GITNUXREPORT 2025

Diversity, Equity, And Inclusion In The Finance Industry Statistics

Finance industry boosts DEI, but representation and retention still lag behind.

Jannik Linder

Co-Founder of Gitnux, specialized in content and tech since 2016.

First published: April 29, 2025

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Statistic 1

The average tenure of minority executives in finance is 4.5 years, which is 2 years less than their white counterparts

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25% of new hires in finance are from underrepresented backgrounds, yet they make up only 12% of the workforce, indicating retention challenges

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Nearly half of minority employees in finance report that lack of mentorship is a barrier to advancement

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The retention rate of diverse employees in finance is approximately 65%, compared to 80% for non-diverse employees

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Companies that implement flexible work arrangements see a 12% increase in retention of diverse employees

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Women in finance are 1.5 times more likely to leave their jobs due to lack of advancement opportunities

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40% of minority finance employees have left their roles due to perceived lack of career growth opportunities

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Executive mentorship programs focused on underrepresented groups have increased promotion rates by 15%

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The median pay gap between male and female finance professionals is approximately 14%

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Women of color in finance earn, on average, 30% less than white men in similar roles

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45% of finance firms have conducted pay equity audits in the past year, to address gender and racial pay gaps

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Asian women in finance earn, on average, 20% less than Asian men in comparable roles

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Women of color in finance earn approximately 65 cents for every dollar earned by white men

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About 78% of finance firms have implemented DEI initiatives in 2023

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35% of finance firms have diversity training programs in place

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In 2023, 42% of finance firms reported that they had improved DEI policies over the prior year

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Firms that implement mandatory DEI training see a 10% reduction in bias-related incidents

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55% of finance organizations plan to increase their investment in DEI initiatives over the next year

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Women hold approximately 20% of executive roles in the finance industry

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Underrepresented minorities account for roughly 12% of senior management in finance

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Finance industry firms with diverse boards are 1.8 times more likely to outperform industry peers

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The proportion of women in leadership roles in finance increased by 5% over the last 3 years

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Only 16% of senior leadership in finance are women

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Only 8% of finance firms have an executive dedicated solely to DEI initiatives

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The representation of women in finance leadership has grown by roughly 7% over five years

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70% of finance firms recognize the importance of cultural competency training for leadership

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The percentage of LGBTQ+ representation in senior finance roles is estimated at 5%, with underreporting likely

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Only 14% of senior finance leadership positions are held by minorities

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Approximately 22% of finance firms set specific gender diversity targets for leadership roles

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Investment banks with diverse managing directors tend to have 12% higher deal success rates

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The share of minority leadership in finance is projected to grow by 8% annually over the next five years

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Companies with higher gender diversity are 25% more likely to have above-average profitability

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Only 3% of CFOs in the finance industry are Black women

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65% of employees in finance believe their company is committed to diversity and inclusion

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Women consider the lack of DEI initiatives as a primary reason for leaving finance firms, with 42% citing it as a key factor

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Entry-level diversity in finance is higher among women at 55%, but drops significantly at senior levels, where it stands at 20%

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Over 50% of black and Hispanic employees in finance report experiencing bias or unfair treatment at work

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Only 4% of venture capital funding goes to minority-led finance startups

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70% of finance professionals believe that diversity leads to better decision-making

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Asian Americans make up approximately 20% of finance industry employees, but hold only 10% of executive roles

Statistic 41

The majority of finance firms (over 65%) train managers on unconscious bias

Statistic 42

The participation rate of LGBTQ+ individuals in finance is estimated at 7%, but is underreported due to stigma

Statistic 43

60% of finance companies have set measurable DEI goals for the next 5 years

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Black employees constitute 9% of the finance workforce, but only 3% of C-suite executives

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55% of finance industry employees think their organization should do more to improve DEI

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15% of senior management positions in finance are held by individuals under 35, indicating a need for youth diversity initiatives

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Only 20% of finance firms have a dedicated diversity officer or team

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68% of younger finance employees (under 30) believe that firms should do more to promote diversity at all levels

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2 out of 5 minority women in finance have experienced discrimination based on both race and gender

Statistic 50

80% of finance industry leaders acknowledge that DEI is critical for long-term competitiveness

Statistic 51

Investment firms that prioritize DEI report 15% higher returns on average

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Minority representation among new finance hires increased by 10% in 2023, but retention remains a challenge

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Only 22% of finance firms have transparent reporting on diversity metrics publicly available

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50% of Gen Z in finance consider workplace diversity as a top factor in employment choice

Statistic 55

Firms with inclusive corporate cultures see 32% higher employee engagement scores

Statistic 56

60% of minority employees report the need for more mentorship opportunities in finance

Statistic 57

Employees in firms with active DEI programs report 20% higher job satisfaction

Statistic 58

40% of finance industry employees believe that their organizations are not doing enough to support minority employees

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63% of finance employees agree that senior leadership should actively promote inclusive behaviors

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Firms with a diverse workforce have been shown to attract 30% more top-tier talent

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Around 12% of finance professionals identify as having a disability, with many citing lack of accommodation as a barrier

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The percentage of women in vice president or higher roles in finance has increased by 6% over the last three years

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58% of finance firms report that their DEI efforts have led to improved client relationships

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68% of finance industry leaders agree that transparency in DEI metrics is essential for accountability

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Key Highlights

Women hold approximately 20% of executive roles in the finance industry
About 78% of finance firms have implemented DEI initiatives in 2023
Underrepresented minorities account for roughly 12% of senior management in finance
Companies with higher gender diversity are 25% more likely to have above-average profitability
Only 3% of CFOs in the finance industry are Black women
65% of employees in finance believe their company is committed to diversity and inclusion
The average tenure of minority executives in finance is 4.5 years, which is 2 years less than their white counterparts
35% of finance firms have diversity training programs in place
Women consider the lack of DEI initiatives as a primary reason for leaving finance firms, with 42% citing it as a key factor
In 2023, 42% of finance firms reported that they had improved DEI policies over the prior year
Entry-level diversity in finance is higher among women at 55%, but drops significantly at senior levels, where it stands at 20%
Over 50% of black and Hispanic employees in finance report experiencing bias or unfair treatment at work
Finance industry firms with diverse boards are 1.8 times more likely to outperform industry peers

Despite making up nearly a quarter of the workforce, women and underrepresented minorities continue to face significant barriers in finance, with only 20% of executive roles held by women and just 12% by minority leaders, highlighting both the urgent need and growing momentum for meaningful diversity, equity, and inclusion initiatives across the industry.

Career Advancement and Retention of Minorities and Women

The average tenure of minority executives in finance is 4.5 years, which is 2 years less than their white counterparts
25% of new hires in finance are from underrepresented backgrounds, yet they make up only 12% of the workforce, indicating retention challenges
Nearly half of minority employees in finance report that lack of mentorship is a barrier to advancement
The retention rate of diverse employees in finance is approximately 65%, compared to 80% for non-diverse employees
Companies that implement flexible work arrangements see a 12% increase in retention of diverse employees
Women in finance are 1.5 times more likely to leave their jobs due to lack of advancement opportunities
40% of minority finance employees have left their roles due to perceived lack of career growth opportunities
Executive mentorship programs focused on underrepresented groups have increased promotion rates by 15%

Career Advancement and Retention of Minorities and Women Interpretation

Despite making up a quarter of new finance hires, underrepresented groups face a steep uphill battle, with shorter tenures, lower retention, and significant barriers to advancement—highlighting that diversity efforts must go beyond recruitment to create genuine inclusion and retention.

Compensation and Earnings Disparities

The median pay gap between male and female finance professionals is approximately 14%
Women of color in finance earn, on average, 30% less than white men in similar roles
45% of finance firms have conducted pay equity audits in the past year, to address gender and racial pay gaps
Asian women in finance earn, on average, 20% less than Asian men in comparable roles
Women of color in finance earn approximately 65 cents for every dollar earned by white men

Compensation and Earnings Disparities Interpretation

While progress has been made—evidenced by nearly half of finance firms auditing pay disparities—persistent gaps, especially the staggering 65-cent wage ratio for women of color, underscore that equity in finance remains an unfinished race.

Corporate Diversity Initiatives and Policies

About 78% of finance firms have implemented DEI initiatives in 2023
35% of finance firms have diversity training programs in place
In 2023, 42% of finance firms reported that they had improved DEI policies over the prior year
Firms that implement mandatory DEI training see a 10% reduction in bias-related incidents
55% of finance organizations plan to increase their investment in DEI initiatives over the next year

Corporate Diversity Initiatives and Policies Interpretation

With 78% of finance firms embracing DEI initiatives in 2023—nearly twice as many as those with formal diversity training—the industry is increasingly recognizing that investing in people and policies doesn't just promote fairness; it also bolsters accountability and reduces bias, paving the way for a more equitable financial future.

Leadership and Executive Roles

Women hold approximately 20% of executive roles in the finance industry
Underrepresented minorities account for roughly 12% of senior management in finance
Finance industry firms with diverse boards are 1.8 times more likely to outperform industry peers
The proportion of women in leadership roles in finance increased by 5% over the last 3 years
Only 16% of senior leadership in finance are women
Only 8% of finance firms have an executive dedicated solely to DEI initiatives
The representation of women in finance leadership has grown by roughly 7% over five years
70% of finance firms recognize the importance of cultural competency training for leadership
The percentage of LGBTQ+ representation in senior finance roles is estimated at 5%, with underreporting likely
Only 14% of senior finance leadership positions are held by minorities
Approximately 22% of finance firms set specific gender diversity targets for leadership roles
Investment banks with diverse managing directors tend to have 12% higher deal success rates
The share of minority leadership in finance is projected to grow by 8% annually over the next five years

Leadership and Executive Roles Interpretation

Despite a modest 7% rise in women’s leadership and an optimistic projection for minority representation, the finance industry’s underwhelming diversity figures—highlighted by only 20% women and 12% minorities in executive roles—underscore that while diversity is linked to better performance and cultural competency, it still remains a game of targets and underreporting, rather than widespread representation.

Workforce Diversity and Representation

Companies with higher gender diversity are 25% more likely to have above-average profitability
Only 3% of CFOs in the finance industry are Black women
65% of employees in finance believe their company is committed to diversity and inclusion
Women consider the lack of DEI initiatives as a primary reason for leaving finance firms, with 42% citing it as a key factor
Entry-level diversity in finance is higher among women at 55%, but drops significantly at senior levels, where it stands at 20%
Over 50% of black and Hispanic employees in finance report experiencing bias or unfair treatment at work
Only 4% of venture capital funding goes to minority-led finance startups
70% of finance professionals believe that diversity leads to better decision-making
Asian Americans make up approximately 20% of finance industry employees, but hold only 10% of executive roles
The majority of finance firms (over 65%) train managers on unconscious bias
The participation rate of LGBTQ+ individuals in finance is estimated at 7%, but is underreported due to stigma
60% of finance companies have set measurable DEI goals for the next 5 years
Black employees constitute 9% of the finance workforce, but only 3% of C-suite executives
55% of finance industry employees think their organization should do more to improve DEI
15% of senior management positions in finance are held by individuals under 35, indicating a need for youth diversity initiatives
Only 20% of finance firms have a dedicated diversity officer or team
68% of younger finance employees (under 30) believe that firms should do more to promote diversity at all levels
2 out of 5 minority women in finance have experienced discrimination based on both race and gender
80% of finance industry leaders acknowledge that DEI is critical for long-term competitiveness
Investment firms that prioritize DEI report 15% higher returns on average
Minority representation among new finance hires increased by 10% in 2023, but retention remains a challenge
Only 22% of finance firms have transparent reporting on diversity metrics publicly available
50% of Gen Z in finance consider workplace diversity as a top factor in employment choice
Firms with inclusive corporate cultures see 32% higher employee engagement scores
60% of minority employees report the need for more mentorship opportunities in finance
Employees in firms with active DEI programs report 20% higher job satisfaction
40% of finance industry employees believe that their organizations are not doing enough to support minority employees
63% of finance employees agree that senior leadership should actively promote inclusive behaviors
Firms with a diverse workforce have been shown to attract 30% more top-tier talent
Around 12% of finance professionals identify as having a disability, with many citing lack of accommodation as a barrier
The percentage of women in vice president or higher roles in finance has increased by 6% over the last three years
58% of finance firms report that their DEI efforts have led to improved client relationships
68% of finance industry leaders agree that transparency in DEI metrics is essential for accountability

Workforce Diversity and Representation Interpretation

Despite mounting evidence that diversity fuels profitability and innovation, the finance industry continues to grapple with significant disparities—highlighted by only 3% of Black women CFOs, underrepresentation of minorities and women in leadership, and a stark gap between positive attitudes toward DEI versus tangible action—revealing that while nearly two-thirds of firms claim commitment, actual progress remains an uneven and urgent pursuit.