By 2020, Target had had a DE&I strategy in place for 16 years. The first half of those years Target created the DE&I office, it’s team and capabilities. The last seven years was spent on refining strategy, goals, metrics and outcomes. However, the social upheaval of 2020 forced them to re-evaluate and recognize that while they had affected positive change in their workforce demographics, 75 percent of their leadership was white and fifty percent of their workforce was white. According to Kiera Fernandez, Target’s Senior Vice President of Talent and Change and Chief Diversity and Inclusion Officer, they weren’t, “…accelerating a number of
(their) priorities across (their) Black team member, guest and community populations in the same way (they) saw it progress across other parts of (the) business.” They realized that it was time to take action and make intention, reality. What did they do? They facilitated listening sessions for all workers, with an emphasis on those from targeted communities, instituted new benefits (they let vulnerable employees take paid leave), offered alternate transportation in areas with limited transit options, and provided personal protective equipment and thermometers to all employees. They created REACH (Racial Equity Action and Change) which is comprised of senior leaders with the goal of creating permanent change in the black community. They implemented a robust anti-race training program. During the pandemic Target increased its benefits and pay spending by $1 billion from 2019-2020, and it enjoyed MORE revenue gain in 2020 than in 11 previous years combined. What does this prove? The proof is in the numbers. You can create a just, fair, diverse and caring environment that puts employees first AND increase profit. In fact, better yet, guarantee increase in bottom line by implementing these values and practices. https://rb.gy/ztpiwf