Retailer also identifies systemic changes to help it retain black employees and aid their advance within the company.
“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,” chief human resources officer Melissa Kremer said in a news release. “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.”
Target also identified systemic changes that should help it retain black employees and help them advance within the company. These are:
- Leverage stores, supply chain and headquarters experiences to provide broader leadership pathways.
- Develop programs to hire and retain black team members in career areas with low levels of representation, including technology, data sciences, merchandising and marketing.
- Increase Target’s network of mentors and sponsors to help blacks accelerate and advance their careers
- Ensure Target’s benefits and partnerships drive wellness and safety for black employees.
- Conduct anti-racist training for leaders and team members that educate, build inclusion acumen and foster a sense of belonging.
While pledging to do better, Target highlighted steps it has taken over the past five years to double representation of non-white officers, who now comprise 30% of the total. But just 5% of those individuals are black, the company said. Target also touted ongoing improvements in the diverse makeup of its store managers, more than half of whom are women and a third of whom are people of color.