 2019 information, the report revealed that Target’s workforce of nearly 350,000 team members is 50% people of color and more than half (58%) are women. Nearly half (42%) of Target's leadership team is comprised of women and nearly a quarter (24%) are people of color. Additionally, one-third of its board of directors are women and nearly half are Latinx or Black.
"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," said Melissa Kremer, Target’s chief human resources officer, in a release. "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."
To increase its representation of Black team members, Target said it is making a number of systemic changes, including:
Leveraging its stores, supply chain and headquarters experiences to provide broader leadership pathways for Black team members to develop and advance.
Developing programs to hire and retain Black team members in career areas with low levels of representation, including technology, data sciences, merchandising and marketing.
Increasing Target's network of mentors and sponsors to help Black team members accelerate and advance their careers.
Ensuring Target's benefits and partnerships drive wellness and safety for Black team members.
Conducting anti-racist trainings for leaders and team members that educate, build inclusion acumen, 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," said Kiera Fernandez, VP of human resources and chief diversity and inclusion officer. "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.
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Target Corp.
