Diversity Woman Magazine

SPR 2018

Leadership and Executive Development for women of all races, cultures and backgrounds

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d i v e r s i t y w o m a n . c o m S p r i n g 2 0 1 8 D I V E R S I T Y W O M A N 31 focused on the employee experience— and that relationship is not accidental. "A company's culture is an amalgama- tion of the values and behaviors and how they are brought to life every day to deliver on your purpose and execute your strategy," says Ward. Just as Target's guests come in all dif- ferent ethnicities, genders, shapes, and sizes, so does its nearly 350,000-person workforce. "We're committed to main- taining a culture where differences are celebrated, where every team member in every part of the organization feels com- fortable and confident in bringing their authentic self to work," says Cornell. Target has more than a hundred employee resource groups that connect employees to one another and to the multiple constituencies that serve the company's guest population. "A company culture that is aware of, inclusive of, and celebrates differences is going to translate that attitude to its stores and community," says Wlazlo. "And the community of shoppers also will influence company culture. For example, Michelle Wlazlo , Senior Vice President of Apparel and Accessories Promoting female leadership As with most clothing retailers, Target has many women in positions of leader- ship. According to Cornell, about a third of its board and leadership team are women, and almost half of its more than 800 stores are run by women. Altogether, women represent more than 50 percent of the workforce. e company is proud of these figures, but is not resting on its laurels. "While those numbers are certainly higher than most in the retail industry, there is still much room to improve," says Cornell. e quest to increase and strengthen women's advancement and voice at Target begins with Cornell, who became the CEO in 2014. He has demonstrated a strong commitment to women in leadership. For example, he is cochair, with PepsiCo's CEO Indra Nooyi, of the Network for Executive Women's Future Fund, whose mission is to reach gender parity in the retail and consumer goods industry. Cornell also serves on the board of Catalyst, a leading nonprofit that works with CEOs to build inclusive workplaces for women and advance women's leadership opportunities. "True gender parity— 50-50 representation at every level of an organization—is an easy number to define, but a much harder one to reach," says Cornell. "Catalyst knows that's not enough to bridge the gap. We need to eliminate it completely. So we work with organizations around the globe that recognize they have more work to do in fostering talent and diversity to create a workplace where women have an equal opportunity to succeed." Target has implemented some cross- organizational programs. e Women's Business Council, one example, engages employees through mentorship and career-counseling opportunities. e company also brings in outside speak- ers through a series called Outer Spaces, designed to spark conversations around topics such as leadership and innova- tion. Recent guests include marathon swimmer and author Diana Nyad, Oscar- winning actress Viola Davis, and author Elizabeth Gilbert (Eat, Pray, Love). Like most US companies, Target recog- nizes that women are underrepresented in STEM (science, technology, engineer- ing, and math) fields. So it has launched Target Women in Science and Technol- ogy and the Engineering Management Immersion Program, a 12-month global leadership development program aimed to prepare female engineers for senior engineer management roles. e technol- ogy team's ambitious goal is 50 percent female hires for entry-level engineering jobs in 2018. "My hope for the future is that our next generation of leaders won't remem- ber a time when it was unusual to see women in leadership roles in any level," says Cornell. "And not just at Target— but across the retail industry." Shaping company culture Along with concentrating on the customer experience, Target is equally Caroline Wanga, Chief Diversity and Inclusion Officer FROM FLOOR TO CEILING

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