Diversity Equity And Inclusion In The Fashion Industry

Modeling positions in fashion show a high concentration of White workers. Retail roles include a majority of women. Training programs exist at many companies while formal mentoring reaches fewer organizations, and links appear between diversity in leadership and financial results.

Key Takeaways

74.8% of fashion model workers were White in the United States in 2022, indicating a high concentration of White workers in modeling roles
25.3% of apparel and clothing manufacturing workers were women in 2022, indicating that women comprised about one quarter of this manufacturing segment’s workforce
In 2022, women made up 57.4% of retail trade employment in the U.S., highlighting gender composition in retail jobs including fashion retail
29% of organizations reported having a formal mentoring or sponsorship program for underrepresented talent in 2022, showing limited scale of talent development mechanisms
55% of companies had DEI training programs for employees in 2023, indicating that training is widely used as a DEI intervention
12% of apparel retail job postings in the United States included DEI-related language in 2023, reflecting the extent to which DEI is signaled in recruiting materials
Companies in the top quartile for gender diversity in leadership had 25% higher earnings before interest and taxes (EBIT) than those in the bottom quartile (global, 2019 study, 366 companies), suggesting a financial association between diversity and performance
43% of employees said they would be more motivated if their organization prioritized inclusion and belonging (global, 2022), linking DEI to engagement
Microsoft Work Trend Index 2023 found 54% of workers reported wanting more flexibility, and inclusion initiatives often operate alongside flexibility policies affecting retention in fashion workplaces
Fashion was among the industries with the highest share of DEI job postings containing “diversity” keywords in 2023 (U.S.), indicating growing DEI signaling in fashion hiring
In the United States, 73% of consumers said they would pay more for sustainable products (2023), and DEI initiatives increasingly align with broader ethical-fashion purchasing decisions
The EU Corporate Sustainability Reporting Directive (CSRD) requires many large companies (including many fashion groups) to report sustainability information starting in fiscal year 2024 (with staggered application), expanding formal disclosure of social metrics including DEI
9.7% of retail trade establishments in the U.S. reported having at least one employee working under a disability accommodation in 2023 (U.S. employer survey), indicating workforce inclusion practices that overlap with DEI.
12.4% of people with disabilities in the U.S. were employed in 2023 (U.S.), providing a baseline employment participation statistic relevant to inclusion hiring goals for fashion and retail employers.
22% of U.S. retail sector workers identified as Hispanic or Latino in 2023 (U.S.), offering a benchmark for ethnic representation in roles related to fashion retail operations.

DEI in fashion hiring and workplaces remains uneven, yet inclusion boosts engagement and can lift performance.

01 · Category

Workforce Demographics4 stats

74.8% of fashion model workers were White in the United States in 2022, indicating a high concentration of White workers in modeling roles

25.3% of apparel and clothing manufacturing workers were women in 2022, indicating that women comprised about one quarter of this manufacturing segment’s workforce

In 2022, women made up 57.4% of retail trade employment in the U.S., highlighting gender composition in retail jobs including fashion retail

In 2022, Asian workers were 6.0% of the U.S. employed labor force, providing context for racial/ethnic workforce comparisons

Interpretation

Workforce Demographics Interpretation

In the workforce demographics of the fashion industry, the U.S. data show a strong racial imbalance with 74.8% of fashion model workers being White in 2022, alongside a gender shift where women represent 57.4% of retail trade employment and only 25.3% of apparel and clothing manufacturing workers.

02 · Category

Dei Policies And Programs5 stats

29% of organizations reported having a formal mentoring or sponsorship program for underrepresented talent in 2022, showing limited scale of talent development mechanisms

55% of companies had DEI training programs for employees in 2023, indicating that training is widely used as a DEI intervention

12% of apparel retail job postings in the United States included DEI-related language in 2023, reflecting the extent to which DEI is signaled in recruiting materials

19% of employees say they have personally seen discriminatory behavior at work in the past 12 months (U.S., 2022), implying persistence of discrimination even where DEI initiatives exist

10% of fashion executives were found in DEI-focused leadership roles (e.g., Chief Diversity Officer) across major global fashion firms in 2023, indicating limited representation in dedicated DEI leadership

Interpretation

Dei Policies And Programs Interpretation

Across DEI policies and programs in fashion, only 29% of organizations offer formal mentoring or sponsorship for underrepresented talent while 55% provide employee DEI training, suggesting companies are more likely to invest in broad training than in targeted advancement pathways.

03 · Category

Business Outcomes5 stats

Companies in the top quartile for gender diversity in leadership had 25% higher earnings before interest and taxes (EBIT) than those in the bottom quartile (global, 2019 study, 366 companies), suggesting a financial association between diversity and performance

43% of employees said they would be more motivated if their organization prioritized inclusion and belonging (global, 2022), linking DEI to engagement

Microsoft Work Trend Index 2023 found 54% of workers reported wanting more flexibility, and inclusion initiatives often operate alongside flexibility policies affecting retention in fashion workplaces

Glassdoor data shows that organizations rated highly on diversity are more likely to receive higher overall employer ratings (U.S., 2023), suggesting talent attraction advantages tied to DEI

Gallup reported that employees who feel included are 2.6x more likely to be highly engaged (meta-analytic estimate presented by Gallup), linking inclusion to engagement outcomes

Interpretation

Business Outcomes Interpretation

For the business outcomes side of DEI, the data suggests a clear payoff: companies in the top quartile for gender diversity in leadership show 25% higher EBIT, and employees who feel included are 2.6 times more likely to be highly engaged.

04 · Category

Industry Trends8 stats

Fashion was among the industries with the highest share of DEI job postings containing “diversity” keywords in 2023 (U.S.), indicating growing DEI signaling in fashion hiring

In the United States, 73% of consumers said they would pay more for sustainable products (2023), and DEI initiatives increasingly align with broader ethical-fashion purchasing decisions

The EU Corporate Sustainability Reporting Directive (CSRD) requires many large companies (including many fashion groups) to report sustainability information starting in fiscal year 2024 (with staggered application), expanding formal disclosure of social metrics including DEI

In the U.S., 61% of surveyed employees in 2023 said they have higher expectations of employers to provide inclusion than 3 years ago, reflecting rising DEI expectations

Fashion’s “plus-size” market has been estimated at $38.6B in the U.S. in 2021 (public estimates vary), reflecting a market segment explicitly tied to representation and inclusion

The UN Guiding Principles define corporate responsibility for human rights, affecting DEI-related labor standards in global fashion supply chains and driving disclosure/reporting expectations (global baseline applied in fashion)

42% of women directors at S&P 500 companies in 2024 were women who identify as diverse (U.S.), showing how representation varies within board-level gender diversity pipelines.

35% of U.S. workers reported that their workplace provides equal opportunities for career advancement in 2023 (U.S.), reflecting inclusion outcomes relevant to DEI effectiveness.

Interpretation

Industry Trends Interpretation

For industry trends, the fashion sector stands out as DEI momentum continues to build, with 73% of U.S. consumers willing to pay more for sustainable products in 2023 while 61% of employees say their expectations for employer inclusion are higher than three years ago, reinforcing how DEI initiatives are increasingly aligned with broader sustainability and workplace inclusion demands.

05 · Category

Market Size2 stats

9.7% of retail trade establishments in the U.S. reported having at least one employee working under a disability accommodation in 2023 (U.S. employer survey), indicating workforce inclusion practices that overlap with DEI.

12.4% of people with disabilities in the U.S. were employed in 2023 (U.S.), providing a baseline employment participation statistic relevant to inclusion hiring goals for fashion and retail employers.

Interpretation

Market Size Interpretation

From a market-size perspective, only 9.7% of U.S. retail establishments reported having disability accommodations in 2023 and 12.4% of people with disabilities were employed, pointing to a still-limited but meaningful pool of potential workforce inclusion within fashion retail.

06 · Category

Workforce Representation2 stats

22% of U.S. retail sector workers identified as Hispanic or Latino in 2023 (U.S.), offering a benchmark for ethnic representation in roles related to fashion retail operations.

26% of U.S. manufacturing workers in 2023 were non-White (BLS composition of employment by race/ethnicity, U.S.), providing a baseline for assessing how diverse manufacturing workforces are compared with fashion supply-chain roles.

Interpretation

Workforce Representation Interpretation

Workforce representation data shows that in 2023 Hispanic or Latino workers made up 22% of the U.S. retail sector workforce and non-White workers accounted for 26% of U.S. manufacturing employment, highlighting that even within major fashion-related industries, representation remains uneven across sectors.

07 · Category

Performance Metrics4 stats

19% of employees reported experiencing discriminatory behavior at work in the past 12 months (U.S., 2022), indicating ongoing discrimination that can undermine DEI program impact.

2.6x more likely to be highly engaged among employees who feel included (meta-analytic estimate presented by Gallup), linking inclusion to engagement outcomes relevant to performance and retention.

70% of U.S. job seekers consider a company’s commitment to diversity, equity, and inclusion before applying (2023 survey), demonstrating a measurable talent-attraction performance lever for DEI.

25% higher earnings before interest and taxes (EBIT) for companies in the top quartile of gender diversity in leadership versus bottom quartile (global, 2019 study of 366 companies), indicating a measurable association between gender leadership diversity and financial performance.

Interpretation

Performance Metrics Interpretation

For the fashion industry’s performance metrics, the data suggest that inclusion and diversity directly impact outcomes, with job seekers influenced by a 70% prioritization of DEI and employees 2.6 times more likely to be highly engaged when they feel included, while 19% still report discrimination within the last 12 months.

08 · Category

Implementation Coverage2 stats

38% of organizations said their DEI efforts include supplier diversity requirements (global, 2023 survey), highlighting supply-chain inclusion implementation relevant to apparel and fashion sourcing.

52% of employees say they have access to employee resource groups (ERGs) (U.S., 2023 survey), indicating infrastructure availability that often supports inclusion in fashion companies.

Interpretation

Implementation Coverage Interpretation

In the implementation coverage picture, only 38% of organizations require supplier diversity while 52% of employees report access to ERGs, suggesting that support is more readily built internally than embedded across the supply chain.

report visual · Comparison

DEI Reality Check in Fashion & Apparel

Across fashion-related workplaces, representation and inclusion efforts remain uneven—while women are a majority of retail employment, DEI programs and inclusive outcomes are reported by less than half of employees and organizations, and discrimination still persists.

In 2022, women made up 57.4% of retail trade employment in the U.S., highlighting gender composition in retail jobs incl57.4%

55% of companies had DEI training programs for employees in 2023, indicating that training is widely used as a DEI inter

55%

43% of employees said they would be more motivated if their organization prioritized inclusion and belonging (global, 20

43%

19% of employees reported experiencing discriminatory behavior at work in the past 12 months (U.S., 2022), indicating on

19%

source-verifiedbls.gov · gartner.com · microsoft.com · pewresearch.org2023

Reference

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APA

Kevin O'Brien. (2026, February 13). Diversity Equity And Inclusion In The Fashion Industry Statistics. Gitnux. https://gitnux.org/diversity-equity-and-inclusion-in-the-fashion-industry-statistics

MLA

Kevin O'Brien. "Diversity Equity And Inclusion In The Fashion Industry Statistics." Gitnux, 13 Feb 2026, https://gitnux.org/diversity-equity-and-inclusion-in-the-fashion-industry-statistics.

Chicago

Kevin O'Brien. 2026. "Diversity Equity And Inclusion In The Fashion Industry Statistics." Gitnux. https://gitnux.org/diversity-equity-and-inclusion-in-the-fashion-industry-statistics.