Our Goals

We believe we must be focused on the opportunities we have to make Nordstrom a better place for our employees and our customers. Over the past few months, we've done a lot of listening, and we've heard from employees, customers, our board of directors and Nordstrom partners. These conversations have been humbling and educational, and we've taken the insights away to help inform our path forward.

Our diversity, inclusion and belonging (DIB) strategy is focused on four pillars: Talent, Culture, Marketplace and Leadership. Each of our new goals aligns with one of these pillars.

We will increase demographic diversity in all our corporate and leadership positions to better reflect the North American population.

By the end of 2025, we will increase representation of Black and Latinx populations in people-manager roles by at least 50%.

We will leverage our internship program and other initiatives that help us reach qualified candidates early in their careers, with a goal on average of at least 50% of participants in these programs coming from underrepresented populations.

We're revisiting our practices and the training resources we offer for all customer-facing roles to ensure they include anti-racism and anti-bias content.

We will strengthen belonging and address favoritism through greater consistency, collaboration, communication and connection.

Our Voice of the Employee survey will be our benchmark for success in this area, and we're working to improve our Inclusion and Belonging Index score by 8 points and Favoritism Index score by 6 points by 2025.

We will serve customers on their terms, through a lens of anti-racism, identity and equity at every touchpoint.

We're committing to deliver $500M in retail sales from brands owned by, operated by or designed by Black and/or Latinx individuals by the end of 2025.

We are also renewing our Supplier Diversity program, which will track and support diverse-owned suppliers across all areas of our business.

We will declare and commit to compelling, future-oriented leadership expectations and shared culture that will drive our business ambition.

We will measure our leaders on their performance in this area through the Inclusion Index and feedback from their teams and coworkers. We will double our charitable giving to nonprofit organizations that promote anti-racism, bringing that total to approximately $1M per year for the next five years.

We have joined a multiyear corporate partnership with the National Urban League, a historic civil rights organization dedicated to economic empowerment, equality and social justice.