Diversity Case Study : Target Corporation
Case Study I:
Target Corporation
Executive Summary Diversity at Target, like everywhere, is a work in progress. Target is ahead of the national average in terms of minority hiring. Additionally, the company has a higher percentage of minorities in management positions than the industry average. “The Strength of Many. The Power of One,” is Target’s tagline for diversity. It is realized that we need many points of view all working towards the common goal in order to be successful. The goals set forward in this plan are: to increase diverse hire mix by 30% over last year; improve retention rate by 30% over last year; and to develop high potential diverse talent in the ST. Louis market. This can be done through a number of steps designed to increase the level of talent at Target both internally and externally. The areas of recruiting, retention, and development are all looked at as areas where a solution is possible. The recommendation is that steps be implemented in all three categories to work together to help the company move forward Introduction Diversity is a necessary business aspect needed for any company to succeed. In a global marketplace, a company that employs a diverse workforce, both men and women, people of many generations, people from ethnically and racially diverse backgrounds, etc. is better able to understand the demographics of the marketplace it serves and better equipped to thrive in that marketplace than a company that has a more limited range of employee demographics. Additionally, a company that supports the diversity of its workforce can also improve employee satisfaction, productivity and retention. Inclusion, relates to how an organization utilizes its various relevant diversities. If a workforce is diverse, but the employer takes little or no advantage of that breadth of that experience, then it cannot monetize whatever benefits background diversity might offer
Overall Goal To increase diverse
Target Corporation
Executive Summary Diversity at Target, like everywhere, is a work in progress. Target is ahead of the national average in terms of minority hiring. Additionally, the company has a higher percentage of minorities in management positions than the industry average. “The Strength of Many. The Power of One,” is Target’s tagline for diversity. It is realized that we need many points of view all working towards the common goal in order to be successful. The goals set forward in this plan are: to increase diverse hire mix by 30% over last year; improve retention rate by 30% over last year; and to develop high potential diverse talent in the ST. Louis market. This can be done through a number of steps designed to increase the level of talent at Target both internally and externally. The areas of recruiting, retention, and development are all looked at as areas where a solution is possible. The recommendation is that steps be implemented in all three categories to work together to help the company move forward Introduction Diversity is a necessary business aspect needed for any company to succeed. In a global marketplace, a company that employs a diverse workforce, both men and women, people of many generations, people from ethnically and racially diverse backgrounds, etc. is better able to understand the demographics of the marketplace it serves and better equipped to thrive in that marketplace than a company that has a more limited range of employee demographics. Additionally, a company that supports the diversity of its workforce can also improve employee satisfaction, productivity and retention. Inclusion, relates to how an organization utilizes its various relevant diversities. If a workforce is diverse, but the employer takes little or no advantage of that breadth of that experience, then it cannot monetize whatever benefits background diversity might offer
Overall Goal To increase diverse
References: Target Corporation. (2009). Diversity. Retrieved March 9, 2009, from http://sites.target.com/site/en/corporate/page.jsp?contentId=PRD03-002096