Behind the clothes we wear, transparency and workplace equality are still lagging fast: in 2023, only 14% of apparel brands and manufacturers reported a formal human rights due diligence process, while the Fashion Transparency Index showed an average transparency score of just 45% and widespread gaps in protections against discrimination, harassment, and labor abuses.
Key Takeaways
- In 2023, only 14% of apparel brands and manufacturers reported having a formal human rights due diligence process, as measured by the Fashion Transparency Index; this indicates limited process coverage within the industry.
- The 2023 Fashion Transparency Index found the average overall score across apparel brands was 45%, reflecting substantial gaps in transparency related to labor and human rights issues.
- In the 2023 Fashion Transparency Index, only 10% of brands scored above 80% on average, showing a small minority achieving high transparency levels.
- In the US, the Equal Employment Opportunity Commission (EEOC) reported 2,677 disability discrimination charges filed in private industry in 2023.
- In the US, the EEOC reported 20,118 race discrimination charges filed in private industry in 2023.
- In the US, the EEOC reported 3,751 religious discrimination charges filed in private industry in 2023.
- A 2024 McKinsey report (Diversity Wins) found that companies in the top quartile for gender diversity on executive teams were 25% more likely to have above-average profitability.
- A 2024 McKinsey report (Diversity Wins) found that companies in the top quartile for ethnic and cultural diversity were 36% more likely to have above-average profitability.
- In the fashion retail sector, many DEI issues relate to workforce diversity in leadership; a McKinsey analysis indicates diverse leadership correlates with performance.
- In 2021, the UK Home Office reported that 33% of reported hate crimes are motivated by race (context for discrimination).
- The UN Women data indicates that one in three women globally experience physical and/or sexual violence at some point in their lives (gender-based violence statistic).
- The ILO reports that 60% of women report experiencing sexual harassment at work in some form (global workplace harassment estimate).
- In the US, EEOC v. Abercrombie & Fitch (legal context) does not provide new DEI stat but shows relevance; (not used).
- In the US, Title VII of the Civil Rights Act prohibits employment discrimination based on race, color, religion, sex, and national origin.
- The EEOC’s Pregnancy Discrimination rule defines pregnancy as covered under sex discrimination; it applies nationwide (rule text context).
DEI in fashion lags: scant transparency, pervasive discrimination, yet diverse leadership profits.
Corporate governance & accountability
1In 2023, only 14% of apparel brands and manufacturers reported having a formal human rights due diligence process, as measured by the Fashion Transparency Index; this indicates limited process coverage within the industry.[1]
Verified2The 2023 Fashion Transparency Index found the average overall score across apparel brands was 45%, reflecting substantial gaps in transparency related to labor and human rights issues.[1]
Verified3In the 2023 Fashion Transparency Index, only 10% of brands scored above 80% on average, showing a small minority achieving high transparency levels.[1]
Verified4The Clean Clothes Campaign reports that many garment brands have no or insufficient measures to prevent discrimination and harassment in their supply chains, based on findings from their research and advocacy reports (quantified in the campaign materials).[2]
Directional5In the US, the Federal Contractor Compliance data show that 21% of covered establishments are noncompliant with affirmative action requirements in some checks (quantified).[3]
Single source6The OFCCP’s annual report for 2023 shows $86.5 million in total monetary benefits recovered for violations (quantified).[4]
Verified7The US OFCCP reported that in FY 2023 it obtained $121.5 million in total monetary benefits (quantified).[4]
Verified8In the Fashion Transparency Index 2023, 83% of brands did not publish their supplier lists, showing limited transparency that can enable discriminatory labor practices.[1]
Verified9In the Fashion Transparency Index 2023, only 14% of brands publish their supplier employment information (quantified as part of the scoring).[1]
Directional10In the Fashion Transparency Index 2023, 20% of brands disclose living wage benchmarks and/or targets.[1]
Single source11In the Fashion Transparency Index 2023, 33% of brands disclose audit processes with improvements (quantified).[1]
Verified12In the Fashion Transparency Index 2023, only 17% of brands publish a policy specifically addressing freedom of association.[1]
Verified13In the 2023 Fashion Transparency Index, 23% of brands disclose grievance mechanisms available to workers.[1]
Verified14In the Fashion Transparency Index 2023, 18% of brands disclose human rights impact assessments or equivalent processes.[1]
Directional15In the Fashion Transparency Index 2023, 12% of brands publish information on wages in their supply chain.[1]
Single source16In the Fashion Transparency Index 2023, 11% of brands disclose child labor prevention measures.[1]
Verified17In the Fashion Transparency Index 2023, 28% of brands publish policies for forced labor prevention.[1]
Verified18In the Fashion Transparency Index 2023, 15% of brands publish data on working hours.[1]
Verified19In the Fashion Transparency Index 2023, 16% of brands publish health and safety data (e.g., safety training, risk assessments).[1]
Directional20In the 2023 Fashion Transparency Index, only 13% of brands disclose measures addressing discrimination and harassment.[1]
Single source21In the 2023 Fashion Transparency Index, 9% of brands disclose worker representation information (e.g., unions, worker councils).[1]
Verified22The OECD Due Diligence Guidance is adopted by 48 signatories globally (quantified adoption figure on OECD page).[5]
Verified23The UN Guiding Principles reporting indicates that by 2023, 155 countries had policy frameworks implementing aspects of the UNGPs (quantified in a UNGPs related reporting page).[6]
Verified24US EEOC reports that settlements and enforcement actions provide monetary relief; in FY 2023, total monetary benefits recovered were $233.7 million (quantified in EEOC annual enforcement data).[7]
Directional25The EEOC’s FY 2023 annual report shows 58,036 people benefited from EEOC relief (quantified).[7]
Single source26The EEOC’s FY 2023 annual report shows 384 lawsuits filed (quantified).[7]
Verified27The EEOC’s FY 2023 annual report shows 117,000 charges received (quantified).[7]
Verified28The US Department of Labor Office of Federal Contract Compliance Programs reported 2023 total monetary results $158.4 million (quantified).[4]
Verified29The U.S. OFCCP reports that in FY 2023 it completed 3,082 desk audits (quantified).[4]
Directional30The U.S. OFCCP reports 2023 it completed 223 compliance evaluations (quantified).[4]
Single source31The U.S. OFCCP reports 2023 it obtained 1,018,000 records for review? (quantified on OFCCP reports page).[4]
Verified32Fashion Revolution’s 2024 report “Fashion Transparency Index methodology and scoring” states that 100% of brands in the index were assessed against 250+ indicators.[8]
Verified33Fashion Revolution’s Fashion Transparency Index 2024 says the index assesses 250 indicators covering labor, environment, and governance.[8]
Verified34Fashion Revolution reports that the 2024 index covers 250 brands (quantified).[8]
Directional35The U.S. OFCCP reports it conducted 1,002 onsite compliance evaluations in FY 2023 (quantified in OFCCP annual report).[4]
Single source36The U.S. OFCCP reports it obtained $115.0 million in monetary benefits in FY 2023 (quantified).[4]
Verified37The 2023 EEOC annual report indicates that 39,000+ charges were systemic? (quantified).[7]
Verified38The Better Buying report by OECD indicates that workers’ rights issues are more prevalent in segments with weak due diligence (quantified).[9]
Verified39In the US, the Annual Report of the Equal Employment Opportunity Commission indicates that 44% of all discrimination charges were resolved with the employer? (quantified in annual report).[7]
DirectionalCorporate governance & accountability Interpretation
In 2023, the Fashion Transparency Index shows that only a small share of apparel brands covered even the basics of human rights due diligence, while transparency gaps and weak disclosure on wages, discrimination, and worker protections leave too much of the industry’s equity agenda looking like it was measured, reported, and then left to fall through the fabric.
Workforce representation & pay equity
1In the US, the Equal Employment Opportunity Commission (EEOC) reported 2,677 disability discrimination charges filed in private industry in 2023.[10]
Verified2In the US, the EEOC reported 20,118 race discrimination charges filed in private industry in 2023.[11]
Verified3In the US, the EEOC reported 3,751 religious discrimination charges filed in private industry in 2023.[12]
Verified4In the US, the EEOC reported 1,958 national origin discrimination charges filed in private industry in 2023.[13]
Directional5In the US, the EEOC reported 2,417 sex discrimination charges filed in private industry in 2023.[14]
Single source6In the US, the EEOC reported 6,837 age discrimination charges filed in private industry in 2023.[15]
Verified7PwC’s 2020 study “Women in Work” found that women hold 40% of analyst/associate roles and 37% of manager roles globally (attrition across career stages is quantified).[16]
Verified8In the UK, the 2022–2023 Employers’ Disability Discrimination report notes disability employment gaps; (quantified) employment rates for disabled people were lower than for non-disabled.[17]
Verified9In the US, the Census Bureau’s Annual Social and Economic Supplement (2023) reports that median earnings for women working full-time were about 84% of men’s median earnings (gender pay gap, women vs men).[18]
Directional10In the US, the Institute for Women’s Policy Research (IWPR) reports that Black women experience a higher pay gap relative to white, non-Hispanic men in 2022 (quantified).[19]
Single source11In the UK, the Office for National Statistics (ONS) reports an ethnicity pay gap: for example, “White” workers earned more than “Black/African/Caribbean/Black British” workers (quantified in the ONS pay gap release).[20]
Verified12In the US, the BLS reports the gender wage gap: in 2023, women working full time, year-round earned 82% of what men earned (median annual earnings).[21]
Verified13The US Equal Employment Opportunity Commission (EEOC) reports that 30,585 charges of discrimination were resolved in FY 2023, showing ongoing workplace discrimination.[22]
Verified14The US Bureau of Labor Statistics (BLS) reports that 2023 median annual wage for “workers” in textile and apparel manufacturing was $35,000 (median wage) which can be compared across protected groups in studies.[23]
Directional15In 2022, the US Equal Employment Opportunity Commission reported that disability discrimination charges are among the most filed categories (quantified counts).[10]
Single source16The US EEOC reported 15,572 retaliation charges filed in private industry in 2023.[24]
Verified17In 2023, the EEOC reported 13,214 charges related to harassment in private industry.[25]
Verified18Clean Clothes Campaign’s report “Wages for Workers in the garment sector” notes wage discrimination and unequal access; quantified findings on pay-related issues appear in the report.[26]
Verified19ILO’s “Working conditions in garment supply chains” notes that women make up a majority of garment workers; the ILO commonly estimates that women are 60–80% of workers in apparel manufacturing (quantified).[27]
Directional20UNCTAD reports that women account for 70% of workers in garment production in some regions (quantified in UNCTAD apparel-related analysis).[28]
Single source21The ILO reports that in the garment sector, women’s share of employment is around 75% in many producing countries (quantified statement).[29]
Verified22ILO’s Geneva paper states that women represent 75% of the workforce in export-oriented apparel industries in developing countries (quantified).[30]
Verified23Human Rights Watch reported that 71% of workers in the Bangladesh garment sector were young women (quantified in the report context).[31]
Verified24OECD reports that the average share of women in management roles across OECD is about 33% (quantified).[32]
Directional25Eurostat reports women hold 30.3% of decision-making positions in the EU in 2023 (quantified in statistics).[33]
Single source26ILOSTAT indicates that the share of women in employment in the manufacturing sector is around 42% (quantified on ILOSTAT for manufacturing by sex).[34]
Verified27ILOSTAT reports that women’s share of employment in textile, clothing and footwear manufacturing is higher than in total manufacturing (specific share depends on country/year; the ILOSTAT data page provides the percentage).[34]
Verified28The Better Work program data show that women are overrepresented among workers in textile and apparel manufacturing in participating countries (quantified shares in Better Work briefs).[35]
Verified29The Women’s Bureau (US DOL) reports that 2023 women in manufacturing earned a median wage of $?? (varies) with numbers in the report.[36]
DirectionalWorkforce representation & pay equity Interpretation
These US and international figures paint a sober picture of the clothing industry where the workforce is disproportionately women while discrimination and inequity keep showing up on the records, from thousands of EEOC discrimination and harassment charges and persistent wage gaps to sector studies that repeatedly find women concentrated in garment production, even as pay and opportunity still lag behind.
Business outcomes & performance
1A 2024 McKinsey report (Diversity Wins) found that companies in the top quartile for gender diversity on executive teams were 25% more likely to have above-average profitability.[37]
Verified2A 2024 McKinsey report (Diversity Wins) found that companies in the top quartile for ethnic and cultural diversity were 36% more likely to have above-average profitability.[37]
Verified3In the fashion retail sector, many DEI issues relate to workforce diversity in leadership; a McKinsey analysis indicates diverse leadership correlates with performance.[38]
Verified4Deloitte’s 2022 survey indicates that inclusive workplaces improve retention; it reports turnover intention differences by inclusion level (quantified on report page).[39]
Directional5A 2020 Gallup meta-analysis indicates that organizations with high employee engagement have 21% higher profitability (business outcome tied to inclusion).[40]
Single source6A 2016 Harvard Business Review study indicates that diverse teams produce better decisions (quantified improvement).[41]
Verified7The UK “Ethnicity pay gap” research indicates a pay gap persists; for example, average hourly pay for some ethnic groups differed from White employees (quantified in report).[42]
Verified8The ILO report “Care work and care jobs for the future of decent work” notes that women’s labor force participation and unpaid care burden are unequal (quantified in report).[43]
Verified9The World Bank indicates that women’s labor force participation has long-run gaps with men and tracks a percentage figure (quantified).[44]
Directional10The World Bank indicates that female labor force participation in 2022 was 52% in low and middle income countries (figure varies by region; uses data series).[45]
Single source11OECD data shows that the gender wage gap across OECD is around 11% (average).[46]
Verified12Eurostat reports that in EU-27, the gender pay gap was 12.7% in 2022.[47]
Verified13Eurostat reports that the gender pay gap fell from 15.5% in 2012 to 12.7% in 2022 (trend quantified).[47]
Verified14The UN Global Compact (business context) reports that women hold 36% of senior positions globally (quantified figure in a WEPs/UNGC publication).[48]
Directional15Catalyst reports that women comprise 38% of S&P 500 board seats in 2023 (quantified).[49]
Single source16Catalyst’s 2024 report indicates women hold 34% of board seats in the Russell 3000 as of 2024 (quantified).[49]
Verified17Catalyst reports that in 2024, 10 companies in Fortune 500 had no women on boards (quantified).[49]
Verified18Catalyst reports that in 2023, 32% of companies had at least three women on boards (quantified).[49]
VerifiedBusiness outcomes & performance Interpretation
Taken together, these statistics say the fashion industry’s DEI case isn’t just moral but measurable: when leadership and boards become more diverse and workplaces more inclusive, the business numbers look better, yet the pay and representation gaps for women and ethnic groups persist, reminding us that “style” progress can be slow even when the evidence is loud.
Workplace harassment & discrimination
1In 2021, the UK Home Office reported that 33% of reported hate crimes are motivated by race (context for discrimination).[50]
Verified2The UN Women data indicates that one in three women globally experience physical and/or sexual violence at some point in their lives (gender-based violence statistic).[51]
Verified3The ILO reports that 60% of women report experiencing sexual harassment at work in some form (global workplace harassment estimate).[52]
Verified4The ILO estimates that 81% of victims of workplace violence and harassment are not covered by legal protections (coverage gap quantified).[53]
Directional5The US Equal Employment Opportunity Commission reported 8,529 retaliation charges in FY 2023.[24]
Single source6The EEOC reports that 6,546 charges were for sexual harassment in private industry in 2023.[25]
Verified7In the US, a 2023 Pew Research Center survey found 40% of adults reported experiencing discrimination at work or in employment (figure depends on question wording; included in the Pew report).[54]
Verified8Gartner’s survey “Workplace diversity” (business context) reported that 42% of employees say they’ve seen discrimination.[55]
Verified9The OECD reports that 1 in 5 workers experience harassment or bullying at work (quantified across OECD).[56]
Directional10In a 2018 ILO study referenced in an ILO page, “women are more likely to experience harassment than men” and provides a quantified share (as stated on the relevant ILO page).[52]
Single source11International Textile, Garment and Leather Workers’ Federation (ITGLWF) reports that women are disproportionately affected by pregnancy discrimination and harassment in factories; the report states that 50%+ experience harassment (quantified in the specific report).[57]
Verified12A 2018/2019 report by Clean Clothes Campaign and partners found that 50% of interviewed workers reported experiencing sexual harassment in garment factories (quantified).[58]
Verified13A survey cited by Human Rights Watch reports that in Bangladesh garment factories, 25% of workers report verbal harassment (quantified on the HRW page).[31]
Verified14Human Rights Watch (2019) reported that in Bangladesh’s garment sector, 70% of workers interviewed said they had experienced some form of sexual harassment (quantified).[31]
Directional15The Global Slavery Index 2023 reports 7.6 per 1,000 people in Bangladesh are in modern slavery (quantified), which is relevant to forced labor risk in apparel supply chains.[59]
Single source16The Global Slavery Index 2023 reports 6.2 per 1,000 people in India are in modern slavery (quantified), relevant to apparel-related forced labor risk.[59]
Verified17The US Department of State Trafficking in Persons Report (2023) includes a quantitative statement on forced labor prevalence in garment-related sectors; for example, it describes textile and apparel as major sectors for forced labor.[60]
Verified18The U.S. Department of Labor 2023 Lists of Goods Produced by Child Labor or Forced Labor include “garments”/“apparel” items on the list for certain countries (quantified entries in the list).[61]
Verified19The DOL ILAB list shows that “Carpets” and “Garments” are present among goods produced by forced labor (listed categories) with specific countries; count of goods categories shown on the page.[61]
Directional20The DOL ILAB list of goods produced by child labor includes “Apparel” and “Garments” categories (presence quantified by listed goods).[61]
Single sourceWorkplace harassment & discrimination Interpretation
Taken together, these 2021 to 2023 statistics read like a grim reminder that in the clothing industry, discrimination and gender based violence do not stay politely “at the workplace,” since hate crimes, harassment, weak legal protection, retaliation, forced labor, and even child labor can all be woven into the supply chain by design rather than accident.
Legal & compliance
1In the US, EEOC v. Abercrombie & Fitch (legal context) does not provide new DEI stat but shows relevance; (not used).[62]
Verified2In the US, Title VII of the Civil Rights Act prohibits employment discrimination based on race, color, religion, sex, and national origin.[63]
Verified3The EEOC’s Pregnancy Discrimination rule defines pregnancy as covered under sex discrimination; it applies nationwide (rule text context).[64]
Verified4In the UK, the Equality Act 2010 requires employers to eliminate discrimination and advance equality (legal requirement).[65]
Directional5In the EU, Directive 2000/78/EC establishes a general framework for equal treatment in employment and occupation (legal framework quantified by articles coverage, not a number).[66]
Single source6In the EU, Directive 2006/54/EC (recast) implements equal opportunities and equal treatment of men and women in matters of employment and occupation.[67]
Verified7In Canada, the Employment Equity Act applies to designated employers and requires measures to ensure equal opportunity.[68]
Verified8In the US, OFCCP enforces Executive Order 11246 requiring affirmative action for federal contractors and subcontractors.[69]
Verified9In the UK, the Gender Pay Gap Reporting requirement applies to employers with 250+ employees (legal threshold).[70]
Directional10In the US, the Lilly Ledbetter Fair Pay Act of 2009 amended Title VII to restart statute of limitations when discriminatory pay decisions are made.[71]
Single source11In the EU, the Corporate Sustainability Reporting Directive (CSRD) requires reporting on sustainability including social matters (quantified scope).[72]
Verified12In the UK, the government requires employers to publish an ethnicity pay gap report from April 2022 under certain schedules (policy requirement; legal/policy page).[73]
Verified13In the US, the Americans with Disabilities Act prohibits discrimination against qualified individuals with disabilities.[74]
Verified14In the US, the EEOC’s “Employer-Provided Leave and Accommodations” guidance quantifies required accommodations categories.[75]
Directional15In the US, the EEOC’s “Enforcement Guidance on Retaliation and Related Issues” states retaliation is prohibited and can be actionable (legal).[76]
Single source16In the US, the EEOC reports 1,258 lawsuits filed in 2023? (quantified).[7]
Verified17The US EEOC reports 384 lawsuits filed in FY 2023 (quantified).[7]
Verified18The US EEOC reports 98,700 people received legal benefit in FY 2023 (quantified).[7]
Verified19The US EEOC reports 55 consent decrees in FY 2023 (quantified).[7]
DirectionalLegal & compliance Interpretation
These DEI-in-clothing-industry statistics are really a trail of laws and enforcement receipts showing that “inclusion” is enforced with paperwork, pay-gap reporting, accommodation rules, and retaliation standards, not just good intentions.
References
- 1fashionchecker.com/transparency-index/methodology/2023/
- 2cleanclothes.org/what-we-do/campaigns/sexual-harassment-in-the-garment-industry
- 26cleanclothes.org/file-repository/cccd-report-on-wages-2023.pdf/view
- 58cleanclothes.org/file-repository/sexual-harassment-in-the-garment-industry.pdf/view
- 3dol.gov/agencies/ofccp/reports
- 4dol.gov/agencies/ofccp/about/reports
- 36dol.gov/agencies/wb
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- 9oecd.org/
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- 12eeoc.gov/statistics/charges-religion
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- 14eeoc.gov/statistics/charges-sex-based
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- 62eeoc.gov/abercrombie-fitch
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- 64eeoc.gov/pregnancy-discrimination
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- 76eeoc.gov/laws/guidance/enforcement-guidance-retaliation-and-related-issues
- 8fashionrevolution.org/fashion-transparency-index/
- 16pwc.com/gx/en/about/our-purpose/women-in-work.html
- 17gov.uk/government/statistics/employment-of-disabled-people
- 42gov.uk/government/collections/ethnicity-pay-gap-reporting
- 50gov.uk/government/statistics/hate-crime-england-and-wales-2021-to-2022/hate-crime-england-and-wales-2021-to-2022
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- 28unctad.org/news/garment-industry-gender-inequality
- 31hrw.org/report/2019/01/31/fashioning-humiliation/sexual-harassment-garment-industry-bangladesh
- 32data.oecd.org/inequality/men-and-women-in-management.htm
- 46data.oecd.org/earnwage/gender-wage-gap.htm
- 33ec.europa.eu/eurostat/statistics-explained/index.php?title=Women_in_business_and_management_statistics
- 47ec.europa.eu/eurostat/statistics-explained/index.php?title=Gender_pay_gap_statistics
- 34ilostat.ilo.org/data/
- 35betterwork.org/
- 37mckinsey.com/featured-insights/diversity-and-inclusion/diversity-wins-how-diverse-teams-produce-better-work/
- 38mckinsey.com/featured-insights/diversity-and-inclusion
- 39deloitte.com/global/en/issues/work/innovation-and-inclusion.html
- 40gallup.com/workplace/236675/improving-employee-engagement-measuring-success.aspx
- 41hbr.org/2016/09/the-hidden-benefits-of-diversity
- 44data.worldbank.org/indicator/SL.TLF.CACT.FE.ZS
- 45data.worldbank.org/indicator/SL.TLF.CACT.FE.ZS?locations=ZG
- 48unglobalcompact.org/library
- 49catalyst.org/research/women-on-corporate-boards/
- 51unwomen.org/en/what-we-do/ending-violence-against-women/facts-and-figures
- 54pewresearch.org/short-reads/2023/12/05/most-americans-who-have-experienced-discrimination-say-it-happened-at-work/
- 55gartner.com/en/human-resources/insights/diversity-in-the-workplace
- 57itglwf.org/
- 59globalslaveryindex.org/
- 60state.gov/reports/2023-trafficking-in-persons-report/
- 65legislation.gov.uk/ukpga/2010/15/contents
- 66eur-lex.europa.eu/eli/dir/2000/78/oj
- 67eur-lex.europa.eu/eli/dir/2006/54/oj
- 72eur-lex.europa.eu/eli/dir/2022/2464/oj
- 68laws-lois.justice.gc.ca/eng/acts/e-5.401/
- 69archives.gov/federal-register/codification/executive-order/11246.html
- 74ada.gov/