As an international company serving customers on three continents, in nine countries, we greatly appreciate and value the importance of having an inclusive and diverse workforce. To us, diversity and inclusion means that we want every TJX Associate to feel welcomed in our Company, valued for their contributions and engaged with our business mission.
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. We believe it is important to help Associates understand, respect and effectively navigate differences among people, whether those differences relate to gender, ethnicity, race, age or other legally protected categories. 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, whether we are operating in Los Angeles, Montreal, London, Puerto Rico or Sydney.
Across TJX, women fulfill many key roles in our stores and distribution centers and in corporate management. Overall, women make up approximately 77% of our global workforce, and approximately 66% of our managerial positions throughout the world are filled by women.1
In the U.S., approximately 55% of our total workforce and approximately 32% of our managerial positions are comprised of people of color.1, 2
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.
To supplement our internal training 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 other organizations in other industries and provides workshops in leadership. The Partnership offers year-long programs in leadership and cultural navigation for Associates and Fellows, as well as the Next Generation Executive Program, a five-month training course. To date, we have over 400 Associates of diverse ethnic and racial backgrounds who are alumni of The Partnership programs.
TJX has earned a score of 100 on the Corporate Equality Index of the U.S.-based Human Rights Campaign in 7 of the last 8 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 and are pleased to achieve a score of 100 this year.
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.
Below are some of our more recently received distinctions: