We expect our Associates to work hard, challenge themselves and be innovative in their thinking. But we also know that when our Associates feel connected, respected and included, it shows in their performance. That’s why we strive to create a supportive, stimulating environment, where sharing ideas is encouraged and a work/life balance is attainable.
We live and work in cities, suburbs and rural communities. We believe each one of our Associates brings something unique to our collective culture – a diversity of experience, gender, race, ethnicity, age and more. At TJX, diversity is not something we mark off of a checklist; it is something we celebrate in many ways! We are proud that globally, 77% of our total workforce – corporate, store, managerial and non-managerial – and 65% of our management team is female.1 And in the U.S., 56% of our total workforce and 32% of our management team are made up of racially and ethnically diverse people.2, 3
To support our growth, we are continually looking for diverse, enthusiastic and committed individuals to join our team. We’ve seen firsthand that the talented individuals we hire today can transform into our global leaders of tomorrow, but we also recognize that a person must feel valued if they are to make a long-term commitment to any employer. That is why we believe that diversity and inclusion are equally important, and we strive to establish partnerships with leaders, managers and Associates to drive an inclusive workplace where all Associates are welcomed, valued and engaged. Across our regions, we have formal and informal initiatives underway to foster inclusion and a sense of family. These are captured in five key areas:
Our diversity and inclusion goal is to equip leaders, managers and Associates with the tools and personal support needed to create a workplace culture of inclusivity.
With relationships and respect so deeply embedded into our culture, we know it is important to take the time to celebrate our diversity. Our Associate Resource Groups in the U.S. and Canada run programs throughout the year, such as Bring Your Whole Self to Work, to honor our differences. Our U.S. distribution centers fly the flags of the countries represented by our Associate base and celebrate key holidays that are important to them. In Canada, we host a diversity picnic at our home office that kicks off with an Associate huddle around why diversity is important to us. We also have a large presence in PRIDE parades occurring across the U.S. and Canada each June, among our many other inclusion-related activities.
TJX has earned a score of 100 on the Corporate Equality Index of the U.S.-based Human Rights Campaign in eight of the past nine years and earned the highest ranking in the Human Rights Campaign’s “Buying for Workplace Equality” guide. We periodically review our policies against the guidelines set forth in the Index.
In the U.S., prior to nationwide recognition of same-sex marriage, TJX was proud to provide benefits to same-sex domestic partners who did not have access to marriage. Today, we are pleased to provide benefits to our married Associates and their spouses. We also provide transgender-inclusive healthcare benefits and related healthcare services. We include language on "gender identity and expression" in the Company nondiscrimination policy.
We strive for diversity at all levels of our organization, including management, and continue to work on initiatives that further embed inclusion as one of our core values, as it impacts not only recruitment and retention of Associates, but is a key element of our culture. In Canada, we have a Diversity Council, consisting of senior leaders from across the Canadian organization, that set the vision and goals that will drive diversity and inclusion across that organization. In Europe, we operate in six countries so sensitivity to cultural differences is extremely important to us. As we grow our business, we believe we can be more successful long term if our workforce is inclusive and reflects the diversity of our customer population.
In the U.S. and Canada, we have formal groups established to support Associate learning, including education on topics related to diversity and inclusion. These Associate Resource Groups offer networking, development and support for new and long-time Associates and are open to anyone in our corporate offices and loss prevention (LP) groups. While informal, the Groups are well organized with a dedicated focus on a business objective and inclusion goal and include:
For more on our Associate Resource Groups, click here.
Our Associate Resource Groups are well positioned to help their members develop leadership skills and talent. By offering workshops, career development activities and project management opportunities, members can learn and strengthen skills that are directly transferrable to their jobs or even help develop them for future advancement.
Inclusion-related learning varies among the countries in which we operate and is tailored to address the environment an Associate most often encounters. For example, store management in our U.S. stores may use a tool called “Culture Pulse” to gauge how store teams are performing in the areas of customer engagement and in their connections with each other. In 2015, in an effort to inspire, motivate and build Associate morale, TJX stores across Canada launched The JOY Project, a customer service and Associate engagement initiative. This effort works to build strong connections between managers, Associates and customers, and recognizes behaviors that mirror important aspects of our culture. In Canada, we also offer management-level programs, such as “A Winning Balance,” to help managers better understand their teams and be more effective leaders. In 2016, Canada expanded this program beyond management. In Europe, as we expand into new countries, we recognize that our cultural diversity is becoming more complex. To support the increasingly diverse population of our merchandising and buying organizations, we designed a development workshop to help Associates understand, appreciate and successfully navigate others’ cultural preferences to build meaningful working relationships.
To supplement our internal training and educational initiatives and continue to recruit a diverse population, we attend conferences and college job fairs and partner with several business networks that offer specialized development for various audiences. In the U.S., these partnerships include the National Urban League and the National Council of La Raza. We also belong to Conexion in Boston and on a national level, The Partnership. Conexion pairs Latino Associates with a seasoned mentor at organizations in other industries and provides workshops in leadership. The Partnership offers year-long programs in leadership and cultural navigation for early- to mid-career Associates, as well as the Next Generation Executive Program, a five-month training course. In addition, we actively bring together Associate alumni of both programs in order to build a network that can support participants and encourage learning. To date, we have over 400 Associates of diverse ethnic and racial backgrounds who are alumni of The Partnership programs.
Below are some of our more recently received distinctions:
1 Managerial is defined as Assistant Store Manager (or equivalent level) and above, across the Company.
2 Data on ethnic and racial diversity not available outside the U.S.
3 Racially and ethnically diverse people are defined as minorities under the U.S. Equal Employment Opportunity Law