Target’s Aim: Increase Black Representation of Team Members by 20%
Target said it plans to increase representation of Black team members across the company by 20% over the next three years by sharpening its focus on advancement, retention and hiring. The Minneapolis-based retailer said it’s creating new programs to advance and retain Black team members in its commitment to create a culture that is diverse, equitable and inclusive. The retailer recently released a detailed racial and gender breakdown of its team across all levels of the organization.
“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,” said Melissa Kremer, Target’s chief human resources officer. “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.
“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,” Kremer added.
Target said its “Workforce Diversity Report,” based on 2019 information, reveals that the company’s workforce of nearly 350,000 employees 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, Target said it has doubled the representation of company officers of color in the past five years. On its board of directors, a third are women and nearly half are Latinx or Black. Target said it also operates stores that reflect the diversity of its guests: More than half of its stores are run by female leaders and a third are managed by leaders of color.
To get to its goal of increasing representation of Black team members across the company by 20% over the next three years, Target said it’s 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; and
• 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, Target’s vice president of human resources and chief diversity and inclusion officer. “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.”
Target’s announcement is part of its commitment to social justice and racial equity and is being launched by the company’s Racial Equity Action and Change (REACH) committee. This group of senior leaders from across Target represents a diverse range of perspectives and expertise and guides the retailer’s efforts to engage in the fight to end systemic racism in the United States.
Target operates nearly 1,900 U.S stores and Target.com.