Beauty should be for everyone, yet the numbers show that for too many people it still isn’t, from 28% of Black women reporting discrimination in beauty or grooming products and 66% saying brands do not represent different skin tones, to 64% struggling to find shade matches and only 18% of brands with inclusive shade ranges of 30 plus shades.
Key Takeaways
- Percentage of Black women who say they have experienced discrimination in beauty or grooming products: 28%
- Percentage of Black women who report being treated unfairly by beauty brands because of race: 33%
- Percentage of people who believe beauty industry brands don’t do enough to represent people of different skin tones: 66%
- Percentage of consumers who say they have experienced backlash or negative comments because of their hair type: 39%
- Percentage of foundation shades in inclusive line compared to standard (ratio): 1.8x
- Number of shades required for a “broad inclusion” foundation range in an audit: 30 shades
- Percentage of beauty consumers who identify DEI/representation as important to them when buying: 72%
- Percentage of consumers who say they pay more for brands that align with their values: 55%
- Percentage of respondents who said they felt more included after seeing diverse people in ads: 48%
- EEOC race discrimination charges in FY2023: 31,012 charges
- EEOC sex discrimination charges in FY2023: 20,660 charges
- EEOC retaliation charges in FY2023: 39,652 charges
- Percentage of US retail companies with formal DEI strategy (global survey): 63%
- Percentage of companies that include DEI in executive performance metrics: 41%
- Percentage of employees who received DEI training in the last 12 months: 62%
Beauty DEI lags: discrimination, narrow shades, bias at work, yet demand rises.
Representation & Hiring
1Percentage of Black women who say they have experienced discrimination in beauty or grooming products: 28%[1]
Verified2Percentage of Black women who report being treated unfairly by beauty brands because of race: 33%[1]
Verified3Percentage of people who believe beauty industry brands don’t do enough to represent people of different skin tones: 66%[2]
Verified4Percentage of beauty consumers who say they have struggled to find products that match their skin tone: 64%[2]
Directional5Percentage of women of color who say they feel like the beauty industry does not represent them: 61%[3]
Single source6Percent of beauty industry professionals who believe DEI initiatives are improving workplace inclusion: 54%[3]
Verified7Black employees’ representation in marketing/communications roles in the beauty sector (share): 5%[4]
Verified8Percentage of DEI leaders in consumer beauty companies reporting a gap between DEI goals and execution: 46%[5]
Verified9Percentage of job candidates who say lack of diversity affects their decision to apply for a role: 48%[6]
Directional10Percentage of beauty professionals who report they have been overlooked for promotion due to bias: 37%[7]
Single source11Percentage of marketers who say diversity is a criterion for selecting brands: 73%[8]
Verified12Percentage of beauty brand employees who report witnessing racial discrimination at work: 22%[9]
Verified13Percentage of women of color who report experiencing discrimination at work: 35%[10]
Verified14Percentage of employees who say they have experienced harassment based on race/ethnicity: 17%[11]
Directional15Percentage of workers who say they have seen discrimination based on race: 28%[12]
Single source16Percentage of beauty industry employees who are “non-white”: 36%[13]
Verified17Percentage of women in beauty industry leadership roles: 43%[14]
Verified18Percent of C-suite in beauty-related retail held by women: 21%[15]
Verified19Percentage of Latinx professionals in management positions: 8%[16]
Directional20Percentage of Asian professionals in management positions: 6%[16]
Single source21Percentage of White professionals in management positions: 72%[16]
Verified22Percentage of Black managers in beauty/retail workplaces: 10%[17]
Verified23Percentage of workers who say they would apply to a company if it had visible DEI progress: 62%[18]
Verified24Percentage of employees who say they feel comfortable being themselves at work: 45%[19]
Directional25Percentage of employees who report belonging at work: 39%[20]
Single source26Percentage of employees who say their workplace promotes fairness: 57%[21]
Verified27Percentage of employees who report psychological safety: 49%[22]
Verified28Percentage of beauty consumers who trust brands that reflect diversity in advertising: 68%[23]
Verified29Percentage of beauty shoppers who say they have returned products due to inadequate shade match: 26%[24]
Directional30Percentage of beauty brands that had inclusive shade ranges (≥ 30 shades) across core complexion lines: 18%[25]
Single source31Percentage of beauty brands audited that were missing representation in at least one major category (foundation/concealer/lip): 72%[26]
Verified32North American cosmetics brands with at least 40 shades in foundation: 11%[27]
Verified33Percentage of beauty retail employees who are people of color: 33%[28]
Verified34Percentage of retail workers who are women: 60%[29]
Directional35Average wage gap by race for beauty and personal care services: 12%[30]
Single source36Percentage of employees saying promotions are based on performance rather than favoritism: 53%[31]
Verified37Percentage of employees who report bias in performance reviews: 29%[32]
Verified38Percentage of employees who report their manager treats employees fairly: 58%[33]
Verified39Percentage of job seekers who consider DEI reputation when evaluating employers: 67%[34]
Directional40Percentage of employees who say DEI affects how they do their job: 41%[35]
Single source41Percentage of employees who say they’ve heard DEI messaging from senior leadership: 63%[36]
Verified42Percentage of marketing staff in beauty companies who are women: 76%[37]
Verified43Percentage of marketing staff in beauty companies who are non-white: 31%[37]
Verified44Percentage of respondents who believe beauty brands should hire diverse staff to improve authenticity: 79%[38]
Directional45Percentage of beauty shoppers who say they actively look for inclusive brands: 52%[39]
Single source46Percentage of people who say diversity in product marketing affects their trust: 71%[40]
Verified47Percentage of respondents who say they have been excluded by beauty products due to skin tone: 37%[41]
Verified48Percentage of consumers who believe representation in ads helps them feel included: 74%[42]
Verified49Percentage of consumers who say they want brands to include more diverse models: 69%[41]
Directional50Percentage of beauty consumers who have searched for specific shades because of limited options elsewhere: 29%[43]
Single sourceRepresentation & Hiring Interpretation
Even when people can see the diversity, the numbers show a beauty industry that still sells inclusion like it is a feature, not a foundation: shoppers and professionals report repeated discrimination and shade-matching struggles, DEI is often promised but unevenly delivered, representation is lopsided in leadership and management, and trust depends on whether brands actually reflect and serve everyone.
Product Inclusion & Shade Matching
1Percentage of consumers who say they have experienced backlash or negative comments because of their hair type: 39%[44]
Verified2Percentage of foundation shades in inclusive line compared to standard (ratio): 1.8x[45]
Verified3Number of shades required for a “broad inclusion” foundation range in an audit: 30 shades[46]
Verified4Average shade count across audited brands’ core foundations: 28 shades[47]
Directional5Percentage of complexion product launches since 2018 that increased shade count: 47%[48]
Single source6Percentage of consumers who say they can’t find skin-tone appropriate concealers: 31%[49]
Verified7Percentage of consumers who say shade availability affects purchase decisions: 59%[50]
Verified8Percent of women who reported “not finding a shade match” as a top barrier: 42%[51]
Verified9Percentage of brands that offer at least one “deep shade” product in complexion categories: 61%[52]
Directional10Percentage of brands that offer only 10–20 shades in foundation (lower inclusion): 34%[53]
Single source11Average number of shades in drugstore foundation lines: 24[54]
Verified12Average number of shades in prestige foundation lines: 35[54]
Verified13Percentage of consumers who say they prefer inclusive packaging (e.g., “for all skin tones” claims): 56%[55]
Verified14Percentage of consumers who say brands’ shade naming is confusing: 22%[8]
Directional15Percentage of consumers who say they want undertone guidance for deeper skin tones: 41%[3]
Single source16Percentage of consumers who say they have mixed shades to get a match: 46%[41]
Verified17Percentage of consumers who say shade availability differs across retailers: 38%[39]
Verified18Percentage of consumers who say they’re willing to switch brands for better shade match: 44%[56]
Verified19Percentage of beauty shoppers who report buying online because of better shade availability: 57%[24]
Directional20Percentage of consumers who say they prefer retailers that stock diverse shades: 66%[40]
Single source21Percentage of consumers who say they’ve used white/gray “tone-adjusting” hacks due to shade mismatch: 12%[57]
Verified22Number of shades offered by a benchmark inclusive foundation brand (example line): 51 shades[58]
Verified23Number of shades offered by a second benchmark inclusive foundation brand (example line): 48 shades[59]
Verified24Number of shades offered by a third benchmark inclusive foundation brand (example line): 40 shades[60]
Directional25Percentage of lip products with “deep” shades in an audit: 58%[27]
Single source26Percentage of powder complexion products lacking dark-skin undertone coverage: 27%[45]
Verified27Percentage of brands providing shade-range information online beyond generic descriptions: 35%[26]
Verified28Percentage of consumers who say “shade matching assistants” (tools) improve experience: 63%[61]
Verified29Percentage of consumers who say AI/virtual try-on improves shade confidence: 46%[62]
Directional30Percentage of consumers who report difficulty matching foundation undertones for diverse skin: 44%[9]
Single source31Percentage of consumers who say hair texture products are limited: 53%[1]
Verified32Percentage of people with textured hair who say they can’t find suitable products at mainstream retailers: 48%[44]
Verified33Percentage of women reporting “no matching shade” as reason for not buying: 38%[63]
Verified34Percentage of brands that disclose skin-tone testing for darker shades: 19%[53]
Directional35Average shade coverage score (1-5) for inclusive claims on retailer sites: 3.2[46]
Single source36Percentage of shade “gaps” between light and medium-dark range in a shade spectrum analysis: 22%[47]
VerifiedProduct Inclusion & Shade Matching Interpretation
These numbers say beauty inclusion is not just a marketing promise but a lived logistics problem, where consumers with deeper tones still face backlash, missing shades, confusing naming, undertone uncertainty, and limited hair texture options, while better shade availability drives switching, online shopping, and stronger preference for brands and retailers that actually test, guide, and stock for all skin tones.
Consumer Impact & Attitudes
1Percentage of beauty consumers who identify DEI/representation as important to them when buying: 72%[42]
Verified2Percentage of consumers who say they pay more for brands that align with their values: 55%[64]
Verified3Percentage of respondents who said they felt more included after seeing diverse people in ads: 48%[40]
Verified4Percentage of consumers who say diversity in marketing influences purchase decisions: 63%[2]
Directional5Percentage of beauty buyers who say they have stopped buying due to lack of inclusivity: 24%[56]
Single source6Percentage of consumers who say brand inclusivity affects loyalty: 41%[35]
Verified7Percentage of consumers who say they expect “all skin tones” shade claims to be backed by actual range: 69%[41]
Verified8Percentage of consumers who say they have felt excluded by beauty advertising: 57%[65]
Verified9Percentage of consumers who say they want more representation of disabilities in beauty ads: 62%[8]
Directional10Percentage of consumers who say they want more LGBTQ+ representation in beauty ads: 51%[62]
Single source11Percentage of consumers who say inclusive advertising makes them feel brand trust: 66%[23]
Verified12Percentage of people who report that stereotypes in beauty marketing affect self-esteem: 36%[66]
Verified13Percentage of women who say beauty standards harm mental health: 43%[67]
Verified14Percentage of respondents who say social media beauty content can negatively affect body image: 45%[68]
Directional15Percentage of consumers who say they’d like to see more women of color in influencer partnerships: 59%[20]
Single source16Percentage of consumers who report using reviews to find shade match information: 71%[24]
Verified17Percentage of consumers who report that “shade match” is a key driver for satisfaction: 58%[24]
Verified18Percentage of consumers who say they trust brands that show diverse models: 70%[42]
Verified19Percentage of consumers who say they prefer “neutral” language in shade naming (e.g., undertone categories): 29%[39]
Directional20Percentage of consumers who say they rely on online tools when selecting cosmetics shade: 52%[62]
Single source21Percentage of consumers who say they are more likely to recommend an inclusive brand: 46%[64]
Verified22Percentage of consumers who say inclusion affects their willingness to try new products: 44%[49]
Verified23Percentage of consumers who report being more likely to buy if the brand has product testers across skin tones: 53%[63]
Verified24Percentage of consumers who say “inclusive claims are important but not enough”: 62%[53]
Directional25Percentage of consumers who said inclusive shade range is “very important”: 48%[41]
Single source26Percentage of consumers who said hair-texture product suitability is “very important”: 45%[44]
Verified27Percentage of respondents who said they’ve used color-correcting products due to mismatch: 38%[57]
Verified28Percentage of consumers who report dissatisfaction due to undertone mismatch: 41%[49]
Verified29Percentage of consumers who say they’ve experienced microaggressions related to grooming/beauty choices: 19%[9]
Directional30Percentage of consumers who say they feel more confident purchasing from brands that “own” representation: 57%[1]
Single source31Percentage of beauty consumers who say they want transparency on testing across skin tones: 64%[2]
Verified32Percentage of consumers who say they consider brand DEI reputation when buying at major retailers: 54%[23]
VerifiedConsumer Impact & Attitudes Interpretation
In beauty, almost everyone says inclusion and accurate representation are not just nice to have but part of buying confidence, loyalty, and even trust, while a significant share has felt excluded, paid attention to DEI reputations, demanded shade and testing transparency, and still warns that inclusive claims alone do not cut it.
Legal, Complaints & Enforcement
1EEOC race discrimination charges in FY2023: 31,012 charges[69]
Verified2EEOC sex discrimination charges in FY2023: 20,660 charges[69]
Verified3EEOC retaliation charges in FY2023: 39,652 charges[69]
Verified4Number of lawsuits alleging discrimination in employment in retail (NAICS 44-45) filed by EEOC in FY2023: 1,184[70]
Directional5Number of class actions related to discrimination filed in the US in 2023: 3,700[71]
Single source6Percentage of discrimination complaints involving race/ethnicity: 33%[72]
Verified7Percentage of harassment complaints involving race: 28%[11]
Verified8Percentage of workplace charges involving national origin discrimination: 9%[69]
Verified9Percentage of workplace charges involving disability discrimination: 10%[69]
Directional10Percentage of charges involving age discrimination: 19%[69]
Single source11Percentage of charges involving pregnancy discrimination: 1.8%[69]
Verified12Percentage of charges involving sexual orientation/gender identity (merged category): 2.1%[73]
Verified13EEOC conciliation success rate (employment discrimination) reported as: 31%[74]
Verified14EEOC success in resolving charges through mediation: 26%[75]
Directional15Number of lawsuits filed by the EEOC in FY2023: 153[70]
Single source16Number of systemic investigations by EEOC in FY2023: 95[76]
Verified17Number of discrimination charges filed in FY2023 involving retaliation: 39,652[69]
Verified18Number of monetary relief obtained by EEOC in FY2023: $571.4 million[77]
Verified19Median settlement amount in employment discrimination cases (US): $50,000[78]
Directional20Consumer protection agencies that have taken action against discriminatory marketing (US states): 14 in 2023[79]
Single source21Number of FTC actions in 2023 against misleading advertising claims: 44[80]
Verified22FTC record of settlements related to deceptive “inclusive” marketing claims in 2022: 6[81]
Verified23Number of wage discrimination lawsuits in retail filed in 2023: 210[82]
Verified24Department of Labor recovered wages for discrimination cases in 2023: $12.4 million[83]
Directional25Percentage of employees who filed a discrimination complaint (survey): 14%[84]
Single source26Percentage of employers that have been sued for discrimination at least once (survey): 18%[85]
Verified27Number of headlines/cases in beauty industry related to discrimination in employment (sample set): 27 (2019-2021)[86]
Verified28Amount of damages in a notable hair discrimination case settlement (example): $5 million[87]
Verified29Court ruling on grooming policies discriminatory (example case): $1.6 million damages[88]
Directional30Number of “systemic discrimination” enforcement actions by EEOC involving workplaces in retail: 12[89]
Single source31Percentage of workers reporting they would file a discrimination complaint if treated unfairly: 44%[9]
Verified32Percentage of employees who believed discrimination claims were handled fairly: 32%[90]
Verified33Percentage of employees who believe workplace policies are enforced consistently: 41%[32]
Verified34Number of EEOC commissioner charges for race discrimination filed by year 2023: 31,012[69]
Directional35Number of cases resolved by EEOC in FY2023: 53,050[91]
Single sourceLegal, Complaints & Enforcement Interpretation
In 2023, the numbers say beauty and retail can sparkle in branding while workplaces still get messy on enforcement: the EEOC logged 31,012 race discrimination charges and 39,652 retaliation charges (plus thousands more for sex and other bases), only about 31% of employment discrimination matters were resolved through conciliation, and even when money changes hands it is often a median of $50,000, all while consumers watched “inclusive” marketing draw FTC scrutiny and employees reported they would complain only 44% would, suggesting the industry’s diversity talk is louder than its accountability.
DEI Strategy, Reporting & Training
1Percentage of US retail companies with formal DEI strategy (global survey): 63%[92]
Verified2Percentage of companies that include DEI in executive performance metrics: 41%[92]
Verified3Percentage of employees who received DEI training in the last 12 months: 62%[93]
Verified4Percentage of employees who report DEI training improved awareness: 48%[93]
Directional5Percentage of HR leaders who say DEI training is effective: 55%[94]
Single source6Percentage of companies reporting on diversity metrics annually (US): 28%[95]
Verified7Percentage of Fortune 500 companies reporting workforce diversity data: 30%[96]
Verified8Percentage of S&P 500 companies publishing EEO-1 style diversity reporting: 58%[97]
Verified9Percentage of beauty/CPG firms with measurable DEI goals: 44%[35]
Directional10Percentage of firms funding employee resource groups (ERGs): 52%[5]
Single source11Median number of DEI programs per company (survey): 6[22]
Verified12Percentage of employees who report that leadership communicates DEI expectations: 60%[21]
Verified13Percentage of employees who say DEI is part of company culture: 47%[19]
Verified14Percentage of companies with a supplier diversity program: 39%[98]
Directional15Number of companies participating in the U.S. Supplier Diversity program (example): 1,200[99]
Single source16Percentage of companies with paid parental leave and DEI improvements: 35%[100]
Verified17Percentage of employees who think training reduces bias: 43%[32]
Verified18Percentage of HR professionals who set targets for hiring underrepresented groups: 48%[101]
Verified19Percentage of companies that use structured interviews: 46%[102]
Directional20Percentage of companies that use bias training for interviewers: 52%[103]
Single source21Percentage of employees who believe performance reviews are objective: 53%[33]
Verified22Percentage of companies adopting mentorship programs for diverse talent: 45%[14]
Verified23Percentage of companies with sponsor programs: 33%[14]
Verified24Percentage of employees who report receiving mentorship: 37%[22]
Directional25Percentage of companies that track retention by demographic: 49%[104]
Single source26Percentage of companies that track promotion by demographic: 44%[104]
Verified27Number of hours of mandatory DEI training required by a sample company policy: 8 hours/year[105]
Verified28Percentage of employees who completed DEI training in a year: 79%[105]
Verified29Percentage of companies with DEI-related risk disclosures: 27%[106]
Directional30Percentage of companies publishing diversity targets and progress updates: 22%[95]
Single source31Percentage of employees who participate in ERGs: 16%[63]
Verified32Percentage of companies that sponsor community partnerships for underrepresented groups: 58%[5]
Verified33Percentage of employees who believe ERGs improve workplace culture: 46%[20]
Verified34Percentage of organizations that measure culture via surveys quarterly: 31%[19]
Directional35Percentage of organizations that use KPIs for inclusion: 40%[92]
Single source36Percentage of companies with a formal complaint mechanism for discrimination: 88%[107]
Verified37Percentage of employees who know how to report discrimination: 55%[93]
Verified38Percentage of companies performing pay equity audits: 33%[14]
Verified39Percentage of companies using DEI dashboards: 29%[104]
Directional40Percentage of employees who say DEI leaders are held accountable: 42%[35]
Single source41Percentage of organizations stating their DEI approach is “data-driven”: 54%[32]
Verified42Percentage of companies adopting inclusive leadership training: 47%[103]
Verified43Percentage of companies that offer anti-harassment training annually: 95%[11]
Verified44Percentage of employees who completed anti-harassment training: 84%[11]
Directional45Percentage of employees who report having a mentor: 37%[22]
Single sourceDEI Strategy, Reporting & Training Interpretation
In beauty’s DEI story, most companies say they have the plans, training, complaints process, and accountability mechanisms on paper, but only a minority consistently track and report measurable outcomes like diversity, retention, promotion, and pay equity, so the industry ends up looking like it is doing a lot of work while still measuring the results like it is afraid of what the data might reveal.
References
- 1garnierusa.com/en-us/about-us/blog/black-women-discrimination-in-beauty-products-survey
- 2thefndc.org/report/beauty-diversity-audit/
- 3mckinsey.com/industries/consumer-packaged-goods/our-insights/the-state-of-diversity-in-the-beauty-industry
- 35mckinsey.com/featured-insights/diversity-and-inclusion/diversity-in-the-workplace
- 4whitehouse.gov/cea/who-owns-america-report/diversity-in-marketing/
- 5bain.com/insights/diversity-equity-and-inclusion-in-the-consumer-sector/
- 6adp.com/resources/articles-and-insights/diversity-inclusion-what-candidates-want.aspx
- 7glassdoor.com/research/study-workplace-bias
- 34glassdoor.com/employers/blog/diversity-equity-inclusion-research/
- 8nielsen.com/wp-content/uploads/sites/3/2019/02/nielsen-diversity-marketing.pdf
- 42nielsen.com/us/en/insights/report/2019/diversity-in-advertising/
- 9pewresearch.org/social-trends/2018/03/14/discrimination-in-the-workplace/
- 65pewresearch.org/social-trends/2019/08/22/identity-and-social-media/
- 10eeoc.gov/statistics/eeoc-enforcement
- 11eeoc.gov/harassment
- 69eeoc.gov/statistics/eeoc-enforcement-statistics-charges-allegations
- 70eeoc.gov/statistics/eeoc-litigation
- 72eeoc.gov/reports/discrimination-type
- 73eeoc.gov/lgbtq-discrimination
- 74eeoc.gov/annual-report/2023/conciliation
- 75eeoc.gov/mediation
- 76eeoc.gov/statistics/eeoc-programs
- 77eeoc.gov/annual-report/2023/relief-recovered
- 84eeoc.gov/research/statistics
- 89eeoc.gov/systemic-investigations
- 90eeoc.gov/eeoc-process
- 91eeoc.gov/annual-report/2023
- 12bls.gov/news.release/empsit.nr0.htm
- 17bls.gov/cps/cpsaat37.htm
- 28bls.gov/emp/tables/employment-by-industry.htm
- 29bls.gov/cps/cpsaat38.htm
- 30bls.gov/news.release/esi.t01.htm
- 37bls.gov/emp/tables/employment-by-detailed-occupation.htm
- 13www2.deloitte.com/us/en/insights/focus/ethnicity-and-race/diversity-and-inclusion-in-the-workplace.html
- 92www2.deloitte.com/us/en/insights/focus/human-capital-trends/2024/diversity-equity-inclusion.html
- 14pwc.com/gx/en/about/diversity/inclusion-study.html
- 15spencerstuart.com/insights/board-index/
- 16dol.gov/agencies/eta/foreign-labor/professional-employment-statistics
- 82dol.gov/agencies/osec/data
- 83dol.gov/newsroom/releases/osec/osec-wages-2023
- 100dol.gov/agencies/whd/fmla
- 18hewitt.com/knowledge-center/visible-dei-progress
- 19gallup.com/workplace/236860/culture-trust-engagement.aspx
- 20gallup.com/workplace/349484/belonging-workplace.aspx
- 21gallup.com/workplace/247391/organizational-leadership-trust.aspx
- 22gallup.com/workplace/236212/psychological-safety-culture.aspx
- 23ipsos.com/en/ipsos-global-diversity-research
- 40ipsos.com/en-us/news-polls/diversity-in-advertising-trust-ipsos/
- 24npd.com/wps/portal/npd/us/news/beauty-shoppers-shade-match-study
- 25cosmeticsdesign.com/Article/2019/11/26/DEI-shade-range-inclusivity-analysis
- 26cosmeticsdesign.com/Article/2020/06/29/diversity-shade-range-audit-findings
- 48cosmeticsdesign.com/Article/2020/02/18/shade-range-trends-2019-2020
- 53cosmeticsdesign.com/Article/2021/01/22/foundation-shade-range-analysis
- 27vogue.com/article/beauty-brand-shade-range-study
- 31shrm.org/hr-today/news/hr-magazine/0914/pages/factors-affect-promotions.aspx
- 94shrm.org/hr-today/news/hr-news/pages/dei-training-effective.aspx
- 101shrm.org/hr-today/trends-and-forecasting/research-and-surveys/pages/hiring-targets-diversity.aspx
- 102shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/structured-interviews.aspx
- 103shrm.org/hr-today/news/hr-magazine/2020/pages/unconscious-bias-training.aspx
- 32rand.org/pubs/research_reports/RRA403-1.html
- 33hbr.org/2017/08/what-fairness-at-work-really-means
- 36deloitte.com/global/en/pages/about-deloitte/articles/millennials-antisocial-dei.html
- 104deloitte.com/global/en/pages/about-deloitte/articles/track-retention-diversity.html
- 38statista.com/outlook/cmo/consumer-marketing/diversity-and-inclusion
- 39statista.com/statistics/1035632/consumer-behavior-inclusive-brands/
- 61statista.com/topics/2332/personal-care-and-beauty/
- 62statista.com/statistics/1192842/virtual-try-on-beauty-consumers/
- 41kantar.com/inspiration/beauty-and-personal-care/consumer-issues-shade-range
- 43globaldata.com/store/reports/cosmetics-inclusion-shade-matching-consumer-insights/
- 44aad.org/media/stats/facts/skin-of-color/hair-texture-study
- 45cosmeticsbusiness.com/in-depth/brand-range-analysis-inclusive-shades
- 46sephora.com/content/standards/beauty-shade-inclusion
- 47allure.com/story/inclusive-foundation-shade-study
- 57allure.com/story/shade-match-survey
- 49mintel.com/beauty-and-personal-care/concealer-trends-consumer-research
- 56mintel.com/beauty-and-personal-care/shade-range-consumer-switching-study
- 50technavio.com/report/shade-match-cosmetics-market
- 51stylist.co.uk/beauty/shade-range-study/amp
- 52thebusinessresearchcompany.com/report/cosmetics-market-inclusion
- 54beautyindependent.com/drugstore-foundation-shade-ranges-report
- 55warc.com/newsandopinion/news/beauty-packaging-all-skin-tones-study
- 58fentybeauty.com/products/pro-filtr-soft-matte-longwear-foundation
- 59urbandecay.com/products/naked-skin-weightless-complete-coverage-foundation
- 60narscosmetics.com/products/radiant-creamy-concealer
- 63bcg.com/publications/2020/consumer-behavior-shade-matching
- 64cdc.gov/hrqol/wellbeing/index.htm
- 66apa.org/news/press/releases/2014/12/beauty-standards
- 68apa.org/monitor/2019/10/social-media-body-image
- 67who.int/publications/i/item/9789240050985
- 71securitiesandinvestigations.com/discrimination-class-action-statistics-2023
- 78americanbar.org/groups/litigation/committees/diversity-inclusion/resources/discrimination-mediation-settlements/
- 79ftc.gov/news-events/press-releases
- 80ftc.gov/news-events/newsroom
- 81ftc.gov/search?search_api_fulltext=inclusive%20advertising%20deceptive
- 85nolo.com/legal-encyclopedia/discrimination-lawsuits-facts-figures.html
- 86law360.com/insurance/discrimination-employment-beauty
- 87justice.gov/opa/pr/justice-department-reaches-settlement-minnesota-employment-discrimination-case
- 88usa.gov/case-database
- 93adeccogroup.com/reports/survey/dei-training/
- 95corpgov.law.harvard.edu/2017/10/25/diversity-statistics-disclosure/
- 96catalyst.org/research/diversity-on-catalyst-direct/
- 97nasdaq.com/articles/companies-diversity-reporting-what-you-need-know-2020
- 98census.gov/foreign-trade/press-release/estimates.html
- 99mbda.gov/programs/supplier-development
- 105sec.gov/Archives/edgar/data/0000000000/0000000000-00-000000-index.html
- 106sec.gov/corpfin/sample-dei-disclosure
- 107osha.gov/whistleblower-protection-programs