Building a more diverse talent pipeline is a priority for TJX. In recent years, we have scaled up the use of tools and internal diversity trainings to support our recruiting efforts. In fiscal 2022, leaders across
our recruitment teams participated in unconscious bias training to help us continue creating an inclusive recruitment process. Additionally, we have implemented a new tool in the U.S., Canada, and Europe in
an effort to reduce potential unconscious biases in job descriptions and other recruitment communications and to identify language that may inadvertently undermine our inclusion efforts. We also benchmark periodically
against peers to better understand how we can leverage opportunities to expand awareness of TJX and our available jobs among diverse audiences.
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
(HBCUs) 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 Leadership Enterprise for a Diverse America (LEDA), The Posse Foundation, and Girls Who Code., 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 community being served.
Enhancing Executive Diversity Policy Statement
At TJX, we believe that the continuity and stability of our most senior leadership team, which includes 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. We are working 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 March 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.
Learn more about TJX’s efforts to build and support a more inclusive and diverse workforce on our Inclusion and Diversity page