Skip to main content

Retaining Talent


A CULTURE OF LEARNING


At TJX, we believe our ability to attract and retain our top talent is largely due to our Company’s long-term success in combination with our culture, including our attention to inclusion, training and development, and work/life balance. In fact, developing talent and championing our culture are global business priorities each year. We believe that our Associates contribute to our success, so we are passionate about contributing to theirs.

To help support the development of our Associates, we have defined leadership and cultural competencies, which are skills and behaviors that have led to long-term success for many of our managers. Personal character and integrity are at the core of these competencies, as is investing the time to build relationships, whether that is with co-workers across the hall or in another country.

We strongly believe that these competencies benefit our business overall, and that our results reflect our efforts. While our goal is to foster career growth across the organization, we are particularly proud of our results in our stores and field offices where over 84% of managerial positions1 were filled by internal promotions in 2019.

Finally, we recognize that a person must feel welcome, valued, and engaged if they are to make a long-term commitment to any employer. Across our organization, we have formal and informal initiatives underway to foster inclusion. Read more about our inclusion and diversity initiatives.

TJX retaining talent through our culture of attention to inclusion, training and development, and work/life balance.


We strongly believe that these competencies benefit our business overall, and that our results reflect our efforts. While our goal is to foster career growth across the organization, we are particularly proud of our results in our stores and field offices where over 84% of managerial positions1 were filled by internal promotions in 2019.

Finally, we recognize that a person must feel welcome, valued, and engaged if they are to make a long-term commitment to any employer. Across our organization, we have formal and informal initiatives underway to foster inclusion. Read more about our inclusion and diversity initiatives.

84%

of managerial positions1 in stores and field offices were filled by internal promotions in 2019.

38%

of people in managerial positions1 around the world have been at the company for 10 or more years.


18%

for 10-14 years

11%

for 15-19 years

9%

for 20+ years

18%

for 10-14 years

11%

for 15-19 years

9%

for 20+ years


1Managerial is defined as Assistant Store Manager (or equivalent level) and above across the Company.