Hiring, Training, and Advancement

Ross strives to have a workforce that reflects our values, supports our business growth, and strengthens our communities. Throughout our organization, we have key programs to recruit, retain, and develop top talent.

Training and Development Programs

Ross’ training and development programs empower Associates to do their best and realize their full potential. We offer a variety of learning and development opportunities—including e-Learning, instructor-led training, on-the-job training, feedback and coaching, and career development—to support Associates, managers, and executives in achieving their career goals.

Our custom courses complement the personal training and the individual development plans that begin the first day an Associate comes to work with us. While the COVID-19 pandemic continued to impact our ability to hold in-person meetings and trainings, we provided more digital learning and engagement opportunities. In 2021, our Associates completed nearly 2 million e-Learning courses.

Due to the diverse nature of our workforce, several of our Distribution Centers offer on-site Spanish and English as a Second Language classes. This program breaks down barriers and improves communication while also providing Associates an opportunity to learn a second language.

Ross searches for the best and brightest on college campuses around the country for our suite of full-time, hands-on internship programs. Though we have needed to adapt our internships due to COVID-19, we were able to offer a modified experience in 2021. For more information about internship opportunities, visit the Campus section of the Careers website.

Read more about our commitment to training and development on our Careers website.

Growing Our Own

At Ross, our goal is to help Associates develop their careers, not simply to provide jobs. The professional growth of our Associates is important to our success as a business. We identify and enumerate key competencies we believe are critical to our ability to execute our business model and deliver the values our Customers expect. We utilize these competencies in the development of our teams.

It is a source of pride that many of our current managers and executives have risen through our ranks. In 2021, 79 percent of Store leaders—including Area Supervisors, Assistant Store Managers, and Store Managers—started at Ross and dd’s DISCOUNTS as hourly retail Associates.

One of those leaders is Alma Mercado, Group Senior Vice President, dd’s DISCOUNTS. Thirty-three years ago, Alma started as a part-time sales Associate at Ross to earn money while in high school. Eager to learn and continue to grow, Alma worked in every Store-level job before earning an entry level management role and then progressing into many leadership positions within the Company. She became the first and only District Manager for the new dd’s DISCOUNTS division 18 years ago and has been leading dd’s Stores ever since.

Ross is committed to offering Associates interested in leadership roles the opportunity to gain the training and the experience they need for their career growth. In 2021, a significant number of Associates were able to advance within the Company. Approximately 80 percent of our managerial position openings in Stores and field offices were filled with internal promotions. Overall, nearly 54 percent of supervisors and above across the Company were promoted last year.

Learn more about the opportunities at Ross Stores and the career journeys of additional Associates by visiting our Careers website.

Hiring in Our Communities

Ross is dedicated to supporting the local economy and the residents in the communities we serve across the country. When we open a new Distribution Center, Ross Dress for Less Store, or dd’s DISCOUNTS Store, we make it a priority to hire from within the community. In fiscal year 2021, we opened 65 new Stores, creating 2,300 new jobs.

To fill these and other new roles, we host job fairs and partner with organizations and agencies such as the YMCA and local Employment Development Department offices to source talent.

As highlighted in the Diversity, Equality, & Inclusion section, we take an inclusive approach to hiring. We work to reach potential candidates from all different races, ethnicities, ages, sexual orientations, gender identities, abilities, life experiences, and more. To maximize inclusion and protect against discrimination, we have removed the criminal history question from our initial job application. We only seek criminal background information, which includes getting explanations and information directly from applicants who have criminal histories, in the final stages of our hiring process to also ensure the safety and security of our workplaces. When hiring and promoting Associates, we do not require a college degree for most positions, and we also offer support for those who wish to continue their education. We also routinely offer accommodations for candidates and Associates with disabilities.

Military Recruiting Program

We are proud of our long-standing commitment to support the men and women of our United States Armed Services when they choose to reenter civilian life. Through our Military Recruiting Program, we have found that transitioning service members, veterans, and military spouses are a great fit for our culture and have the qualities we seek in our Associates.

The Military Recruiting Program aligns the teamwork, leadership, and problem-solving skills that veterans learned in the military with the talent needs of our high-growth organization. Depending on service, experience, and interests, we offer many points of entry across our entire Company. We partner with a number of organizations to support our efforts to hire and assist veterans and their spouses. For instance, we signed the Employer Support of the Guard and Reserve Statement of Support to demonstrate that we stand committed to our military Associates and recognize the value they bring to the workplace. We also have supported the Military Spouse Employment Partnership program of the U.S. Department of Defense since 2014.

In fiscal year 2021, we hired nearly 1,800 veterans and more than 1,400 military spouses. Over the last five years, Ross has hired nearly 13,000 veterans and military spouses.

Visit our Careers website to read more about our Military Recruiting Program.

Commitment to Our Equal Employment Opportunity (EEO) Policy

Ross is an EEO employer committed to a diverse and inclusive workplace. For more information, refer to our full EEO statement.