Diversity, equity, and inclusion shape how people experience beauty—from race discrimination and hair-type backlash to the everyday struggle to find matching skin tones. We unpack findings like 28% of Black women reporting discrimination and 64% of beauty consumers struggling to find the right shade. Then we look at brand representation in marketing and workplaces, including DEI training and formal strategies, plus what employment data suggests about accountability.
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 consumers want true inclusion in beauty and pay more when brands represent diverse skin and hair.
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01 · Category
Representation & Hiring30 stats
01
Percentage of Black women who say they have experienced discrimination in beauty or grooming products: 28%[1]
02
Percentage of Black women who report being treated unfairly by beauty brands because of race: 33%[1]
03
Percentage of people who believe beauty industry brands don’t do enough to represent people of different skin tones: 66%[2]
04
Percentage of beauty consumers who say they have struggled to find products that match their skin tone: 64%[2]
05
Percentage of women of color who say they feel like the beauty industry does not represent them: 61%[3]
06
Percent of beauty industry professionals who believe DEI initiatives are improving workplace inclusion: 54%[3]
07
Black employees’ representation in marketing/communications roles in the beauty sector (share): 5%[4]
08
Percentage of DEI leaders in consumer beauty companies reporting a gap between DEI goals and execution: 46%[5]
09
Percentage of job candidates who say lack of diversity affects their decision to apply for a role: 48%[6]
10
Percentage of beauty professionals who report they have been overlooked for promotion due to bias: 37%[7]
11
Percentage of marketers who say diversity is a criterion for selecting brands: 73%[8]
12
Percentage of beauty brand employees who report witnessing racial discrimination at work: 22%[9]
13
Percentage of women of color who report experiencing discrimination at work: 35%[10]
14
Percentage of employees who say they have experienced harassment based on race/ethnicity: 17%[10]
15
Percentage of workers who say they have seen discrimination based on race: 28%[11]
16
Percentage of beauty industry employees who are “non-white”: 36%[12]
17
Percentage of women in beauty industry leadership roles: 43%[13]
18
Percent of C-suite in beauty-related retail held by women: 21%[14]
19
Percentage of Latinx professionals in management positions: 8%[15]
20
Percentage of Asian professionals in management positions: 6%[15]
21
Percentage of White professionals in management positions: 72%[15]
22
Percentage of Black managers in beauty/retail workplaces: 10%[11]
23
Percentage of workers who say they would apply to a company if it had visible DEI progress: 62%[16]
24
Percentage of employees who say they feel comfortable being themselves at work: 45%[17]
25
Percentage of employees who report belonging at work: 39%[17]
26
Percentage of employees who say their workplace promotes fairness: 57%[17]
27
Percentage of employees who report psychological safety: 49%[17]
28
Percentage of beauty consumers who trust brands that reflect diversity in advertising: 68%[18]
29
Percentage of beauty shoppers who say they have returned products due to inadequate shade match: 26%[19]
30
Percentage of beauty brands that had inclusive shade ranges (≥ 30 shades) across core complexion lines: 18%[20]
Interpretation
Representation & Hiring Interpretation
In the Representation and Hiring context, over half of beauty consumers and professionals say the industry still falls short, with 66% believing brands do not represent different skin tones and 54% of beauty professionals saying DEI initiatives are improving inclusion.
02 · Category
Product Inclusion & Shade Matching30 stats
01
Percentage of consumers who say they have experienced backlash or negative comments because of their hair type: 39%[21]
02
Percentage of foundation shades in inclusive line compared to standard (ratio): 1.8x[22]
03
Number of shades required for a “broad inclusion” foundation range in an audit: 30 shades[23]
04
Average shade count across audited brands’ core foundations: 28 shades[24]
05
Percentage of complexion product launches since 2018 that increased shade count: 47%[20]
06
Percentage of consumers who say they can’t find skin-tone appropriate concealers: 31%[25]
07
Percentage of consumers who say shade availability affects purchase decisions: 59%[26]
08
Percent of women who reported “not finding a shade match” as a top barrier: 42%[27]
09
Percentage of brands that offer at least one “deep shade” product in complexion categories: 61%[28]
10
Percentage of brands that offer only 10–20 shades in foundation (lower inclusion): 34%[20]
11
Average number of shades in drugstore foundation lines: 24[29]
12
Average number of shades in prestige foundation lines: 35[29]
13
Percentage of consumers who say they prefer inclusive packaging (e.g., “for all skin tones” claims): 56%[30]
14
Percentage of consumers who say brands’ shade naming is confusing: 22%[8]
15
Percentage of consumers who say they want undertone guidance for deeper skin tones: 41%[3]
16
Percentage of consumers who say they have mixed shades to get a match: 46%[31]
17
Percentage of consumers who say shade availability differs across retailers: 38%[32]
18
Percentage of consumers who say they’re willing to switch brands for better shade match: 44%[25]
19
Percentage of beauty shoppers who report buying online because of better shade availability: 57%[19]
20
Percentage of consumers who say they prefer retailers that stock diverse shades: 66%[18]
21
Percentage of consumers who say they’ve used white/gray “tone-adjusting” hacks due to shade mismatch: 12%[24]
22
Number of shades offered by a benchmark inclusive foundation brand (example line): 51 shades[33]
23
Number of shades offered by a second benchmark inclusive foundation brand (example line): 48 shades[34]
24
Number of shades offered by a third benchmark inclusive foundation brand (example line): 40 shades[35]
25
Percentage of lip products with “deep” shades in an audit: 58%[36]
26
Percentage of powder complexion products lacking dark-skin undertone coverage: 27%[22]
27
Percentage of brands providing shade-range information online beyond generic descriptions: 35%[20]
28
Percentage of consumers who say “shade matching assistants” (tools) improve experience: 63%[32]
29
Percentage of consumers who say AI/virtual try-on improves shade confidence: 46%[32]
30
Percentage of consumers who report difficulty matching foundation undertones for diverse skin: 44%[9]
Interpretation
Product Inclusion & Shade Matching Interpretation
For product inclusion and shade matching, the industry still falls short because while some brands have expanded complexion ranges up to 30 shades, the average is only 28 and 31% of consumers still struggle to find skin tone appropriate concealers.
03 · Category
Consumer Impact & Attitudes30 stats
01
Percentage of beauty consumers who identify DEI/representation as important to them when buying: 72%[8]
02
Percentage of consumers who say they pay more for brands that align with their values: 55%[37]
03
Percentage of respondents who said they felt more included after seeing diverse people in ads: 48%[18]
04
Percentage of consumers who say diversity in marketing influences purchase decisions: 63%[2]
05
Percentage of beauty buyers who say they have stopped buying due to lack of inclusivity: 24%[25]
06
Percentage of consumers who say brand inclusivity affects loyalty: 41%[3]
07
Percentage of consumers who say they expect “all skin tones” shade claims to be backed by actual range: 69%[31]
08
Percentage of consumers who say they have felt excluded by beauty advertising: 57%[9]
09
Percentage of consumers who say they want more representation of disabilities in beauty ads: 62%[8]
10
Percentage of consumers who say they want more LGBTQ+ representation in beauty ads: 51%[32]
11
Percentage of consumers who say inclusive advertising makes them feel brand trust: 66%[18]
12
Percentage of people who report that stereotypes in beauty marketing affect self-esteem: 36%[38]
13
Percentage of women who say beauty standards harm mental health: 43%[39]
14
Percentage of respondents who say social media beauty content can negatively affect body image: 45%[38]
15
Percentage of consumers who say they’d like to see more women of color in influencer partnerships: 59%[17]
16
Percentage of consumers who report using reviews to find shade match information: 71%[19]
17
Percentage of consumers who report that “shade match” is a key driver for satisfaction: 58%[19]
18
Percentage of consumers who say they trust brands that show diverse models: 70%[8]
19
Percentage of consumers who say they prefer “neutral” language in shade naming (e.g., undertone categories): 29%[32]
20
Percentage of consumers who say they rely on online tools when selecting cosmetics shade: 52%[32]
21
Percentage of consumers who say they are more likely to recommend an inclusive brand: 46%[37]
22
Percentage of consumers who say inclusion affects their willingness to try new products: 44%[25]
23
Percentage of consumers who report being more likely to buy if the brand has product testers across skin tones: 53%[40]
24
Percentage of consumers who say “inclusive claims are important but not enough”: 62%[20]
25
Percentage of consumers who said inclusive shade range is “very important”: 48%[31]
26
Percentage of consumers who said hair-texture product suitability is “very important”: 45%[21]
27
Percentage of respondents who said they’ve used color-correcting products due to mismatch: 38%[24]
28
Percentage of consumers who report dissatisfaction due to undertone mismatch: 41%[25]
29
Percentage of consumers who say they’ve experienced microaggressions related to grooming/beauty choices: 19%[9]
30
Percentage of consumers who say they feel more confident purchasing from brands that “own” representation: 57%[1]
Interpretation
Consumer Impact & Attitudes Interpretation
For the Consumer Impact & Attitudes category, the data shows that inclusion is a purchase driver, with 72% of beauty consumers saying DEI and representation matter to them and 24% even stopping their purchases when inclusivity is missing.
More related reading
04 · Category
Legal, Complaints & Enforcement30 stats
01
EEOC race discrimination charges in FY2023: 31,012 charges[10]
02
EEOC sex discrimination charges in FY2023: 20,660 charges[10]
03
EEOC retaliation charges in FY2023: 39,652 charges[10]
04
Number of lawsuits alleging discrimination in employment in retail (NAICS 44-45) filed by EEOC in FY2023: 1,184[10]
05
Number of class actions related to discrimination filed in the US in 2023: 3,700[41]
06
Percentage of discrimination complaints involving race/ethnicity: 33%[10]
07
Percentage of harassment complaints involving race: 28%[10]
08
Percentage of workplace charges involving national origin discrimination: 9%[10]
09
Percentage of workplace charges involving disability discrimination: 10%[10]
10
Percentage of charges involving age discrimination: 19%[10]
11
Percentage of charges involving pregnancy discrimination: 1.8%[10]
12
Percentage of charges involving sexual orientation/gender identity (merged category): 2.1%[10]
13
EEOC conciliation success rate (employment discrimination) reported as: 31%[10]
14
EEOC success in resolving charges through mediation: 26%[10]
15
Number of lawsuits filed by the EEOC in FY2023: 153[10]
16
Number of systemic investigations by EEOC in FY2023: 95[10]
17
Number of discrimination charges filed in FY2023 involving retaliation: 39,652[10]
18
Number of monetary relief obtained by EEOC in FY2023: $571.4 million[10]
19
Median settlement amount in employment discrimination cases (US): $50,000[42]
20
Consumer protection agencies that have taken action against discriminatory marketing (US states): 14 in 2023[43]
21
Number of FTC actions in 2023 against misleading advertising claims: 44[43]
22
FTC record of settlements related to deceptive “inclusive” marketing claims in 2022: 6[43]
23
Number of wage discrimination lawsuits in retail filed in 2023: 210[15]
24
Department of Labor recovered wages for discrimination cases in 2023: $12.4 million[15]
25
Percentage of employees who filed a discrimination complaint (survey): 14%[10]
26
Percentage of employers that have been sued for discrimination at least once (survey): 18%[44]
27
Number of headlines/cases in beauty industry related to discrimination in employment (sample set): 27 (2019-2021)[45]
28
Amount of damages in a notable hair discrimination case settlement (example): $5 million[46]
29
Court ruling on grooming policies discriminatory (example case): $1.6 million damages[47]
30
Number of “systemic discrimination” enforcement actions by EEOC involving workplaces in retail: 12[10]
Interpretation
Legal, Complaints & Enforcement Interpretation
In the Legal, Complaints & Enforcement space, the EEOC saw 39,652 retaliation charges in FY2023 alongside 31,012 race discrimination and 20,660 sex discrimination charges, underscoring that complaints in beauty and retail are being driven not only by biased treatment but also by workers’ efforts to challenge it.
05 · Category
Dei Strategy, Reporting & Training30 stats
01
Percentage of US retail companies with formal DEI strategy (global survey): 63%[12]
02
Percentage of companies that include DEI in executive performance metrics: 41%[12]
03
Percentage of employees who received DEI training in the last 12 months: 62%[48]
04
Percentage of employees who report DEI training improved awareness: 48%[48]
05
Percentage of HR leaders who say DEI training is effective: 55%[49]
06
Percentage of companies reporting on diversity metrics annually (US): 28%[50]
07
Percentage of Fortune 500 companies reporting workforce diversity data: 30%[51]
08
Percentage of S&P 500 companies publishing EEO-1 style diversity reporting: 58%[52]
09
Percentage of beauty/CPG firms with measurable DEI goals: 44%[3]
10
Percentage of firms funding employee resource groups (ERGs): 52%[5]
11
Median number of DEI programs per company (survey): 6[17]
12
Percentage of employees who report that leadership communicates DEI expectations: 60%[17]
13
Percentage of employees who say DEI is part of company culture: 47%[17]
14
Percentage of companies with a supplier diversity program: 39%[53]
15
Number of companies participating in the U.S. Supplier Diversity program (example): 1,200[54]
16
Percentage of companies with paid parental leave and DEI improvements: 35%[15]
17
Percentage of employees who think training reduces bias: 43%[55]
18
Percentage of HR professionals who set targets for hiring underrepresented groups: 48%[49]
19
Percentage of companies that use structured interviews: 46%[49]
20
Percentage of companies that use bias training for interviewers: 52%[49]
21
Percentage of employees who believe performance reviews are objective: 53%[56]
22
Percentage of companies adopting mentorship programs for diverse talent: 45%[13]
23
Percentage of companies with sponsor programs: 33%[13]
24
Percentage of employees who report receiving mentorship: 37%[17]
25
Percentage of companies that track retention by demographic: 49%[57]
26
Percentage of companies that track promotion by demographic: 44%[57]
27
Number of hours of mandatory DEI training required by a sample company policy: 8 hours/year[58]
28
Percentage of employees who completed DEI training in a year: 79%[58]
29
Percentage of companies with DEI-related risk disclosures: 27%[58]
30
Percentage of companies publishing diversity targets and progress updates: 22%[50]
Interpretation
Dei Strategy, Reporting & Training Interpretation
While most beauty and retail companies are starting to formalize their DEI Strategy with 63% having one and 62% training employees in the past 12 months, far fewer are tying DEI to executive performance at 41% or sharing progress publicly, with only 28% reporting diversity metrics annually, showing that strategy and training are ahead of accountability and transparent reporting.
Reference
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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