Target

No publicly available information was found regarding Target’s overall commitment to gender equality and women’s empowerment across its full value chain. The company does not disclose how it integrates these issues into its governance structure, strategy, processes or management systems, or how it engages with stakeholders to manage and improve its gender impacts.

However, the company has a gender-responsive grievance mechanism that considers the specific needs of its women employees, for instance guaranteeing confidentiality and anonymity, allowing concerns to be reported to someone other than the direct supervisor via a telephone line or by email, and ensuring non-retaliation and protection of the aggrieved party. It also allows supply chain workers to access its grievance mechanism through its Integrity Hotline. This provides information in 14 languages as well as offers interpreters for workers to report concerns in their local language. Furthermore, suppliers are required to have their own local grievance mechanisms in place.

Target has not disclosed information to demonstrate that it screens for gender-related issues among its suppliers as part of its audit processes, such as sexual harassment or discrimination against women based on their pregnancy and marital status. Furthermore, no information was found regarding whether suppliers are required to take corrective action if these gender-related issues are identified.

Target considers the fair representation of women in its workplace. In 2018, the company reported a workforce that is 39% female. It also maintains a gender balance – 40-60% women – among its senior executives (42%) and middle managers (48%), though women are underrepresented among its board members (31%). Moreover, the company reported on the gender composition of its workforce by occupational function in the United States in 2018. While Target has committed to achieving parity in employee turnover, it does not disclose the annual turnover rates of its employees.

The company offers an Engineering Manager Immersion Program (eMIP), a training programme designed to prepare women and other underrepresented groups in the tech industry with the tools, experience and mentorship connections needed to take on leadership roles across the technology team. However, there were no details found regarding additional professional development programmes or equal promotion opportunities offered to its women employees.

In the supply chain, the company addresses the systemic discrimination that women face by requiring suppliers to have an equal opportunity and non-discrimination policy that explicitly protects pregnant and married women workers. It also provides in-person, in-factory and classroom training options on topics such as forced labour and human trafficking. For example, Target collaborated with Verité to conduct trainings in select markets specifically on responsible recruitment and ethical management of foreign contract workers.

Furthermore, Target provides mandatory training for employees responsible for sourcing and merchandising decisions and has publicly committed to work with suppliers that are at least 51% owned, controlled and operated by women, ethnic minorities, LGBT persons, veterans or people with disabilities. However, the company does not indicate how much it procures specifically from women-owned businesses or what actions it has taken to increase its support for these businesses.

Though no details were available regarding recognition agreements with local trade unions or collective bargaining agreements currently in place, Target expects suppliers to respect the rights of workers to establish and join organisations.

There is limited information regarding how Target considers the fair compensation of women in either its workplace or supply chain. Though it does not specifically address the gender pay gap, Target reports on its hourly wage commitments and is working to increase this rate. It also states that its latest pay audit shows employees in the United States are being paid equitably regardless of gender, race or ethnicity.

In terms of family-friendly benefits, the company offers four weeks of paid family leave following the birth or adoption of a child. While this policy exceeds the International Labour Organization’s recommended two weeks of paid paternity leave, it is below the recommended 14 weeks of paid maternity leave. There are no details on whether the company promotes or monitors employees’ return to work after leave or provides flexible working hours and working locations. However, the company provides backup childcare solutions and 20 days of childcare support through the Bright Horizons childcare to all employees at its stores and distribution centres.

In the supply chain, no information was found regarding whether workers are extended formal contracts or whether Target takes specific actions to help ensure its suppliers support formal rather than informal work. While the company encourages suppliers to commit to the betterment of wages and benefits to improve the lives of workers and their families, it does not require them to pay workers a living wage. Further, the company does not require suppliers to provide paid carer leave or to offer other family support that may relieve workers’ unpaid care burden.

No publicly available information was found to suggest that Target covers any additional costs surrounding the maternal, sexual and reproductive health needs specific to its women employees. However, the company provides a mental health services to all employees, dependents and any member of the household through its the Target Team Member LifeResources (TMLR) as well as offers five free counselling sessions.

In the supply chain, no details were available regarding the company’s efforts to address the specific health, safety and hygiene needs of women workers, for example by requiring suppliers to provide adequately lit factory facilities and toilets separated by gender. Furthermore, Target has not made a public commitment to provide workers with gender-responsive health information and services, for instance by requiring suppliers to have an on-site clinic with credentialed health providers.

Target seeks to prohibit violence and harassment through its Zero Tolerance Violence-Free Workplace Policy and prohibits any acts or threats of violence in the workplace. The company also explains how employees can recognise and be aware of harassment, calling specific attention to sexual harassment.

No publicly available information was found on how Target prevents violence and harassment in the supply chain. Neither were details found regarding the company’s effective remedy for violence and harassment grievances reported by its employees or supply chain workers, such as not requiring private arbitration or silencing agreements.

Target has taken specific actions to avoid harmful gender stereotypes with a marketing approach that seeks to challenge existing gender norms and promote positive images of women and girls. For example, campaigns around its swimwear and intimate wear promote body positivity among women. It also has a haircare line that empowers women to embrace their natural hair. Furthermore, it sells gender-neutral products for children and has rid its stores of pink and blue toy aisles.

Target drives support for gender equality and women’s empowerment in the communities where it operates through a number of initiatives. The company has been involved with the CARE Dignified Work initiative to support women in Bangladesh, Indonesia and Vietnam with Empowerment, Knowledge and Transformative Action (EKATA) trainings and improved access to social services and information. It also participates in the HERproject run by BSR (Business for Social Responsibility) to provide women workers in Bangladesh, Cambodia, China and Indonesia greater access to information and services regarding their health and finances as well as violence and harassment. Furthermore, the company has partnered with UNICEF to pilot a programme designed to improve the well-being of factory workers’ children in Vietnam by helping women workers better understand maternity protections, wages and working conditions.

Target has responded to the COVID-19 pandemic with a $10 million relief commitment to its employees that includes added wages and a new paid leave programme. The company has also dedicated $5 million to local foundations that support non-profits in addressing the needs of vulnerable populations in their communities notably Feeding America which is the largest domestic hunger-relief organization in the United States with a network of more than 200 food banks and 60,000 food pantries. Target also supports the World Health Organization’s COVID-19 Solidarity Response Fund. Additionally, since the pandemic, Target is offering free backup care for all US-based employees, including discounts on tutoring and education resources, as well as helping find childcare. Furthermore, Target will invest nearly $1 billion more this year than it did in 2019 in the well-being, health and safety of employees, including increased wages, paid leaves, bonuses, personal protective equipment and a donation to the Target Team Member Giving Fund.