At TJX, inclusion and diversity have been an important part of who we are for many years, and we continue to be committed to supporting an inclusive and diverse workplace. A workforce that includes people from a variety of backgrounds and with a diversity of experiences and perspectives can help us think creatively, remain agile, and be true to our values.

At TJX, we view diversity as inclusive of many facets – race, ethnicity, age, sexual orientation, gender identity, skills, ability, experience, religion, perspectives, backgrounds, and more. We strive to treat all people with dignity and respect and do not tolerate discrimination or harassment of any kind, as referenced in our TJX Global Code of Conduct.

Our journey is guided by three global priorities that aim to further embed inclusion and diversity within our culture and business practices and support an inclusive workplace where our Associates feel welcome in the Company, valued for their diversity of thought, background, and experience, and engaged with our business mission to deliver great value to our customers every day.

Global Priorities:

Increase the Representation of Diverse Associates Along Our Talent Pipeline

We continue to work towards increasing representation of diverse Associates along our talent pipeline. We do this by focusing on ways to recruit more diverse talent to reach a broader pool of job applicants while also communicating TJX’s various development opportunities to all Associates, including our diverse populations. Expanding our outreach, looking for transferable skills, internal training, and other tools and resources help support us in these efforts.

For early career positions, we have expanded the ways we approach our search. For example, in the U.S., we partner with a variety of nonprofit partners, including The Posse Foundation, Bottom Line, Girls Who Code, The BASE, United Negro College Fund, Fashion Scholarship Fund, SummerSearch, and Thrive Scholars. We have also continued to work with Historically Black Colleges and Universities. We work with these organizations, colleges, and universities to support a variety of events, career development, and recruitment opportunities. We believe these connections introduce more high school and college students to opportunities at TJX, helping us broaden our pipeline of candidates in our efforts to recruit talented Associates based on skills, qualifications, and experience. Learn more about how we are working to build a more diverse workforce on our Recruitment & Development page.

We are proud of our culture that prioritizes development and advancement within our organization. Associates at TJX have access to an array of robust internal professional development opportunities, including our Global Leadership Curriculum, Emerging Leaders program, TJX University, and many others, as well as opportunities with external organizations with which we partner. These internal and external offerings provide Associates opportunities to expand job-specific skills, build new leadership skills, and obtain coaching and mentoring, all of which supports their development and growth. In addition, in Fiscal 2025, some of our U.S. Associate Resource Groups (ARGs) held conversations with leadership to learn more about different career paths and experiences at TJX. ARGs are Associate-led groups open to Associates who identify with the community, support the mission, or want to learn more. Read more about our efforts to support talent development at TJX on our Recruitment & Development page.

Equip Leaders with the Tools to Support Difference with Awareness, Fairness, Sensitivity, & Transparency

We recognize that it is important that leaders throughout our organization exemplify and model our culture of inclusion. We continue to equip our leaders with the education and tools needed to better understand and embrace working with those who are different than themselves. Inclusion is also a foundational value in our Leadership Competencies and Cultural Factors, which represent who we are as a Company and how we expect our leaders and Associates to show up every day. Our Leadership Development Toolkit aims to help develop our leaders and deepen their understanding of and continue their implementation of inclusive values and behaviors.

In addition to providing tools to support their own learning, we are also equipping managers with resources to help them engage in dialogue with their teams. For example, our Global Leadership Curriculum provides our leaders with tools designed to champion inclusion and encourage and empower them to engage their direct reports. In the U.S., we offer a learning series that gives Associates the opportunity to engage in candid conversations on topics designed to inform, inspire, and equip them with the confidence to embed inclusion in their day-to-day interactions. Some topics discussed include “Being Authentic,” “Build Resilience,” “Embrace Your Discomfort,” and “What is Feedback.” In addition, TJX Canada has held several educational sessions aligned to inclusive leadership and created learning modules for leaders with a focus on dimensions of identity, microaggressions, and becoming an effective ally.

Empower Associates to Integrate Inclusive Behaviors, Language, & Practices in How We Work Together & Understand Our Role & Responsibility in Inclusion

Inclusion is an ongoing journey, and everyone can play a part. We work to integrate inclusion and diversity into our everyday work and daily interactions. One of the ways we do this is through education and storytelling. We have orientation materials focused on the value we place on inclusion and diversity, as well as a library of online learning resources that support Associates’ professional development needs and our inclusive culture. Our leaders are encouraged to integrate the learning tools we have available into ongoing discussions with their teams. For example, many leaders are leveraging content and tools specifically developed to support their conversations with teams around topics such as unconscious bias and being authentic.

In Fiscal 2025, TJX offered sessions to various Associates around the globe that explored topics including allyship, curiosity, resilience and empathy, and authenticity and gave Associates an opportunity to engage in discussions. Additionally, in Fiscal 2025, TJX Europe held Inclusion and Diversity conferences in Germany, Poland, and Austria focused on education, storytelling, and raising awareness. Sessions ranged from information about ARGs and how to get more involved in their communities, to interactive sessions on language and culture and deaf awareness.

To promote awareness and align with best practices, TJX is also working to continue encouraging candid conversations and Associate feedback. Over the past several years, inclusion and diversity teams in the U.S., Canada, Europe, and Australia have conducted Associate surveys, listening sessions, and focus groups to help guide open conversations, solicit input, and grow our collective capacity to be champions of inclusion. Across various functions within the organization, Associates, supported by Human Resources, have set up committees or engagement groups to help better incorporate inclusion and diversity into our everyday work. In recent years, this has resulted in new initiatives that we believe support inclusion. For instance, our merchandising and product teams are finding opportunities to use an inclusion and diversity lens on product assortments as appropriate for our opportunistic buying and off-price business model. Additionally, we have gender-neutral gifting signage for certain merchandise in some of our stores.

Championing Inclusion

In the U.S., Canada, and Europe, we have Inclusion and Diversity Advisory Boards. The Advisory Boards give voices across the organization an opportunity to be heard. Members of these advisory boards include Associates representing a variety of functions, levels, and backgrounds across our stores, distribution and processing centers, and corporate offices. Advisory Board members provide recommendations and feedback to support our continuing inclusion and diversity work and guide us in striving to align our programs with the needs of various Associate populations.

Inclusion is championed within our culture in many ways, one of which is through Associate Resource Groups (ARGs) in the U.S. and Europe. First launched in the U.S. more than 25 years ago, ARGs are Associate-led groups and important to our efforts to champion inclusivity throughout our workplace. Open to Associates who identify with the community, support the mission, or want to learn more, ARGs support the business in a multitude of ways, including helping to align with business priorities and inclusion and diversity strategies, offering professional and social support to ARG members, amplifying the voices of our diverse Associates, and promoting diversity awareness in the workplace. Both the U.S. and Europe have a variety of ARGs that collectively include support for Asian and Pacific Islander Associates, Black Associates, Hispanic and Latin Associates, Associates with disabilities, members of the LGBTQ+ community, members of the U.S. Armed Forces, women, working parents, and Associate well-being. In Fiscal 2025, many of our ARGs focused on intersectionality and worked in collaboration to host events and educational sessions together. In recent years, both the number of ARGs and participation rates have increased.

Our Diverse Workforce

We believe the diversity of our Associates can help make us a stronger Company and better able to serve our broad base of customers around the world. We are committed to continuing to execute our global inclusion and diversity initiatives, aiming to drive sustainable, organizational change while striving to increase diversity in our talent pipeline.

We are also proud of our culture that prioritizes Associate development and advancement within our organization and are pleased that 41% of Associates in managerial positions around the world have been at the Company for more than 10 years.¹ In the field, we are proud that, as of the end of Fiscal 2025, more than 75% of current U.S. Store Managers were promoted into the Store Manager role from other positions in the Company. As we work to create a more inclusive and diverse workforce, we recognize the importance of building our talent pipeline with diverse talent and providing current Associates opportunities for growth and development.

Pay Equity

Since 2020, TJX has periodically conducted a pay equity analysis of its U.S. workforce that covers gender and race/ethnicity. In the U.S., based on 2024 data and accounting for job title, geography, and full- or part-time status, we found, on average, no meaningful difference in base pay between Associates based on gender or race/ethnicity at TJX. We intend to continue to monitor our processes and review our data periodically to support our goal of continuing to compensate our Associates equitably based on their skills, qualifications, role, and abilities.