Target welcomes the opportunity to report our Gender Pay Gap figures and to be transparent about our gender pay difference and the positive actions we as a Company can continue to take to reduce this gap and ensure opportunities for all employees.
Our aim is to reduce our Gender Pay Gap and we have formulated a multi-faceted approach to allow us to build on and work towards fulfilling this goal.
Our results have been calculated using the required snapshot date of 5th April 2019 and have been independently verified.
% of Females and Males employed by pay band
“Although our Gender Pay Gap has increased slightly, we remain committed to driving gender equality and working towards closing our gender pay gap.”
Rhiannon Williams, HR Director
Our plans to further close the gap
We’re developing a leadership and mentoring programme for all colleagues across all levels in the company – making sure that everyone
has opportunity to reach their potential.
A huge focus for us is making sure that our female colleagues develop into senior leadership roles at Target.
We aim to have a 50% female Senior Leadership Team by 2022.
We are launching company-wide Diversity and Inclusion training.
We continue to measure all Diversity across the company. In addition to Gender we focus on: Multi-Culturalism, Multi Generational, LGBT+ and Disability.
We continue to deepen our relationships with Schools and Universities to promote working at Target and the great career opportunities available.
We build relationships across our networks, with other businesses, our community and our supply chain to champion Gender Equality.
We continue to work towards our pledges as part of the Women in Finance Charter.