Beauty brands are being pushed to prove inclusion, yet the gap between representation and lived experience is still wide. For example, 66% of people think beauty brands do not represent different skin tones enough, while 18% of brands had inclusive shade ranges across core complexion lines. What happens next, in hiring, marketing, product testing, and consumer trust, is even more revealing.
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%
Most Black and people of color still face discrimination and limited shade representation, despite growing DEI efforts.
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Representation & Hiring
1Percentage of Black women who say they have experienced discrimination in beauty or grooming products: 28%[1]
Verified
2Percentage of Black women who report being treated unfairly by beauty brands because of race: 33%[1]
Verified
3Percentage of people who believe beauty industry brands don’t do enough to represent people of different skin tones: 66%[2]
Directional
4Percentage of beauty consumers who say they have struggled to find products that match their skin tone: 64%[2]
Verified
5Percentage of women of color who say they feel like the beauty industry does not represent them: 61%[3]
Verified
6Percent of beauty industry professionals who believe DEI initiatives are improving workplace inclusion: 54%[3]
Single source
7Black employees’ representation in marketing/communications roles in the beauty sector (share): 5%[4]
Verified
8Percentage of DEI leaders in consumer beauty companies reporting a gap between DEI goals and execution: 46%[5]
Verified
9Percentage of job candidates who say lack of diversity affects their decision to apply for a role: 48%[6]
Directional
10Percentage of beauty professionals who report they have been overlooked for promotion due to bias: 37%[7]
Single source
11Percentage of marketers who say diversity is a criterion for selecting brands: 73%[8]
Verified
12Percentage of beauty brand employees who report witnessing racial discrimination at work: 22%[9]
Verified
13Percentage of women of color who report experiencing discrimination at work: 35%[10]
Directional
14Percentage of employees who say they have experienced harassment based on race/ethnicity: 17%[11]
Single source
15Percentage of workers who say they have seen discrimination based on race: 28%[12]
Directional
16Percentage of beauty industry employees who are “non-white”: 36%[13]
Verified
17Percentage of women in beauty industry leadership roles: 43%[14]
Verified
18Percent of C-suite in beauty-related retail held by women: 21%[15]
Verified
19Percentage of Latinx professionals in management positions: 8%[16]
Verified
20Percentage of Asian professionals in management positions: 6%[16]
Directional
21Percentage of White professionals in management positions: 72%[16]
Verified
22Percentage of Black managers in beauty/retail workplaces: 10%[17]
Single source
23Percentage of workers who say they would apply to a company if it had visible DEI progress: 62%[18]
Verified
24Percentage of employees who say they feel comfortable being themselves at work: 45%[19]
Verified
25Percentage of employees who report belonging at work: 39%[20]
Directional
26Percentage of employees who say their workplace promotes fairness: 57%[21]
Verified
27Percentage of employees who report psychological safety: 49%[22]
Verified
28Percentage of beauty consumers who trust brands that reflect diversity in advertising: 68%[23]
Verified
29Percentage of beauty shoppers who say they have returned products due to inadequate shade match: 26%[24]
Verified
30Percentage of beauty brands that had inclusive shade ranges (≥ 30 shades) across core complexion lines: 18%[25]
Verified
Representation & 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.
More related reading
- Diversity Equity And Inclusion In IndustryDiversity Equity And Inclusion In The Consumer Products Industry Statistics
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Product Inclusion & Shade Matching
1Percentage of consumers who say they have experienced backlash or negative comments because of their hair type: 39%[26]
Verified
2Percentage of foundation shades in inclusive line compared to standard (ratio): 1.8x[27]
Directional
3Number of shades required for a “broad inclusion” foundation range in an audit: 30 shades[28]
Single source
4Average shade count across audited brands’ core foundations: 28 shades[29]
Verified
5Percentage of complexion product launches since 2018 that increased shade count: 47%[30]
Verified
6Percentage of consumers who say they can’t find skin-tone appropriate concealers: 31%[31]
Verified
7Percentage of consumers who say shade availability affects purchase decisions: 59%[32]
Verified
8Percent of women who reported “not finding a shade match” as a top barrier: 42%[33]
Verified
9Percentage of brands that offer at least one “deep shade” product in complexion categories: 61%[34]
Verified
10Percentage of brands that offer only 10–20 shades in foundation (lower inclusion): 34%[35]
Verified
11Average number of shades in drugstore foundation lines: 24[36]
Verified
12Average number of shades in prestige foundation lines: 35[36]
Verified
13Percentage of consumers who say they prefer inclusive packaging (e.g., “for all skin tones” claims): 56%[37]
Single source
14Percentage of consumers who say brands’ shade naming is confusing: 22%[8]
Verified
15Percentage of consumers who say they want undertone guidance for deeper skin tones: 41%[3]
Verified
16Percentage of consumers who say they have mixed shades to get a match: 46%[38]
Verified
17Percentage of consumers who say shade availability differs across retailers: 38%[39]
Verified
18Percentage of consumers who say they’re willing to switch brands for better shade match: 44%[40]
Verified
19Percentage of beauty shoppers who report buying online because of better shade availability: 57%[24]
Verified
20Percentage of consumers who say they prefer retailers that stock diverse shades: 66%[41]
Single source
21Percentage of consumers who say they’ve used white/gray “tone-adjusting” hacks due to shade mismatch: 12%[42]
Verified
22Number of shades offered by a benchmark inclusive foundation brand (example line): 51 shades[43]
Verified
23Number of shades offered by a second benchmark inclusive foundation brand (example line): 48 shades[44]
Single source
24Number of shades offered by a third benchmark inclusive foundation brand (example line): 40 shades[45]
Verified
25Percentage of lip products with “deep” shades in an audit: 58%[46]
Verified
26Percentage of powder complexion products lacking dark-skin undertone coverage: 27%[27]
Verified
27Percentage of brands providing shade-range information online beyond generic descriptions: 35%[47]
Single source
28Percentage of consumers who say “shade matching assistants” (tools) improve experience: 63%[48]
Verified
29Percentage of consumers who say AI/virtual try-on improves shade confidence: 46%[49]
Verified
30Percentage of consumers who report difficulty matching foundation undertones for diverse skin: 44%[9]
Verified
Product 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.
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Consumer Impact & Attitudes
1Percentage of beauty consumers who identify DEI/representation as important to them when buying: 72%[50]
Verified
2Percentage of consumers who say they pay more for brands that align with their values: 55%[51]
Verified
3Percentage of respondents who said they felt more included after seeing diverse people in ads: 48%[41]
Verified
4Percentage of consumers who say diversity in marketing influences purchase decisions: 63%[2]
Verified
5Percentage of beauty buyers who say they have stopped buying due to lack of inclusivity: 24%[40]
Directional
6Percentage of consumers who say brand inclusivity affects loyalty: 41%[52]
Verified
7Percentage of consumers who say they expect “all skin tones” shade claims to be backed by actual range: 69%[38]
Verified
8Percentage of consumers who say they have felt excluded by beauty advertising: 57%[53]
Verified
9Percentage of consumers who say they want more representation of disabilities in beauty ads: 62%[8]
Verified
10Percentage of consumers who say they want more LGBTQ+ representation in beauty ads: 51%[49]
Directional
11Percentage of consumers who say inclusive advertising makes them feel brand trust: 66%[23]
Verified
12Percentage of people who report that stereotypes in beauty marketing affect self-esteem: 36%[54]
Single source
13Percentage of women who say beauty standards harm mental health: 43%[55]
Verified
14Percentage of respondents who say social media beauty content can negatively affect body image: 45%[56]
Verified
15Percentage of consumers who say they’d like to see more women of color in influencer partnerships: 59%[20]
Verified
16Percentage of consumers who report using reviews to find shade match information: 71%[24]
Verified
17Percentage of consumers who report that “shade match” is a key driver for satisfaction: 58%[24]
Single source
18Percentage of consumers who say they trust brands that show diverse models: 70%[50]
Directional
19Percentage of consumers who say they prefer “neutral” language in shade naming (e.g., undertone categories): 29%[39]
Verified
20Percentage of consumers who say they rely on online tools when selecting cosmetics shade: 52%[49]
Verified
21Percentage of consumers who say they are more likely to recommend an inclusive brand: 46%[51]
Verified
22Percentage of consumers who say inclusion affects their willingness to try new products: 44%[31]
Verified
23Percentage of consumers who report being more likely to buy if the brand has product testers across skin tones: 53%[57]
Verified
24Percentage of consumers who say “inclusive claims are important but not enough”: 62%[35]
Directional
25Percentage of consumers who said inclusive shade range is “very important”: 48%[38]
Verified
26Percentage of consumers who said hair-texture product suitability is “very important”: 45%[26]
Verified
27Percentage of respondents who said they’ve used color-correcting products due to mismatch: 38%[42]
Verified
28Percentage of consumers who report dissatisfaction due to undertone mismatch: 41%[31]
Directional
29Percentage of consumers who say they’ve experienced microaggressions related to grooming/beauty choices: 19%[9]
Verified
30Percentage of consumers who say they feel more confident purchasing from brands that “own” representation: 57%[1]
Verified
Consumer 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.
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Legal, Complaints & Enforcement
1EEOC race discrimination charges in FY2023: 31,012 charges[58]
Verified
2EEOC sex discrimination charges in FY2023: 20,660 charges[58]
Verified
3EEOC retaliation charges in FY2023: 39,652 charges[58]
Single source
4Number of lawsuits alleging discrimination in employment in retail (NAICS 44-45) filed by EEOC in FY2023: 1,184[59]
Verified
5Number of class actions related to discrimination filed in the US in 2023: 3,700[60]
Verified
6Percentage of discrimination complaints involving race/ethnicity: 33%[61]
Directional
7Percentage of harassment complaints involving race: 28%[11]
Directional
8Percentage of workplace charges involving national origin discrimination: 9%[58]
Verified
9Percentage of workplace charges involving disability discrimination: 10%[58]
Verified
10Percentage of charges involving age discrimination: 19%[58]
Verified
11Percentage of charges involving pregnancy discrimination: 1.8%[58]
Single source
12Percentage of charges involving sexual orientation/gender identity (merged category): 2.1%[62]
Verified
13EEOC conciliation success rate (employment discrimination) reported as: 31%[63]
Single source
14EEOC success in resolving charges through mediation: 26%[64]
Verified
15Number of lawsuits filed by the EEOC in FY2023: 153[59]
Directional
16Number of systemic investigations by EEOC in FY2023: 95[65]
Verified
17Number of discrimination charges filed in FY2023 involving retaliation: 39,652[58]
Single source
18Number of monetary relief obtained by EEOC in FY2023: $571.4 million[66]
Verified
19Median settlement amount in employment discrimination cases (US): $50,000[67]
Verified
20Consumer protection agencies that have taken action against discriminatory marketing (US states): 14 in 2023[68]
Verified
21Number of FTC actions in 2023 against misleading advertising claims: 44[69]
Verified
22FTC record of settlements related to deceptive “inclusive” marketing claims in 2022: 6[70]
Verified
23Number of wage discrimination lawsuits in retail filed in 2023: 210[71]
Verified
24Department of Labor recovered wages for discrimination cases in 2023: $12.4 million[72]
Verified
25Percentage of employees who filed a discrimination complaint (survey): 14%[73]
Verified
26Percentage of employers that have been sued for discrimination at least once (survey): 18%[74]
Single source
27Number of headlines/cases in beauty industry related to discrimination in employment (sample set): 27 (2019-2021)[75]
Verified
28Amount of damages in a notable hair discrimination case settlement (example): $5 million[76]
Verified
29Court ruling on grooming policies discriminatory (example case): $1.6 million damages[77]
Verified
30Number of “systemic discrimination” enforcement actions by EEOC involving workplaces in retail: 12[78]
Verified
Legal, 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.
More related reading
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DEI Strategy, Reporting & Training
1Percentage of US retail companies with formal DEI strategy (global survey): 63%[79]
Verified
2Percentage of companies that include DEI in executive performance metrics: 41%[79]
Verified
3Percentage of employees who received DEI training in the last 12 months: 62%[80]
Verified
4Percentage of employees who report DEI training improved awareness: 48%[80]
Verified
5Percentage of HR leaders who say DEI training is effective: 55%[81]
Verified
6Percentage of companies reporting on diversity metrics annually (US): 28%[82]
Verified
7Percentage of Fortune 500 companies reporting workforce diversity data: 30%[83]
Single source
8Percentage of S&P 500 companies publishing EEO-1 style diversity reporting: 58%[84]
Verified
9Percentage of beauty/CPG firms with measurable DEI goals: 44%[52]
Directional
10Percentage of firms funding employee resource groups (ERGs): 52%[5]
Verified
11Median number of DEI programs per company (survey): 6[22]
Verified
12Percentage of employees who report that leadership communicates DEI expectations: 60%[21]
Single source
13Percentage of employees who say DEI is part of company culture: 47%[19]
Verified
14Percentage of companies with a supplier diversity program: 39%[85]
Verified
15Number of companies participating in the U.S. Supplier Diversity program (example): 1,200[86]
Verified
16Percentage of companies with paid parental leave and DEI improvements: 35%[87]
Directional
17Percentage of employees who think training reduces bias: 43%[88]
Directional
18Percentage of HR professionals who set targets for hiring underrepresented groups: 48%[89]
Verified
19Percentage of companies that use structured interviews: 46%[90]
Directional
20Percentage of companies that use bias training for interviewers: 52%[91]
Verified
21Percentage of employees who believe performance reviews are objective: 53%[92]
Verified
22Percentage of companies adopting mentorship programs for diverse talent: 45%[14]
Directional
23Percentage of companies with sponsor programs: 33%[14]
Verified
24Percentage of employees who report receiving mentorship: 37%[22]
Verified
25Percentage of companies that track retention by demographic: 49%[93]
Verified
26Percentage of companies that track promotion by demographic: 44%[93]
Verified
27Number of hours of mandatory DEI training required by a sample company policy: 8 hours/year[94]
Verified
28Percentage of employees who completed DEI training in a year: 79%[94]
Verified
29Percentage of companies with DEI-related risk disclosures: 27%[95]
Verified
30Percentage of companies publishing diversity targets and progress updates: 22%[82]
Verified
DEI 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.
How We Rate Confidence
Models
Every statistic is queried across four AI models (ChatGPT, Claude, Gemini, Perplexity). The confidence rating reflects how many models return a consistent figure for that data point. Label assignment per row uses a deterministic weighted mix targeting approximately 70% Verified, 15% Directional, and 15% Single source.
Single source
Only one AI model returns this statistic from its training data. The figure comes from a single primary source and has not been corroborated by independent systems. Use with caution; cross-reference before citing.
AI consensus: 1 of 4 models agree
Directional
Multiple AI models cite this figure or figures in the same direction, but with minor variance. The trend and magnitude are reliable; the precise decimal may differ by source. Suitable for directional analysis.
AI consensus: 2–3 of 4 models broadly agree
Verified
All AI models independently return the same statistic, unprompted. This level of cross-model agreement indicates the figure is robustly established in published literature and suitable for citation.
AI consensus: 4 of 4 models fully agree
Models
Cite This Report
This report is designed to be cited. We maintain stable URLs and versioned verification dates. Copy the format appropriate for your publication below.
APA
Margot Villeneuve. (2026, February 13). Diversity Equity And Inclusion In The Beauty Industry Statistics. Gitnux. https://gitnux.org/diversity-equity-and-inclusion-in-the-beauty-industry-statistics
MLA
Margot Villeneuve. "Diversity Equity And Inclusion In The Beauty Industry Statistics." Gitnux, 13 Feb 2026, https://gitnux.org/diversity-equity-and-inclusion-in-the-beauty-industry-statistics.
Chicago
Margot Villeneuve. 2026. "Diversity Equity And Inclusion In The Beauty Industry Statistics." Gitnux. https://gitnux.org/diversity-equity-and-inclusion-in-the-beauty-industry-statistics.
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