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

Today the retailer has taken another step forward with the release of their 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, Target is planning to increase the representation of Black team members across the company by 20% over the next three years by sharpening focus on advancement, retention, and hiring. 

Target’s diversity and inclusion goals have helped create some great strides—today, half of the team are people of color and more than half are women. Nearly half of the retailer’s leadership team is comprised of women and nearly a quarter are people of color. The 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.

But Target wants to go deeper, and the Workforce Diversity Report is designed to help them do that. Disaggregating the data and conducting a deeper analysis will help clarify the areas of focus, make more specific commitments and creat accountability for progress. The data also makes it clear that there’s much more work to be done. According to Target their actions to date simply haven’t resulted in equitable outcomes for their Black team members, and they need to do more to increase representation and advancement opportunities and reduce turnover.

Target has clearly spelled out their new commitment  with a set of systemic changes that will help their 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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