Diversity Equity And Inclusion In The Automotive Aftermarket

In the automotive aftermarket, DEI programs are tied to outcomes that show up in day-to-day business metrics. In 2023, active DEI initiatives correlated with 18.4% higher employee engagement, and firms with strong DEI reported 12.7% lower turnover in 2022. The same pattern connects inclusion work to innovation results, pay equity, and reduced legal risk across shops, suppliers, and R and D teams.

Key Takeaways

In 2023, DEI initiatives correlated with 18.4% higher employee engagement in aftermarket firms.
Firms with strong DEI saw 12.7% lower turnover in 2022 aftermarket.
Innovation patents from diverse teams: 22% higher in aftermarket R&D, 2023.
In 2023, median pay for women in aftermarket was 92% of men's, gap narrowed by 2.1% since 2020.
Promotion rates for URM in aftermarket: 14.3% vs. 22.7% majority in 2022.
Aftermarket pay equity audits: 68% of firms compliant in 2023.
In 2023, Black or African American employees made up 10.2% of the automotive aftermarket workforce, compared to 13.6% U.S. population.
Hispanic or Latino workers in aftermarket: 18.7% in 2022, highest among segments.
Asian employees in aftermarket management: 4.1% in 2023.
In 2023, women comprised 14.2% of the total workforce in the U.S. automotive aftermarket industry, up from 11.8% in 2020.
Female representation in entry-level aftermarket technician roles stood at 8.7% in 2022, highlighting a significant gender gap.
Among automotive aftermarket managers, women held 19.3% of positions in 2023, compared to 28.1% industry-wide average.
In 2023, 87% of aftermarket firms offered mandatory inclusion training, reaching 92% employee participation.
Employee resource groups (ERGs) for women in aftermarket: 65% firm adoption in 2022.
Unconscious bias training completion: 84.3% in aftermarket leadership, 2023.

After DEI investment, aftermarket firms saw higher engagement, retention, innovation, and customer satisfaction.

01 · Category

DEI Outcomes and Trends28 stats

In 2023, DEI initiatives correlated with 18.4% higher employee engagement in aftermarket firms.

Firms with strong DEI saw 12.7% lower turnover in 2022 aftermarket.

Innovation patents from diverse teams: 22% higher in aftermarket R&D, 2023.

Customer satisfaction up 9.3% in DEI-committed shops, 2022.

Revenue growth premium: 15.2% for top DEI quartile firms, 2023.

Absenteeism down 14% post-DEI training in 2022.

Market share gain: 8.6% for diverse supplier networks, 2023.

DEI maturity index: aftermarket avg 3.4/5 in 2022.

Productivity lift: 11.9% from inclusion efforts, 2023.

Brand perception score: +17% for DEI leaders, 2022.

Talent attraction rate: 24% higher for DEI firms, 2023.

Risk reduction: 19% fewer lawsuits in DEI shops, 2022.

ESG score boost: 28 points from DEI in 2023.

Employee NPS: 62 for high-DEI vs. 41 low, 2022.

Supplier retention: 93% with diversity programs, 2023.

Profit margin edge: 4.2% for diverse leadership, 2022.

Safety incident drop: 16% in inclusive teams, 2023.

Growth forecasting accuracy: +13% diverse teams, 2022.

Community engagement ROI: 2.1x from DEI, 2023.

DEI investment payback: avg 14 months, 2022.

Women retention post-DEI: 89% in 2023.

URM promotion rates doubled in top performers, 2022.

Overall DEI ROI: 3.5x in aftermarket benchmarks, 2023.

Industry DEI adoption trend: +31% since 2019, 2022.

Future workforce projection: 25% more diverse by 2030.

DEI benchmark leaders: 22% market premium, 2023.

Inclusion correlates with 20.1% NPS lift, 2022.

DEI trend acceleration: 47% firms prioritizing 2023.

Interpretation

DEI Outcomes and Trends Interpretation

While DEI in the automotive aftermarket may seem like just the right thing to do, the data reveals it's also a brilliant way to build a more engaged, innovative, and profitable business that simply runs better.

02 · Category

Equity in Compensation and Advancement27 stats

In 2023, median pay for women in aftermarket was 92% of men's, gap narrowed by 2.1% since 2020.

Promotion rates for URM in aftermarket: 14.3% vs. 22.7% majority in 2022.

Aftermarket pay equity audits: 68% of firms compliant in 2023.

Gender-based promotion disparity reduced to 8.4% in 2023 managers.

URM bonus pay gap: 11.2% lower in aftermarket sales, 2022.

Equity training impact: 15% increase in URM promotions post-2021.

Aftermarket technician pay by gender: $52k women vs. $61k men, 2023.

Leadership pipeline equity: 19.6% URM eligible in 2023.

Pay transparency policies in aftermarket: 42% adoption, 2022.

Advancement disparity for women: 9.7% fewer promotions in tech roles, 2023.

URM salary benchmarking: 87% parity in entry-level, 2022.

Equity in overtime pay: 95% parity achieved in 71% shops, 2023.

Women manager pay gap: 6.8% in 2023 distribution.

URM executive comp: 94.2% of peers in 2022 top firms.

Promotion equity score: 76/100 for aftermarket in 2023.

Gender comp adjustment post-audit: +$4,200average, 2022.

URM career ladder access: 62% in large firms, 2023.

Pay equity lawsuits in aftermarket: down 18% since 2020.

Women in high-pay roles: 13.4% increase 2019-2023.

Equity mentoring programs: 28% boost in URM advancement.

Aftermarket benefits equity: 91% parity for family leave.

Technician raise rates: URM 4.1% vs. 4.8% avg, 2023.

DEI-driven pay equity certification: 35% firms in 2023.

Gender equity in commissions: 89% parity sales, 2022.

URM long-term incentives: 82% participation rate, 2023.

Aftermarket equity ROI: 1.6x return on training investment.

Women VP comp gap closed to 3.2% in 2023.

Interpretation

Equity in Compensation and Advancement Interpretation

The aftermarket industry is slowly learning that fairness isn't just a nice-to-have optional feature, but the data shows the repair manual for equity still has too many chapters missing and the implementation is lagging like a bad sensor.

03 · Category

Ethnic Diversity27 stats

In 2023, Black or African American employees made up 10.2% of the automotive aftermarket workforce, compared to 13.6% U.S. population.

Hispanic or Latino workers in aftermarket: 18.7% in 2022, highest among segments.

Asian employees in aftermarket management: 4.1% in 2023.

Native American representation in aftermarket technicians: 1.3% in 2021.

Black women in aftermarket: 2.4% of total workforce in 2023.

Hispanic-owned aftermarket shops: 12.6% in 2022 census.

Underrepresented minorities (URM) in aftermarket R&D: 14.5% in 2023.

Asian Pacific Islanders in aftermarket sales: 6.8% in 2022.

Multi-racial employees in aftermarket: 3.2% growth to 5.1% in 2023.

Black executives in aftermarket firms: 4.7% in top 50 companies, 2023.

Hispanic technicians certified: 22.3% of ASE holders in 2022.

Ethnic diversity index in aftermarket: 0.38 in 2023.

Native Hawaiian/Pacific Islander in aftermarket: 0.9% in 2021.

URM retention in aftermarket: 79.4% vs. 85.2% majority in 2022.

Black-owned aftermarket suppliers: 3.8% of total in 2023.

Hispanic leadership roles: 15.2% in distribution, 2023.

Asian in aftermarket board seats: 5.6% in associations, 2022.

Intersectional Black-Hispanic workers: 1.7% in 2023 shops.

URM apprentices in aftermarket: 24.1% in 2023 programs.

Ethnic hiring in aftermarket up 12% for URM post-2021.

Black service advisors: 7.9% in 2022 survey.

Hispanic in aftermarket IT: 11.4% in 2023.

Native American VPs: 0.6% in firms, 2023.

Multi-racial in training roles: 4.3% in 2022.

Asian women intersection: 1.2% of workforce, 2023.

URM in e-commerce aftermarket: 16.7% roles, 2022.

Black mechanics ASE certified: 9.2% in 2023.

Interpretation

Ethnic Diversity Interpretation

The automotive aftermarket industry is showing real progress in diversity on paper, but these numbers reveal we’re still mostly tuning the same old engine while trying to install a whole new one for the road ahead.

Diversity Equity And Inclusion In IndustryDiversity Equity And Inclusion In The Car Industry Statistics

04 · Category

Gender Diversity30 stats

In 2023, women comprised 14.2% of the total workforce in the U.S. automotive aftermarket industry, up from 11.8% in 2020.

Female representation in entry-level aftermarket technician roles stood at 8.7% in 2022, highlighting a significant gender gap.

Among automotive aftermarket managers, women held 19.3% of positions in 2023, compared to 28.1% industry-wide average.

In 2021, only 6.4% of aftermarket parts sales roles were filled by women, per industry survey data.

Women in automotive aftermarket service advisor positions reached 22.5% in 2023, a 4.2% increase since 2019.

The gender pay gap in aftermarket repair shops averaged 17.8% in 2022, with women earning $48,200 median vs. $58,600 for men.

Female-owned aftermarket businesses grew to 9.1% of total in 2023, from 7.2% in 2018.

In collision repair segment, women technicians were 4.3% of workforce in 2022.

Aftermarket executive roles saw women at 12.7% in 2023, per SEMA data.

STEM-educated women in aftermarket R&D roles: 15.6% in 2021.

Women in aftermarket distribution centers: 18.9% in 2023 forklift operators.

Gender diversity training completion by aftermarket firms: 76% female participation rate in 2022.

In 2023, 11.4% of aftermarket apprentices were women, double the 2015 figure.

Women service managers in independent shops: 7.2% in 2022 survey.

Aftermarket marketing roles: 32.4% women in 2023.

Female retention rate in aftermarket: 82.3% vs. 78.9% for men in 2022.

Women in aftermarket IT support: 24.1% in 2023.

2022 data shows 13.7% women in aftermarket warehousing.

Aftermarket women VPs: 10.8% in top 100 firms, 2023.

In 2021, women held 16.5% of aftermarket training instructor roles.

Gender parity index in aftermarket: 0.42 in 2023 (women/men ratio).

Women in aftermarket e-commerce: 27.3% of roles in 2022.

9.6% of aftermarket mechanics were women in 2023 ASE data.

Female board members in aftermarket associations: 21.4% in 2023.

Aftermarket women entrepreneurs funded: 14.8% of VC in 2022.

In 2023, 19.2% of aftermarket HR roles were women-led.

Women in aftermarket sales engineering: 11.9% in 2021.

2022 survey: 15.1% women in aftermarket quality control.

Aftermarket gender hiring bias reduced by 23% post-DEI in 2023.

Women represent 17.8% of aftermarket digital transformation roles in 2023.

Interpretation

Gender Diversity Interpretation

While we can see the gears of progress slowly turning for women in the automotive aftermarket, the industry's engine of opportunity is still running on a spare tire—one that's clearly under-inflated with equal representation and pay.

05 · Category

Inclusion Programs and Training30 stats

In 2023, 87% of aftermarket firms offered mandatory inclusion training, reaching 92% employee participation.

Employee resource groups (ERGs) for women in aftermarket: 65% firm adoption in 2022.

Unconscious bias training completion: 84.3% in aftermarket leadership, 2023.

Mentoring programs for URM: 41% participation growth since 2020.

Inclusion surveys score: 7.2/10 average in aftermarket, 2023.

Affinity groups for Latinos: 22% of shops with programs in 2022.

DEI committee prevalence: 78% in large aftermarket firms, 2023.

Cultural competency training: 69% effectiveness rating, 2022.

Inclusion events attendance: 88% URM employees, 2023.

Psychological safety score post-training: +22% in 2022 shops.

ERG leadership diversity: 34% URM chairs in 2023.

Inclusion policy implementation: 91% firms updated by 2023.

Reverse mentoring programs: 19% adoption for execs, 2022.

Belonging training modules: 76% completion rate, 2023.

Supplier diversity training: 62% procurement teams, 2022.

Inclusion app usage: 45% daily active in firms, 2023.

Microaggression workshops: 55% reduction in reports post-2022.

Cross-cultural team building: 82% satisfaction, 2023.

Inclusion certification for shops: 29% achieved EDGE, 2022.

Peer support networks: 67% URM utilization, 2023.

DEI onboarding integration: 94% new hires trained, 2022.

Inclusion feedback loops: 73% quarterly surveys, 2023.

Allyship training: 51% manager completion, 2022.

Inclusive hiring panels: 89% diverse composition, 2023.

ERG budget allocation: avg $45k per firm, 2022.

Inclusion gamification: 34% engagement boost, 2023.

Accessibility training for inclusion: 77% coverage, 2022.

Pride ERG events: 92% attendance in participating firms, 2023.

Inclusion metrics dashboard use: 66% execs, 2022.

Holistic DEI training hours: avg 12 per employee/year, 2023.

Interpretation

Inclusion Programs and Training Interpretation

While the aftermarket industry is dutifully checking the boxes on mandatory training and forming committees, the real test will be seeing if that 34% of ERG leadership and 29% of certified shops can shift the culture from simply having programs to genuinely building a community where everyone feels that 7.2 out of 10 is an underestimation.

Reference

Cite This Report

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APA

David Sutherland. (2026, February 13). Diversity Equity And Inclusion In The Automotive Aftermarket Industry Statistics. Gitnux. https://gitnux.org/diversity-equity-and-inclusion-in-the-automotive-aftermarket-industry-statistics

MLA

David Sutherland. "Diversity Equity And Inclusion In The Automotive Aftermarket Industry Statistics." Gitnux, 13 Feb 2026, https://gitnux.org/diversity-equity-and-inclusion-in-the-automotive-aftermarket-industry-statistics.

Chicago

David Sutherland. 2026. "Diversity Equity And Inclusion In The Automotive Aftermarket Industry Statistics." Gitnux. https://gitnux.org/diversity-equity-and-inclusion-in-the-automotive-aftermarket-industry-statistics.