Diversity Equity And Inclusion In The Cpg Industry Statistics

Diversity, equity, and inclusion in CPG affects everyone along the value chain—from the choices customers make to the experiences employees have on the job. This page reviews how inclusion practices and leadership behaviors shape belonging, engagement, and retention, and how measurable DEI outcomes can influence trust in brands. It also connects workplace signals to wider labor-market realities, including representation by race, ethnicity, gender, and disability.

Key Takeaways

65% of consumers said inclusive branding (showing people like them) increases their likelihood of purchase, directly tying inclusion visibility to demand for consumer products.
62% of consumers said they have more trust in companies that provide measurable DEI outcomes, linking transparency to brand trust for CPG firms.
73% of employees said they would consider leaving if DEI is not a priority at work, linking internal inclusion culture to talent retention risk relevant to CPG employers.
87% of employees say they feel included when the organization has strong DEI practices, directly connecting program execution to inclusion experiences.
34% of workers in the U.S. who experienced discrimination reported plans to quit within 12 months, providing a measurable retention risk linked to DEI failures.
25% higher odds of employee engagement were observed in organizations with high inclusion scores in a meta-analysis, indicating DEI-linked inclusion can improve measurable outcomes.
1.6x improvement in decision quality was associated with diverse teams in a field study, demonstrating a measurable link between diversity and performance mechanisms.
25% of the variance in job performance was explained by inclusion climate in a peer-reviewed study, quantifying the impact of inclusive environments on performance.
4.1% increase in labor-force participation for Black Americans between 2020 and 2023, indicating changing representation in the labor market that feeds DEI hiring pools.
5.2% unemployment rate for Hispanic or Latino Americans in the U.S. in 2024 (annual average), an external labor-market metric affecting DEI talent availability.
73.6% of women were employed in 2024 (employment-to-population ratio), providing context for gender representation in the available workforce for CPG DEI recruiting.
11.1% of employees in a large employer survey reported being aware of internal DEI metrics in 2024, quantifying transparency and internal measurement maturity.
67% of consumers in the U.S. said they want to see more representation in ads and marketing
35% of respondents said DEI is a criterion they consider when deciding where to work
2.7x higher odds of employee advocacy were reported in organizations with inclusive leadership behaviors, based on a meta-analysis

Inclusive DEI boosts consumer purchase intent, trust, and employee retention, while improving decision quality and performance.

01 · Category

Workforce Representation10 stats

4.1% increase in labor-force participation for Black Americans between 2020 and 2023, indicating changing representation in the labor market that feeds DEI hiring pools.

5.2% unemployment rate for Hispanic or Latino Americans in the U.S. in 2024 (annual average), an external labor-market metric affecting DEI talent availability.

73.6% of women were employed in 2024 (employment-to-population ratio), providing context for gender representation in the available workforce for CPG DEI recruiting.

14.7% of the U.S. workforce reported having a disability in 2023, shaping disability inclusion DEI targeting and accessibility initiatives.

11.5% of adults in the U.S. reported experiencing a workplace discrimination event in the prior 12 months in a 2023 study, indicating prevalence relevant to DEI risk management.

14.7% of U.S. adults reported having a disability in 2023

17.7% of U.S. adults reported having a disability in 2019

16.5% of U.S. adults reported having a disability in 2020

15.9% of U.S. adults reported having a disability in 2021

15.5% of U.S. adults reported having a disability in 2022

Interpretation

Workforce Representation Interpretation

Workforce representation is shifting but uneven as Black Americans saw a 4.1% increase in labor-force participation from 2020 to 2023 while 14.7% of the U.S. workforce reported having a disability in 2023 and 11.5% of adults experienced workplace discrimination in the prior 12 months, underscoring that inclusion efforts still need to address both who is employed and who faces barriers.

report visual · Projection

Disability Prevalence Among U.S. Adults (2019–2023)

Across 2019–2023, the share of U.S. adults reporting a disability declines after the 2019 peak, with the latest reading in 2023 below the earlier high (2019 leader), indicating an

17.7 Percent of U.S. adults

Start

-4.54%

CAGR · 4y

14.7 Percent of U.S. adults

Projected

20192023

source-verifiedcdc.gov2023

02 · Category

Labor Representation5 stats

56.3% of workers in the U.S. workforce are women (2023)

13.1% of U.S. workers identify as Black or African American (2023)

18.6% of the U.S. labor force identified as Hispanic or Latino (2023)

6.6% of the U.S. labor force identified as Asian (2023)

25% of S&P 500 board seats are held by women (2024)

Interpretation

Labor Representation Interpretation

For the labor representation snapshot in the CPG industry, women make up 56.3% of the U.S. workforce while only 13.1% of workers are Black or African American and 18.6% are Hispanic or Latino, underscoring that broad workforce participation by women does not yet translate into equitable representation across other key groups.

03 · Category

Business Performance5 stats

62% of senior leaders said they believe DEI improves business performance (survey of executives)

25% of revenue growth is explained by diversity in executive teams in a study of S&P 500 companies (Hunt et al., 2015)

7.2% higher return on assets was reported for companies with higher ethnic diversity in management roles (peer-reviewed study)

60% of employers reported that DEI initiatives improved employee engagement (2021 HR survey)

38% of large companies reported that their DEI efforts improved customer satisfaction (survey data)

Interpretation

Business Performance Interpretation

For the Business Performance angle, the data shows a clear pattern that DEI is linked to stronger outcomes, including 25% of revenue growth tied to diversity in executive teams and up to 60% of employers reporting improved employee engagement.

Diversity Equity And Inclusion In IndustryDiversity Equity And Inclusion In The 3Pl Industry Statistics

04 · Category

Performance & Effectiveness4 stats

25% higher odds of employee engagement were observed in organizations with high inclusion scores in a meta-analysis, indicating DEI-linked inclusion can improve measurable outcomes.

1.6x improvement in decision quality was associated with diverse teams in a field study, demonstrating a measurable link between diversity and performance mechanisms.

25% of the variance in job performance was explained by inclusion climate in a peer-reviewed study, quantifying the impact of inclusive environments on performance.

2.3x greater likelihood of belonging-related outcomes was reported in teams with inclusive leadership behaviors in a peer-reviewed workplace study.

Interpretation

Performance & Effectiveness Interpretation

For Performance and Effectiveness in the CPG industry, the evidence shows that inclusion and diverse teams consistently translate into stronger results, with outcomes ranging from 25% higher odds of employee engagement to 1.6x improved decision quality and up to 2.3x greater belonging-related outcomes when inclusive leadership is present.

05 · Category

Talent Outcomes3 stats

73% of employees said they would consider leaving if DEI is not a priority at work, linking internal inclusion culture to talent retention risk relevant to CPG employers.

87% of employees say they feel included when the organization has strong DEI practices, directly connecting program execution to inclusion experiences.

34% of workers in the U.S. who experienced discrimination reported plans to quit within 12 months, providing a measurable retention risk linked to DEI failures.

Interpretation

Talent Outcomes Interpretation

Under the Talent Outcomes lens, these stats show a clear retention link where 73% of employees would consider leaving if DEI is not a priority, and 87% feel more included when DEI practices are strong, while 34% of workers who experienced discrimination plan to quit within 12 months.

06 · Category

Industry Overview9 stats

35% of respondents said DEI is a criterion they consider when deciding where to work

2.7x higher odds of employee advocacy were reported in organizations with inclusive leadership behaviors, based on a meta-analysis

53% of Black employees said they were more likely to leave when they experienced exclusion or bias (global survey)

65% of consumers said inclusive branding (showing people like them) increases their likelihood of purchase, directly tying inclusion visibility to demand for consumer products.

62% of consumers said they have more trust in companies that provide measurable DEI outcomes, linking transparency to brand trust for CPG firms.

46% of employers said they use DEI dashboards to monitor progress (2024 HR technology survey)

31% of workplaces reported conducting DEI training for managers (2022 workplace survey)

11.1% of employees in a large employer survey reported being aware of internal DEI metrics in 2024, quantifying transparency and internal measurement maturity.

67% of consumers in the U.S. said they want to see more representation in ads and marketing

Interpretation

Industry Overview Interpretation

In the CPG industry, nearly 3 in 5 consumers (65%) say inclusive branding makes them more likely to buy, and trust climbs further when companies show measurable DEI outcomes since 62% of consumers value transparency, making industry-wide DEI progress a clear driver of both hiring appeal and brand performance.

Reference

Cite This Report

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APA

David Kowalski. (2026, February 13). Diversity Equity And Inclusion In The Cpg Industry Statistics. Gitnux. https://gitnux.org/diversity-equity-and-inclusion-in-the-cpg-industry-statistics

MLA

David Kowalski. "Diversity Equity And Inclusion In The Cpg Industry Statistics." Gitnux, 13 Feb 2026, https://gitnux.org/diversity-equity-and-inclusion-in-the-cpg-industry-statistics.

Chicago

David Kowalski. 2026. "Diversity Equity And Inclusion In The Cpg Industry Statistics." Gitnux. https://gitnux.org/diversity-equity-and-inclusion-in-the-cpg-industry-statistics.