Attracting Tomorrow’s Leaders, Today

As a Fortune 100 company, operating more than 4,800 stores in nine countries, we need to attract, develop, and retain talent to execute our off-price business and support our growth. We are continually looking for diverse, enthusiastic, and dedicated people to join our team, and we remain committed to building our internal talent pipeline to develop our Associates into our global leaders of tomorrow.

We take a multi-faceted approach in recruiting to reach a pool of candidates that has a diversity of races, ethnicities, ages, sexual orientations, gender identities, abilities, and experiences, and more. We are also committed to hiring from the communities we serve.

Building a More Diverse Workplace is a Priority

As we build a more diverse talent pipeline, we continue to use a variety of strategies to support our recruiting efforts including increasing internal training, expanding outreach to better connect with diverse networks, and finding ways to use technology to improve our processes. For example, in Fiscal 2023, we worked to enhance our ability to analyze our applicant pool and capture leads; our relaunched global careers website improved the user experience for prospective candidates; and we continued to use a tool designed to help reduce potential unconscious biases in job descriptions and other recruitment communications as well as to identify language that may inadvertently undermine our inclusion efforts.

In recent years, we have scaled our internal diversity training which we believe helps us in our efforts to continue to build more inclusive recruitment practices. For instance, many of our recruiting teams participated in unconscious bias training globally and in Canada, the recruitment team has completed training focused on inclusive interview practices to help make candidates’ experiences welcoming.

We are actively pursuing opportunities to increase minority candidate representation when we recruit for early career positions. In the U.S., we have enhanced our outreach to Historically Black Colleges and Universities and partner with diverse on-campus organizations for recruitment events. We have developed and expanded relationships with several non-profit partners focused on increasing opportunities for underrepresented students, such as Bottom Line, Girls Who Code, Leadership Enterprise for a Diverse America (LEDA), The Posse Foundation, and Thrive Scholars. In Europe, we recruit from a diverse pool of candidates for our Graduate, Placement, and Apprenticeship Programmes and partner with organizations such as The Prince’s Trust, the UK Government’s Department for Work and Pensions, and the UWV in the Netherlands to create career opportunities for disadvantaged young people, including many from underrepresented communities. Globally, we continue to broaden our relationships with schools, universities, and smaller colleges to widen our reach.

We are also committed to working toward increasing the representation of diverse candidates in management-level positions, including people of color, LGBTQ+ individuals, people with disabilities, and women. In certain U.S. markets, we are also considering ways to better align the diversity of our Field Management teams to reflect the demographics of the communities we serve.

Enhancing Executive Diversity Policy Statement

At TJX, we believe that the continuity and stability of our most senior leadership team, which has decades of off-price retail and TJX experience, has been a critical factor for our success. We are also proud of our culture that prioritizes Associate development and advancement within our organization. In addition, we continue our work to build a more diverse pipeline of talent to support our efforts to improve the diversity at all levels of our organization.

Consistent with our inclusion and diversity efforts, in 2021, our Board approved a policy that, in the event that our Board commences a search for a Chief Executive Officer from outside TJX, or if our management commences a search for an executive-level role reporting directly to the CEO from outside TJX, the initial list of candidates will include qualified female and racially/ethnically diverse candidates. If our Board or our management engages a third-party firm for such a search, that firm will be instructed to include qualified female and racially/ethnically diverse candidates in the initial list of candidates provided to TJX.

On-Campus Recruiting: From Their Campus to Ours

Historically, several hundred students each year have taken part in TJX internship and co-op programs operating across our divisions worldwide, in areas including Merchandising, Finance, Human Resources, Information Technology, Store Operations, Distribution Services, and more. In Fiscal 2023, we were excited to have close to 600 people participate in these programs. We seek candidates who are curious and have a passion for innovation, relationship building, strategic thinking, and global relations.

Our internships and co-ops are coveted among many students, especially those who have a passion for various aspects of the retail industry. Globally, many participants in these programs join us full-time after completing their college requirements.

To widen our pool of participants, in Fiscal 2023, we piloted a part-time internship program in the U.S., to help us attract students who may not be able to participate in our full-time program. We are exploring other initiatives like this pilot to expand the reach of these programs.

Proudly Hiring Those Who Have Served in the U.S. Military

Our long-standing commitment to the U.S. Armed Forces is highlighted by our dedication to hiring veterans and military service members, including active Guard and Reserve, as well as their spouses. We value their strong work ethic, professionalism, and loyalty and offer a range of career options to match their talents and expertise.

TJX has several initiatives supporting military hiring, including participating in career fairs for military personnel and working with military job boards to increase exposure and marketing efforts to military personnel and their families. The company also keeps in touch with current and prospective candidates through our military talent community page and email campaigns.

We are pleased to report that we have hired more than 12,000 Associates who are members of the military, veterans, or their spouses since 2013.

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Learn More About our Employer Support of The Guard & Reserve

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Learn More About Military One Source

Creating Personal and Professional Opportunities

For nearly a quarter of a century, TJX has been working to provide employment and training opportunities to individuals with varying levels of skills and abilities, including those who face barriers to employment or are in underserved communities. We have developed community outreach strategies to help us foster a diverse workforce that includes qualified individuals with a breadth of abilities.

For several years, TJX has partnered with Junior Achievement in the U.S. and supports the organization in providing work readiness, entrepreneurship, and financial literacy skills for young people. Through this connection, TJX Associates have the opportunity to volunteer in local Junior Achievement programs.

Teams in the U.S. and Europe participate in innovative youth programs which offer personal and professional development opportunities for disadvantaged or vulnerable young people. In the U.S., our Community Referred Associates program is dedicated to creating training and employment opportunities for individuals that may have had difficulty with obtaining employment opportunities in the past. As part of the program, TJX has partnered with several community-based organizations to offer temporary, 90-day roles focused on job training and aims to transition eligible participants to a part- or full-time Associate. More than 300 Associates have participated in this program.

TJX Europe has a long-standing commitment to help vulnerable children and young people achieve their potential in local communities. In Fiscal 2023, TJX Europe worked in partnership with the U.K. government’s Kickstart Scheme to support young people aged 16-24 through six-month work placements and training at T.K. Maxx and Homesense stores across England, Wales, and Scotland. More than 500 young people have enrolled in this program since it began in September 2021, engaging in 25 hours of paid work and on-the-job skills training per week, coupled with employability training and resources provided in partnership with The Prince’s Trust. With a combination of work experience and trainings, the program aims to help young people secure sustained employment when their Kickstart placement ends and we are pleased to have hired nearly 150 Kickstart participants for positions in our stores and in customer service roles.

To support its field recruitment efforts, our Canadian team partners with various organizations through our Find Your Stride charitable initiative, which aims to help women get the skills and support they need to move forward. Through our partnership with the Calgary Women in Need Society, we support the TJX Retail Ready Program—an eight-week program that provides in-class training, on-the-floor retail experience, and mock interview support to help prepare women for careers in retail.

In the U.S., TJX partners with Best Buddies International, a nonprofit organization dedicated to creating opportunities for individuals with intellectual and developmental disabilities. Our teams partner closely with Best Buddies volunteers and participants to find roles in our T.J. Maxx, Marshalls, HomeGoods, Sierra, and Homesense stores that match job seekers’ interests and talents. To date, we’ve been excited to hire more than 300 Best Buddies participants to serve in a variety of functions at our stores, including cashiers, dressing room attendants, greeters, merchandise organizers, and product assemblers.

Making A Difference: Supporting Young People Through The Prince’s Trust’s Programs

In the U.K., TJX Europe has worked with The Prince's Trust for many years, supporting young people through the “Achieve” and “Get Into” programs, with a goal of preparing them for employment opportunities. Since 2016, Homesense’s support of the Achieve program has helped over 3,500 young people who are at risk of struggling with, or who may have been excluded from, mainstream education. Achieve is designed to help young people boost confidence, develop new skills, and effectively work in teams. Meanwhile, T.K. Maxx/Homesense is one of the largest partners of the Get into Retail program, and we are proud to have engaged with over 1,600 young people. Get into Retail provides training, development, and employment opportunities for successful participants, and approximately 70% of our Get into Retail participants have gone on to secure roles with us. In addition to these programs, our Loss Prevention team partners with The Prince’s Trust to help disadvantaged young people who face adversity to create new futures for themselves through the Get Into Loss Prevention program. In Fiscal 2023, we were pleased to pilot a new extension of this work with a Get Into Distribution program at our Processing Centre in Wakefield.

Pete’s Story

“I was looking for employment post-pandemic and I came across the Prince’s Trust and T.K. Maxx 'Get Into Loss Prevention' Programme. I've previously worked in varied roles in the retail industry and figured I'd take on a new challenge. What did I have to lose?

“My placement was at The Prince's Trust South London Centre and I was also buddied up for in-store days at T.K. Maxx.”

Upon completing the program, Pete was hired as a Loss Prevention Officer (LPO).

“I enjoyed being an LPO as it was new and a gateway to developing myself at T.K. Maxx. After gaining invaluable knowledge and insight into the business, I became hungry for more and knew that I'd have to demonstrate my capabilities and skills in order to be considered for progression.

“I was honored to be promoted to the Loss Prevention Advisor (LPA) role, and to hear from my manager and store team that it was well deserved and a reflection of my upwards trajectory since starting at the business.

“The journey is continuous, and the hard work isn't over yet.”

— Pete, Loss Prevention Advisor, T.K. Maxx

Updated May 2023