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Embracing Inclusion and Diversity


To support TJX’s future growth, we are continually looking for enthusiastic and committed individuals from a broad range of backgrounds and experiences to join our team as we believe it is important that our workforce reflect the diversity of our customers and the communities we serve. We also believe that creating an inclusive environment in which Associates are engaged and empowered strengthens our business and fosters a culture where Associates are inspired to work hard, challenge themselves, and be innovative in their thinking. At TJX, inclusion and diversity are both important, and we encourage partnerships among leaders, managers, and Associates so all Associates feel welcome in the Company, valued for their contributions, and engaged with our business mission.

Diversity Presents Itself in Many Ways

The Diversity Wheel focuses on specific aspects of race, ethnicity, age, gender, sexual orientation/gender identity, creed, national origin, mental/physical ability, socioeconomic status, work experience, education, political belief, organizational role, language/communication skills, and appearance.

Adapted from Johns Hopkins Diversity Wheel from http://web.jhu.edu/dlc/resources/diversity_wheel/


Our Differences Make Us Stronger


Each one of our Associates brings something unique to our collective culture – a diversity of experience, gender, race, ethnicity, age, sexual orientation, ability, and more. At TJX, diversity is not something we mark off of a checklist; it is something we celebrate in many ways!

Women are an important part of our diverse workforce, and we are proud of the strong representation of women across our workplace, including an increasing percentage of our leadership team.

Globally, women make up 78% of our total workforce, and they hold 67% of our managerial positions.1 Further, women are strongly represented in our more senior ranks, with women comprising 53% of Assistant Vice President and above positions, 44% of Vice President and above positions, and 42% of Senior Vice President and above positions. Additionally, averaged over the past three years, women earned 78% of our promotions. We are also proud that five of the 11 members of our Board of Directors are women.

Our workforce also reflects a diversity of races, ethnicities, cultures, and nationalities. In the U.S., members of racially or ethnically diverse groups comprise 57% of our total workforce and 34% of managerial positions.2

At TJX, we have high management tenure rates. We are pleased with the stability of our leadership team, which gives us the benefit of years of off-price retail experience to provide to our newer team members. We continue to strive towards a more diverse workforce across our Company at every level, and we are moving our programs forward with a goal of continuous improvement.



Pay Equity


At TJX, we are firmly committed to pay equity and fostering an inclusive and diverse environment that provides attractive and accessible opportunities throughout our organization for our Associates to fulfill their potential. As a large, complex, and global business, we believe it is imperative that we attract and retain the best talent for TJX at all levels and in all functions. We have designed a compensation structure intended to pay our Associates competitively in the market and equitably based on their skills, qualifications, role, and abilities, and we are proud that women fulfill key roles across the company. We have long-standing processes in place to evaluate our compensation practices. We set objective pay targets by position and periodically conduct general compensation reviews, which often include benchmarking of our compensation against a number of metrics. Our incentive plans emphasize objective, performance-based pay and team-based execution of our business goals across the company. We also adopted a policy not to ask job applicants about their prior compensation history during the hiring process in the U.S.

We have expanded our efforts to include a gender pay equity analysis of our U.S. workforce. We are pleased to report that, in the U.S., accounting for job title, geography, and full- or part-time status, we found, on average, no meaningful difference in base pay between male and female Associates at TJX.

We are further expanding our pay equity analysis of our U.S. workforce to include race/ethnicity and intend to provide a disclosure of our findings by the end of 2020. We intend 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.


OUR APPROACH TO INCLUSION: WELCOME, VALUED, ENGAGED


Our culture places great value on relationships, which has been a key to our success since our founding and is a guiding factor driving our inclusion efforts. We encourage Associates to form strong, lasting relationships with each other. We recognize that our commitment to this relationship development must include ensuring that Associates feel welcome, valued, and engaged if they are to make a long-term commitment to TJX. We strongly believe that:

Our goal is to equip our Associates with the tools and support needed to further enhance a workplace culture of inclusion. Across our regions, we have formal and informal initiatives underway to foster this.

78%

of promotions globally earned by women, on average, over the past three years


  • INCLUSION-BUILDING ACTIVITIES AND AWARENESS

    We do not tolerate harassment or discrimination, and we expect Associates to treat each other with dignity and respect. These expectations are reinforced to all Associates in the TJX Global Code of Conduct. In addition, engagement and learning about our inclusive culture begins almost right away for our new Associates. In 2019, we rolled out a global new hire orientation program that included a video and supporting materials discussing our approach to inclusion and our Welcome, Valued, and Engaged goals. We are excited to be able to deliver a unified message across the Company that lets our new hires know that inclusion and diversity are parts of our culture that we truly value.

    In addition to our global efforts, our various regions have inclusion-related activities. Below are examples of our initiatives.

    U.S.

    Raising awareness of unintentional bias is woven throughout our U.S. operations, including through onboarding, store communications, learning tools, processes, and more. In 2018, over 190,000 U.S. Store Associates participated in an unconscious bias training, designed to raise awareness of unintentional biases and provide the knowledge and tools needed to identify and mitigate them. In 2019, this training became part of the new hire and new manager orientations across the organization, and throughout the year, we have kept the dialogue going through ongoing conversations. For example, we have provided talking points and scenarios for Store Managers to use during Associate shift “huddles.” In the U.S., store managers also have a tool called “Culture Pulse” available to them. Culture Pulse helps store teams gauge performance in the areas of customer engagement and in their connections with each other.

    In the U.S., we have formal groups established to support Associate engagement around inclusion and diversity. These Associate Resource Groups are one of many key components for us in fostering an inclusive workplace. The groups offer networking, development, and support for new and long-time Associates and are open to Associates in our corporate offices, loss prevention (LP) departments, and select distribution centers. In 2019, these Groups featured events like “Being the Authentic You,” women’s leadership days, and a Hispanic heritage celebration.

    We aim to celebrate diversity in other ways as well. For example, 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. And, we have a large presence in the annual PRIDE parades.

    Our policies and practices also reflect our philosophy of inclusion. For example, prior to nationwide recognition of same-sex marriage in the U.S., TJX offered benefits to same-sex domestic partners who did not have access to marriage. Today, we are pleased that our benefits program provides benefits to same-sex married Associates and their spouses. We also offer transgender-inclusive healthcare benefits and related healthcare services, as well as Workplace Gender Transition Guidelines and a Workplace Gender Transition Plan template, which are designed to help transitioning Associates, their managers, and human resources partners ensure that adequate support is in place prior to, during, and after transition for those Associates. Additionally, we have updated our dress code policy to make it more gender-neutral and we have an enhanced parental leave policy. We are proud to have scored a 100 on the Corporate Equality Index of the U.S.-based Human Rights Campaign in nine of the past 12 years and earned the highest ranking in the Human Rights Campaign’s “Buying for Workplace Equality” guide.

    Canada

    In Canada, we have diversity committees in our home office and distribution centers as well as a diversity representative in stores. We also have a Values Committee in the home office for coordinating inclusion-focused events. We offer formal programs, such as “A Winning Balance,” to help Associates better understand their teams and be more effective leaders, and “DRIVE,” which stands for delivering results, innovation, value, and engagement. In addition, we have informal processes across the organization, such as pre-shift “huddle” discussions and short “did you know” postings that cover topics that support our goals for driving inclusion and diversity. In an effort to inspire, motivate, and reinforce Associate morale, TJX stores run 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.

    We also aim to celebrate diversity. As in the U.S., we participate in annual PRIDE parades across Canada, and we also host a diversity picnic at our home office that kicks off with an Associate huddle around why diversity is important to us.

    Europe

    In Europe, we are investing in additional training related to inclusion and diversity, designed to continue to foster a creative, inclusive, respectful, and productive workforce. An important part of the process is to continue to seek feedback from a broad range of Associates. We have focus groups across our organization to drive deeper insight into the day to day experience of working with us. We have developed a partnership with Everywoman, which works with organizations to enhance the potential of women. We are focusing initially on our processing centers and working on career development for all of our processing center Associates, both women and men.

    We are passionate about continuing to provide attractive and accessible opportunities throughout our organization for Associates to fulfill their potential. We plan to continue to work on solutions that build on our existing Associate engagement program to support the needs of our diverse Associate population.

  • EXTERNAL RECOGNITION

    We’re proud of what we are doing. However, we are striving to move our programs forward with a goal of continuous improvement. Below are some distinctions our work has received:


1Managerial positions are defined as Assistant Store Manager (or equivalent level) and above across the Company.
2Data on ethnic and racial diversity not available outside the U.S. Statistics for U.S. Associates are based on racial/ethnic designations used by the Equal Employment Opportunity Commission.