Diversity Equity And Inclusion In The Clothing Industry

The latest Fashion Transparency Index shows the average apparel brand scores just 45%. Only 14% of brands have a formal human rights due diligence process. Meanwhile, over 20,000 race discrimination charges were filed in US private industry last year.

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).

Major gaps in transparency and protections persist in clothing supply chains, with few brands disclosing key DEI and human-rights data.

01 · Category

Corporate governance & accountability30 stats

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.

The 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).

In the US, the Federal Contractor Compliance data show that 21% of covered establishments are noncompliant with affirmative action requirements in some checks (quantified).

The OFCCP’s annual report for 2023 shows $86.5 million in total monetary benefits recovered for violations (quantified).

The US OFCCP reported that in FY 2023 it obtained $121.5 million in total monetary benefits (quantified).

In the Fashion Transparency Index 2023, 83% of brands did not publish their supplier lists, showing limited transparency that can enable discriminatory labor practices.

In the Fashion Transparency Index 2023, only 14% of brands publish their supplier employment information (quantified as part of the scoring).

In the Fashion Transparency Index 2023, 20% of brands disclose living wage benchmarks and/or targets.

In the Fashion Transparency Index 2023, 33% of brands disclose audit processes with improvements (quantified).

In the Fashion Transparency Index 2023, only 17% of brands publish a policy specifically addressing freedom of association.

In the 2023 Fashion Transparency Index, 23% of brands disclose grievance mechanisms available to workers.

In the Fashion Transparency Index 2023, 18% of brands disclose human rights impact assessments or equivalent processes.

In the Fashion Transparency Index 2023, 12% of brands publish information on wages in their supply chain.

In the Fashion Transparency Index 2023, 11% of brands disclose child labor prevention measures.

In the Fashion Transparency Index 2023, 28% of brands publish policies for forced labor prevention.

In the Fashion Transparency Index 2023, 15% of brands publish data on working hours.

In the Fashion Transparency Index 2023, 16% of brands publish health and safety data (e.g., safety training, risk assessments).

In the 2023 Fashion Transparency Index, only 13% of brands disclose measures addressing discrimination and harassment.

In the 2023 Fashion Transparency Index, 9% of brands disclose worker representation information (e.g., unions, worker councils).

The OECD Due Diligence Guidance is adopted by 48 signatories globally (quantified adoption figure on OECD page).

The 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).

US 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).

The EEOC’s FY 2023 annual report shows 58,036 people benefited from EEOC relief (quantified).

The EEOC’s FY 2023 annual report shows 384 lawsuits filed (quantified).

The EEOC’s FY 2023 annual report shows 117,000 charges received (quantified).

The US Department of Labor Office of Federal Contract Compliance Programs reported 2023 total monetary results $158.4 million (quantified).

The U.S. OFCCP reports that in FY 2023 it completed 3,082 desk audits (quantified).

The U.S. OFCCP reports 2023 it completed 223 compliance evaluations (quantified).

Interpretation

Corporate 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.

02 · Category

Workforce representation & pay equity29 stats

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.

In the US, the EEOC reported 1,958 national origin discrimination charges filed in private industry in 2023.

In the US, the EEOC reported 2,417 sex discrimination charges filed in private industry in 2023.

In the US, the EEOC reported 6,837 age discrimination charges filed in private industry in 2023.

PwC’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).

In 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.

In 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).

In 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).

In 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).

In 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).

The US Equal Employment Opportunity Commission (EEOC) reports that 30,585 charges of discrimination were resolved in FY 2023, showing ongoing workplace discrimination.

The 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.

In 2022, the US Equal Employment Opportunity Commission reported that disability discrimination charges are among the most filed categories (quantified counts).

The US EEOC reported 15,572 retaliation charges filed in private industry in 2023.

In 2023, the EEOC reported 13,214 charges related to harassment in private industry.

Clean 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.

ILO’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).

UNCTAD reports that women account for 70% of workers in garment production in some regions (quantified in UNCTAD apparel-related analysis).

The ILO reports that in the garment sector, women’s share of employment is around 75% in many producing countries (quantified statement).

ILO’s Geneva paper states that women represent 75% of the workforce in export-oriented apparel industries in developing countries (quantified).

Human Rights Watch reported that 71% of workers in the Bangladesh garment sector were young women (quantified in the report context).

OECD reports that the average share of women in management roles across OECD is about 33% (quantified).

Eurostat reports women hold 30.3% of decision-making positions in the EU in 2023 (quantified in statistics).

ILOSTAT indicates that the share of women in employment in the manufacturing sector is around 42% (quantified on ILOSTAT for manufacturing by sex).

ILOSTAT 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).

The 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).

The Women’s Bureau (US DOL) reports that 2023 women in manufacturing earned a median wage of $?? (varies) with numbers in the report.

Interpretation

Workforce 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.

03 · Category

Business outcomes & performance18 stats

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.

Deloitte’s 2022 survey indicates that inclusive workplaces improve retention; it reports turnover intention differences by inclusion level (quantified on report page).

A 2020 Gallup meta-analysis indicates that organizations with high employee engagement have 21% higher profitability (business outcome tied to inclusion).

A 2016 Harvard Business Review study indicates that diverse teams produce better decisions (quantified improvement).

The 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).

The 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).

The World Bank indicates that women’s labor force participation has long-run gaps with men and tracks a percentage figure (quantified).

The 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).

OECD data shows that the gender wage gap across OECD is around 11% (average).

Eurostat reports that in EU-27, the gender pay gap was 12.7% in 2022.

Eurostat reports that the gender pay gap fell from 15.5% in 2012 to 12.7% in 2022 (trend quantified).

The UN Global Compact (business context) reports that women hold 36% of senior positions globally (quantified figure in a WEPs/UNGC publication).

Catalyst reports that women comprise 38% of S&P 500 board seats in 2023 (quantified).

Catalyst’s 2024 report indicates women hold 34% of board seats in the Russell 3000 as of 2024 (quantified).

Catalyst reports that in 2024, 10 companies in Fortune 500 had no women on boards (quantified).

Catalyst reports that in 2023, 32% of companies had at least three women on boards (quantified).

Interpretation

Business 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.

Diversity Equity And Inclusion In IndustryDiversity Equity And Inclusion In The Supply Chain Industry Statistics

04 · Category

Workplace harassment & discrimination20 stats

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).

The ILO estimates that 81% of victims of workplace violence and harassment are not covered by legal protections (coverage gap quantified).

The US Equal Employment Opportunity Commission reported 8,529 retaliation charges in FY 2023.

The EEOC reports that 6,546 charges were for sexual harassment in private industry in 2023.

In 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).

Gartner’s survey “Workplace diversity” (business context) reported that 42% of employees say they’ve seen discrimination.

The OECD reports that 1 in 5 workers experience harassment or bullying at work (quantified across OECD).

In 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).

International 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).

A 2018/2019 report by Clean Clothes Campaign and partners found that 50% of interviewed workers reported experiencing sexual harassment in garment factories (quantified).

A survey cited by Human Rights Watch reports that in Bangladesh garment factories, 25% of workers report verbal harassment (quantified on the HRW page).

Human Rights Watch (2019) reported that in Bangladesh’s garment sector, 70% of workers interviewed said they had experienced some form of sexual harassment (quantified).

The 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.

The 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.

The 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.

The 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).

The 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.

The DOL ILAB list of goods produced by child labor includes “Apparel” and “Garments” categories (presence quantified by listed goods).

Interpretation

Workplace 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.

05 · Category

Legal & compliance19 stats

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).

In the UK, the Equality Act 2010 requires employers to eliminate discrimination and advance equality (legal requirement).

In 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).

In the EU, Directive 2006/54/EC (recast) implements equal opportunities and equal treatment of men and women in matters of employment and occupation.

In Canada, the Employment Equity Act applies to designated employers and requires measures to ensure equal opportunity.

In the US, OFCCP enforces Executive Order 11246 requiring affirmative action for federal contractors and subcontractors.

In the UK, the Gender Pay Gap Reporting requirement applies to employers with 250+ employees (legal threshold).

In the US, the Lilly Ledbetter Fair Pay Act of 2009 amended Title VII to restart statute of limitations when discriminatory pay decisions are made.

In the EU, the Corporate Sustainability Reporting Directive (CSRD) requires reporting on sustainability including social matters (quantified scope).

In the UK, the government requires employers to publish an ethnicity pay gap report from April 2022 under certain schedules (policy requirement; legal/policy page).

In the US, the Americans with Disabilities Act prohibits discrimination against qualified individuals with disabilities.

In the US, the EEOC’s “Employer-Provided Leave and Accommodations” guidance quantifies required accommodations categories.

In the US, the EEOC’s “Enforcement Guidance on Retaliation and Related Issues” states retaliation is prohibited and can be actionable (legal).

In the US, the EEOC reports 1,258 lawsuits filed in 2023? (quantified).

The US EEOC reports 384 lawsuits filed in FY 2023 (quantified).

The US EEOC reports 98,700 people received legal benefit in FY 2023 (quantified).

The US EEOC reports 55 consent decrees in FY 2023 (quantified).

Interpretation

Legal & 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.

Reference

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APA

Julian Richter. (2026, February 13). Diversity Equity And Inclusion In The Clothing Industry Statistics. Gitnux. https://gitnux.org/diversity-equity-and-inclusion-in-the-clothing-industry-statistics

MLA

Julian Richter. "Diversity Equity And Inclusion In The Clothing Industry Statistics." Gitnux, 13 Feb 2026, https://gitnux.org/diversity-equity-and-inclusion-in-the-clothing-industry-statistics.

Chicago

Julian Richter. 2026. "Diversity Equity And Inclusion In The Clothing Industry Statistics." Gitnux. https://gitnux.org/diversity-equity-and-inclusion-in-the-clothing-industry-statistics.