If you think DEI in food processing is just about meeting quotas, these 2023 workforce realities tell a louder story, from a largely White production base (61.0% White overall) and a near-even split by gender (54.0% male, 46.0% female) to underrepresentation in leadership, persistent pay gaps, and the fact that when 3.5% unemployment and 1.7% turnover for key roles coexist with discrimination and retaliation concerns, retention and advancement for underrepresented workers cannot be left to chance.
Key Takeaways
- In 2023, the U.S. food manufacturing workforce was 61.0% White, 17.0% Black, 16.0% Hispanic, 4.7% Asian, and 1.1% Two or more races (percent of total employed people)
- In 2023, U.S. food manufacturing employment (annual average) was 1,988,000 people
- In 2023, the U.S. food manufacturing workforce was 54.0% male and 46.0% female (percent of total employed people)
- In 2022, the median weekly earnings for food manufacturing workers were $1,035, which is relevant to pay equity outcomes for DEI
- In 2022, the wage gap (median weekly earnings) between White and Black workers in food manufacturing was $96 per week (difference in medians)
- In 2022, the wage gap between White and Hispanic workers in food manufacturing was $142 per week
- In 2022, the Equal Employment Opportunity Commission (EEOC) reported 5,678 race discrimination charges in the U.S. (all industries), supporting context for pay/advancement issues relevant to food processing
- In 2023, the EEOC reported 4,241 disability discrimination charges (all industries), indicating systemic enforcement affecting workplace access and accommodations
- In 2023, the EEOC reported 2,799 sex discrimination charges (all industries)
- In 2021, 23% of food manufacturing workers reported being covered by a union/collective bargaining agreement, affecting DEI voice/representation
- In 2023, 11.0% of food manufacturing workers were members of a union/collective bargaining unit
- In 2022, 35% of employees in “food manufacturing” reported feeling safe reporting discrimination or harassment (survey-based)
- In 2022, 34% of employers said they lack sufficient DEI metrics (survey-based)
- In 2023, 41% of companies reported having diversity goals with measurable KPIs (survey-based)
- In 2022, 29% of companies reported publishing workforce diversity data (survey-based)
DEI needs action: diverse workers, gaps, bias reporting fears, stronger pay, accountability.
Workforce demographics in food manufacturing
1In 2023, the U.S. food manufacturing workforce was 61.0% White, 17.0% Black, 16.0% Hispanic, 4.7% Asian, and 1.1% Two or more races (percent of total employed people)[1]
Verified2In 2023, U.S. food manufacturing employment (annual average) was 1,988,000 people[2]
Verified3In 2023, the U.S. food manufacturing workforce was 54.0% male and 46.0% female (percent of total employed people)[3]
Verified4In 2023, White workers were 37.0% of food manufacturing managers while Black workers were 4.7% and Hispanic workers were 16.5% (share of employment by race/ethnicity within occupation)[4]
Directional5In 2023, Asian workers made up 9.3% of food manufacturing production occupations (share of employment by race/ethnicity within occupation)[4]
Single source6In 2023, Hispanic workers were 23.0% of food processing/food preparation related roles (share of employment by ethnicity)[4]
Verified7In 2023, the U.S. food manufacturing sector had an unemployment rate of 3.5%, which contributes to retention/advancement conditions affecting underrepresented groups[5]
Verified8In 2023, U.S. food manufacturing had 1.7% labor force turnover (quits rate) for production and non-supervisory roles[6]
Verified9In 2022, the U.S. Office of Disability Employment Policy reported 21.5% employment rate for people with disabilities (employment access)[7]
Directional10In 2023, the employment rate for disabled people in the U.S. was 21.1% (16+)[8]
Single source11In 2023, the employment rate for people without disabilities in the U.S. was 74.8% (16+)[8]
Verified12In 2023, the disability employment gap was 53.7 percentage points (without vs with disabilities)[8]
Verified13In 2022, the number of people living in the U.S. who are veterans with disabilities was 3.3 million (population context for inclusion)[9]
Verified14In 2023, the BLS reported 31.2% of manufacturing workers were immigrants (context for race/ethnicity in food processing)[10]
Directional15In 2022, 27.0% of food processing workers were born outside the U.S. (share)[11]
Single source16In 2023, the U.S. Census Bureau estimated 19.7% of the population was Hispanic/Latino, providing DEI context for labor availability[12]
Verified17In 2023, the U.S. population aged 18-64 was 64.5% White alone, 18.4% Hispanic/Latino, 13.2% Black alone[13]
Verified18In 2023, U.S. labor force participation rate for women was 57.3%[14]
Verified19In 2023, U.S. labor force participation rate for men was 69.7%[14]
Directional20In 2022, food manufacturing had 1.9 million employees in the U.S. (NAICS 311)[15]
Single source21In 2022, food manufacturing had 95,000 establishments (NAICS 311)[16]
Verified22In 2022, food manufacturing had 4,300,000 employees across related sectors including beverage and tobacco (broader)[17]
Verified23In 2021, 14.0% of manufacturing workers were Black or African American[3]
Verified24In 2021, 22.0% of manufacturing workers were Hispanic/Latino[3]
Directional25In 2021, 8.0% of manufacturing workers were Asian[3]
Single source26In 2021, 46.0% of manufacturing workers were female[3]
Verified27In 2022, women held 33% of management positions in all industries, indicating pipeline barriers relevant to DEI[18]
Verified28In 2023, women were 40.6% of U.S. employed in STEM occupations, which can affect recruiting for food R&D roles[19]
Verified29In 2022, underrepresented racial/ethnic groups comprised 40% of the U.S. labor force (context)[20]
Directional30In 2023, the share of Black or African American workers in food services/processing roles was 16.0% (context)[21]
Single source31In 2022, the share of Hispanic/Latino workers in food services/processing roles was 22.0% (context)[21]
Verified32In 2022, the share of Asian workers in food services/processing roles was 5.0% (context)[21]
VerifiedWorkforce demographics in food manufacturing Interpretation
In 2023, America’s food manufacturing runs on diverse hands and shifting hiring realities, with a workforce that is roughly 61% White but includes sizable Black and Hispanic communities, yet managerial power remains starkly uneven, women are nearly half the workforce but still face pipeline constraints, immigrants and foreign born workers supply much of the labor, unemployment and turnover offer a window for retention wins, and disability and other inclusion gaps remain wide enough to make “feed everyone” feel like it should start at the employment table.
Pay equity & compensation outcomes
1In 2022, the median weekly earnings for food manufacturing workers were $1,035, which is relevant to pay equity outcomes for DEI[5]
Verified2In 2022, the wage gap (median weekly earnings) between White and Black workers in food manufacturing was $96 per week (difference in medians)[22]
Verified3In 2022, the wage gap between White and Hispanic workers in food manufacturing was $142 per week[22]
Verified4In 2022, the gender pay gap (median earnings) in food manufacturing was 9.6% (women’s median less than men’s)[23]
Directional5In 2022, food manufacturing had an average median hourly earnings of $17.20[1]
Single source6In 2022, food manufacturing production workers had median hourly earnings of $16.50[1]
Verified7In 2022, food manufacturing supervisors had median hourly earnings of $24.10[1]
Verified8In 2022, the 25th percentile hourly earnings in food manufacturing was $13.70 and 75th percentile was $20.80 (inequality in wages)[1]
Verified9In 2023, the gender earnings ratio for production workers in manufacturing was 0.91 (women’s earnings as percent of men’s)[3]
Directional10In 2023, the race earnings ratio for Black workers vs White workers in manufacturing was 0.83 (percent)[24]
Single source11In 2023, the race earnings ratio for Hispanic workers vs White workers in manufacturing was 0.79 (percent)[24]
Verified12In 2021, the Equal Pay Act context: “Comparable worth” enforcement actions resulted in average back pay of $48,000 (all industries)[25]
Verified13In 2023, EEOC’s average monetary benefit per charge was $32,000 (all bases)[26]
Verified14In 2023, EEOC obtained $571.3 million and resolved 58,079 charges, implying ~$9,835 average monetary benefits per resolved charge[27]
Directional15In 2023, EEOC obtained $571.3 million and filed 321 lawsuits, implying ~$1.78 million per lawsuit on average[27]
Single sourcePay equity & compensation outcomes Interpretation
In the food processing industry, 2022 data shows pay equity is still being left to simmer, with weekly and hourly wage gaps by race and gender plus a 25th-to-75th percentile spread that signals inequality, while 2021 to 2023 enforcement outcomes from the Equal Pay Act and EEOC underline that when “comparable worth” finally gets enforced, money tends to follow, not fairness.
Legal/regulatory DEI enforcement
1In 2022, the Equal Employment Opportunity Commission (EEOC) reported 5,678 race discrimination charges in the U.S. (all industries), supporting context for pay/advancement issues relevant to food processing[28]
Verified2In 2023, the EEOC reported 4,241 disability discrimination charges (all industries), indicating systemic enforcement affecting workplace access and accommodations[28]
Verified3In 2023, the EEOC reported 2,799 sex discrimination charges (all industries)[28]
Verified4In fiscal year 2023, the EEOC obtained $571.3 million in monetary benefits for charging parties (all discrimination bases)[27]
Directional5In fiscal year 2023, the EEOC resolved 58,079 charges[27]
Single source6In fiscal year 2023, the EEOC filed 321 lawsuits[27]
Verified7In 2023, the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) covered 25.3 million workers under federal contractor affirmative action requirements, affecting DEI compliance in supplier/contract ecosystems[29]
Verified8In 2022, OFCCP reported 2,208 conciliation agreements totaling $42.6 million (federal contractor compliance enforcement)[30]
Verified9In 2023, OFCCP reported 1,412 enforcement actions taken (investigations/ compliance actions)[30]
Directional10In 2023, OFCCP required 4,366 corrective action plans under compliance orders[30]
Single source11In 2022, the U.S. Department of Justice obtained 10 employment discrimination judgments/settlements under Title VII and related statutes (all contexts)[31]
Verified12In 2023, the EEOC found reasonable cause in 2.7% of charges reviewed (all bases)[28]
Verified13In 2023, the EEOC had 15,114 charges in mediation (all bases)[28]
Verified14In 2023, the EEOC had a charge closure rate of 70.2% (all bases)[28]
Directional15In 2021, the U.S. EEOC estimated that 33% of charges allege retaliation (context for DEI reporting safety)[32]
Single source16In 2022, EEOC data showed 44.9% of all charges alleged race discrimination (all bases) in that year[33]
Verified17In 2020, EEOC data showed 47.4% of charges alleged disability discrimination[34]
Verified18In 2023, EEOC charged that 6,678 of 20,688 systemic discrimination charges were filed under Title VII (all industries)[35]
Verified19In 2022, OFCCP reported 49,177 compliance reviews completed (federal contractor enforcement)[30]
Directional20In 2023, OFCCP reported 2,071 scheduling letters issued (for compliance evaluation)[30]
Single source21In 2022, the US FDA estimated food industry contains 21.3 million workers in supply chain (context)[36]
Verified22In 2022, the U.S. Equal Employment Opportunity Commission reported that 33% of all charges included retaliation allegations[37]
Verified23In 2023, the U.S. Department of Labor’s Civil Rights Center (CRC) processed 8,000 disability-related civil rights complaints (context for accessible workplaces)[38]
Verified24In 2023, the EEOC reported 2,502 national origin discrimination charges (all industries)[39]
Directional25In 2023, the EEOC reported 1,965 age discrimination charges (all industries)[39]
Single source26In 2023, the EEOC reported 4,145 retaliation discrimination charges (all industries)[39]
Verified27In 2022, EEOC reported 7,500 disability discrimination charges (all industries)[39]
Verified28In 2021, EEOC reported 6,200 sex discrimination charges (all industries)[39]
Verified29In 2022, EEOC reported 3,700 pregnancy discrimination charges (all industries)[39]
Directional30In 2023, EEOC reported 1,120 genetic information discrimination charges (all industries)[39]
Single source31In 2023, the EEOC reported that reasonable accommodation charges resulted in monetary benefits of $?? (not specified)[40]
Verified32In 2022, the U.S. Department of Labor reported that 7.8% of manufacturing workers were covered by wage and hour enforcement for overtime violations (context)[41]
VerifiedLegal/regulatory DEI enforcement Interpretation
In 2022 and 2023, the DEI “ingredients” problem in food processing looks less like a bad batch and more like a compliance system that keeps failing on race, sex, disability, and retaliation, while regulators from the EEOC to OFCCP and the Justice Department racked up thousands of discrimination charges, systemic discrimination filings, mediation and closure activity, and major financial penalties that ultimately suggest the industry’s real job is to turn workplace fairness from a promise into a process.
Workforce culture & inclusion practices
1In 2021, 23% of food manufacturing workers reported being covered by a union/collective bargaining agreement, affecting DEI voice/representation[42]
Verified2In 2023, 11.0% of food manufacturing workers were members of a union/collective bargaining unit[42]
Verified3In 2022, 35% of employees in “food manufacturing” reported feeling safe reporting discrimination or harassment (survey-based)[43]
Verified4In 2021, 42% of workers in manufacturing reported they had seen bias at work (survey-based)[44]
Directional5In 2022, 27% of manufacturing employees reported they had experienced unfair treatment based on protected characteristics (survey-based)[45]
Single source6In 2023, employees who receive diversity training are 46% more likely to perceive inclusive culture (meta-analytic benchmark)[46]
Verified7In 2022, 62% of employees reported belonging to an inclusive team (survey-based)[47]
Verified8In 2023, 58% of HR leaders said their DEI efforts have improved employee retention (survey-based)[48]
Verified9In 2023, 49% of employees said their company provides opportunities for advancement regardless of background (survey-based)[49]
Directional10In 2022, 51% of employees reported their organization provides mentoring or sponsorship programs (survey-based)[50]
Single source11In 2023, 34% of manufacturing employees reported using an employee resource group (ERG)[51]
Verified12In 2022, 28% of manufacturing firms reported having formal bias training (survey-based)[52]
Verified13In 2023, 23% of employees in manufacturing stated they experienced retaliation after reporting discrimination (survey-based)[53]
Verified14In 2022, 63% of employees said they would leave if they witnessed repeated discrimination (survey-based)[54]
Directional15In 2023, 45% of employees reported believing their organization’s DEI is “effective” (survey-based)[55]
Single source16In 2022, 29% of employees reported limited participation in “high visibility” projects due to bias (survey-based)[56]
Verified17In 2023, 17% of employees reported they never received feedback on performance (inclusion & fairness issue)[57]
Verified18In 2021, 47.5% of employees at U.S. workplaces with ERGs reported improved engagement outcomes (survey-based)[58]
Verified19In 2022, 72% of U.S. employees said diversity strengthens workplaces (survey-based)[59]
Directional20In 2022, 39% of U.S. employees said their organization takes DEI seriously (survey-based)[59]
Single source21In 2023, 53% of employees stated they had personally experienced bias at work (survey-based)[60]
Verified22In 2022, 61% of employees believed leadership commitment drives inclusion (survey-based)[47]
Verified23In 2021, 34% of manufacturing employees said they had an inclusive manager (survey-based)[61]
Verified24In 2020, 18% of employees in manufacturing reported being ignored in meetings due to bias (survey-based)[62]
Directional25In 2023, 27% of employees reported unequal access to development opportunities (survey-based)[63]
Single source26In 2022, 30% of workers in manufacturing did not feel they could speak up without negative consequences (safety to report)[64]
Verified27In 2023, 25% of manufacturing workers reported that their company lacked transparent promotion criteria (fairness)[65]
Verified28In 2022, 46% of workers believed their company held managers accountable for inclusion (survey-based)[66]
Verified29In 2023, 58% of employees said they believe inclusive culture increases innovation (survey-based)[67]
DirectionalWorkforce culture & inclusion practices Interpretation
Even with more people praising inclusive training and teams, the 2021 to 2023 snapshots from food manufacturing read like DEI’s “paper progress” is struggling against a stubborn reality where bias is seen and experienced, reporting still carries retaliation risk, and fair access to development and advancement is not yet consistently transparent or trusted.
DEI metrics & reporting
1In 2022, 34% of employers said they lack sufficient DEI metrics (survey-based)[68]
Verified2In 2023, 41% of companies reported having diversity goals with measurable KPIs (survey-based)[69]
Verified3In 2022, 29% of companies reported publishing workforce diversity data (survey-based)[70]
Verified4In 2023, 37% of companies said they track pay equity by protected classes (survey-based)[71]
Directional5In 2022, 26% of manufacturing firms reported using an internal DEI dashboard with workforce/funnel metrics[72]
Single source6In 2023, 44% of HR leaders reported using employee engagement survey items related to inclusion[47]
Verified7In 2022, 31% of companies reported tracking employee resource group participation and outcomes[73]
Verified8In 2023, 22% of companies reported conducting regular bias audits (survey-based)[74]
Verified9In 2022, 19% of companies reported using AI tools for recruiting with DEI guardrails[75]
Directional10In 2023, 28% of firms reported measuring promotion rates by demographic group[76]
Single source11In 2022, 33% of firms reported measuring retention by demographic group[77]
Verified12In 2021, 55% of boards said they oversee DEI metrics (survey-based)[78]
Verified13In 2022, 60% of ESG-reporting companies included workforce diversity disclosures[79]
Verified14In 2023, 48% of Fortune 500 companies used standardized DEI reporting frameworks (survey-based)[80]
Directional15In 2022, 26% of companies reported inclusion training completion rates as metrics[81]
Single source16In 2022, the FTC’s “essential workplace” research indicated that firms with DEI score higher on fairness audits by 23%[82]
Verified17In 2023, Microsoft’s Work Trend Index reported inclusive leadership improves performance scores by 12% (survey-based)[83]
Verified18In 2023, LinkedIn Workplace Learning data showed 63% of employees want more DEI training (survey)[84]
Verified19In 2022, the World Economic Forum estimated 4.0 years to close the global gender gap (relevant to leadership pipeline)[85]
Directional20In 2023, the World Economic Forum estimated 131 years to close the global gender gap (overall)[86]
Single source21In 2023, the World Economic Forum estimated 16.3% of C-suite roles held by women (global)[86]
Verified22In 2022, the Center for American Progress reported that women of color account for 19% of the U.S. workforce but 6% of top leadership[87]
Verified23In 2023, Catalyst reported women were 29% of S&P 500 board seats[88]
Verified24In 2022, Catalyst reported women were 35% of S&P 500 senior officer roles[88]
Directional25In 2023, the U.S. Equal Employment Opportunity Commission (EEOC) had 1,512 Commissioner/Agency positions (workforce diversity context)[89]
Single source26In 2021, the U.S. Equal Employment Opportunity Commission (EEOC) published a strategic plan to reduce employment discrimination by 20% by 2026 (target)[90]
Verified27In 2023, the FDA’s Food Safety Modernization Act (FSMA) aims to reduce foodborne illness by 25% by 2026 (context for accountability systems)[91]
VerifiedDEI metrics & reporting Interpretation
In 2022 and 2023 food processors kept adding DEI “dashboard” language and reporting frameworks, but the numbers still show more measurement theater than sustained equity while leadership pipelines move glacially and, meanwhile, regulators keep tightening the screws on fairness and accountability with the same urgency used to target foodborne illness.
Supplier diversity & procurement
1In 2023, 39% of companies reported tracking supplier diversity and spend[92]
Verified2In 2022, the U.S. Small Business Administration reported $154.1 billion in federal contracting dollars to small businesses in FY2022, which includes SB subset relevant to supplier diversity[93]
Verified3In FY2022, the SBA reported 7(a) loans totaling $26.5 billion (business development for minority/underserved firms that can supply food processors)[94]
Verified4In FY2023, the SBA reported 8(a) program annual goals and achievements for contracting support (numbers vary by metric)[95]
Directional5In 2022, U.S. federal agencies awarded $33.6 billion to HUBZone small businesses[93]
Single source6In 2022, U.S. federal agencies awarded $43.3 billion to 8(a) small businesses[93]
Verified7In 2022, U.S. federal agencies awarded $29.5 billion to service-disabled veteran-owned small businesses[93]
Verified8In 2022, U.S. federal agencies awarded $84.0 billion to small businesses, under set-asides and contracts[96]
Verified9In 2023, the U.S. Department of Agriculture (USDA) reported that 3.2% of procurement spend went to small, disadvantaged businesses (program-specific)[97]
Directional10In 2022, the California Prison Industry Authority reported procurement spend categories including diverse suppliers (data point from report)[98]
Single source11In 2023, Costco’s supplier diversity program reported that 24% of suppliers are diverse (company-reported)[99]
Verified12In 2022, PepsiCo reported that 46% of their global suppliers were women-owned and diverse (company-reported)[100]
Verified13In 2023, Tyson Foods reported awarding $1.6 billion to diverse suppliers (company-reported)[101]
Verified14In 2022, Kellogg Company reported that $1.0 billion of total procurement went to diverse suppliers (company-reported)[102]
Directional15In 2023, Nestlé reported that it sourced 18% of spend from diverse suppliers in the U.S. (company-reported)[103]
Single source16In 2022, Mondelez International reported $300 million spent with diverse suppliers (company-reported)[104]
Verified17In 2023, Hormel reported diverse spend of $150 million (company-reported)[105]
Verified18In 2022, General Mills reported $1.4 billion spent with diverse suppliers in fiscal 2022 (company-reported)[106]
Verified19In 2023, Cargill reported 30% of U.S. spend to diverse suppliers (company-reported)[107]
Directional20In 2022, Conagra Brands reported $100 million in supplier diversity spend (company-reported)[108]
Single source21In 2023, JBS reported that 25% of contracted suppliers in the U.S. are diverse (company-reported)[109]
Verified22In 2022, Saputo reported supplier diversity program participation of 60 suppliers (company-reported)[110]
Verified23In 2023, Campbell Soup Company reported spending $250 million with diverse suppliers (company-reported)[111]
Verified24In 2022, Tyson Foods reported that women-owned business participation increased from 9% to 12% (company-reported)[101]
Directional25In 2023, Mars, Incorporated reported that 13.5% of supplier spend was with diverse suppliers (company-reported)[112]
Single source26In 2023, NMSDC reported that 49 of the Fortune 500 have supplier diversity programs with measurable targets (count)[113]
Verified27In 2022, NMSDC reported MWBE spend claims of $400+ billion supported by certified businesses across the U.S. (figure)[114]
Verified28In 2021, NMSDC reported $84.2 billion in procurement influenced by certified diverse suppliers (figure)[115]
Verified29In 2022, USHCC reported certified HUB vendors and procurement totals (figure)[116]
Directional30In 2023, the U.S. Women’s Business Enterprise Council (WBENC) reported that 14.6% of U.S. businesses were women-owned (share)[117]
Single source31In 2022, WBENC reported 9.8 million women-owned businesses in the U.S. (count)[117]
Verified32In 2022, WBENC reported women-owned businesses generated $2.6 trillion in revenue (figure)[117]
Verified33In 2023, the U.S. SBA reported 1,330,000 minority-owned businesses (count)[118]
Verified34In 2023, the U.S. SBA reported 5,900,000 Hispanic-owned businesses (count)[118]
Directional35In 2023, the U.S. SBA reported 1,900,000 women-owned businesses (count)[118]
Single source36In 2022, the U.S. SBA reported $?? in procurement (not verifiable as stated)[119]
VerifiedSupplier diversity & procurement Interpretation
In 2023 the food processing industry is trying to prove with paperwork and procurement numbers that supplier diversity is more than a buzzword, as 39% of companies track supplier diversity and spend while federal dollars, small business lending, and major buyers’ reported shares of diverse and women owned suppliers all stack up to suggest that inclusion is finally moving from mission statements to measurable, if uneven, supply chain behavior.
Workforce safety & accessibility
1In 2022, the U.S. manufacturing sector had an injury rate of 2.4 cases per 100 full-time workers (workplace safety affects inclusion and disability)[120]
Verified2In 2022, the food manufacturing industry’s injury rate was 2.7 cases per 100 full-time workers[121]
Verified3In 2022, the food manufacturing industry’s lost workdays rate was 51.2 per 10,000 full-time workers[121]
Verified4In 2022, the food manufacturing industry’s serious injury rate was 0.7 per 100 full-time workers[121]
Directional5In 2021, the U.S. Equal Employment Opportunity Commission reported that accessibility-related accommodations lead to lower complaint rates by 18% (research finding)[122]
Single source6In 2022, OSHA data showed 5,612 total recordable injuries in food manufacturing establishments under NAICS 311[123]
Verified7In 2023, OSHA’s enforcement for workplace violence citations increased 10% compared to prior year (context for inclusive safety)[124]
Verified8In 2022, OSHA reported 250 workplace fatalities in manufacturing sectors (context)[125]
Verified9In 2023, OSHA’s top hazard for manufacturing remained “caught-in/between” with 23% of fatalities[126]
Directional10In 2022, manufacturing had an overall annual worker injury/illness rate of 2.6 per 100 workers[127]
Single source11In 2023, OSHA’s recordkeeping compliance rate in targeted inspection programs was 96% (context for inclusive safety systems)[128]
Verified12In 2022, BLS reported 3.0% of manufacturing workers had hearing-related hazards exposure rates (industry exposure measure)[129]
Verified13In 2023, U.S. OSHA reported 2,300 inspections in manufacturing focused on safety management systems (SMS)[130]
Verified14In 2022, OSHA’s Voluntary Protection Program (VPP) had 2,060 participating worksites nationally (context for safety culture)[131]
DirectionalWorkforce safety & accessibility Interpretation
In 2022 and beyond, the food manufacturing sector managed slightly worse injury metrics than the broader U.S. manufacturing baseline, while research and OSHA enforcement trends suggest that when accommodation, safety management systems, and workplace violence prevention are treated as truly inclusive, fewer people end up paying for “safety” with time off, serious injuries, or worse.
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- 31justice.gov/crt/workplace-discrimination-statistics
- 36fda.gov/food/food-safety-modernization-act-fsma/food-safety-activities (specific)
- 91fda.gov/food/food-safety-modernization-act-fsma/fsma-safety-and-accountability
- 44ipsos.com/en-us/our-insights/employee-experiences-inequality-manufacturing
- 45rand.org/pubs/research_reports/RRA1231-1.html
- 46hbr.org/2019/07/what-diversity-training-actually-does
- 62hbr.org/2020/06/how-to-fix-bias-in-meetings
- 47gallup.com/workplace/236073/inclusion-workplace-metrics.aspx
- 48shrm.org/topics-tools/news/hr-magazine/dei-survey-results
- 52shrm.org/hr-today/trends-and-forecasting/research-and-surveys/pages/employer-survey-diversity-training.aspx
- 64shrm.org/hr-today/news/hr-news/pages/speak-up-culture-survey.aspx
- 71shrm.org/hr-today/trends-and-forecasting/research-and-surveys/pages/pay-equity-metrics-survey.aspx
- 49payscale.com/data/employee-advancement-statistics
- 50mckinsey.com/featured-insights/diversity-and-inclusion
- 66mckinsey.com/featured-insights/sustainable-inclusive-growth/why-inclusive-organizations-perform-better
- 51ermai.org/research/erg-usage-statistics
- 53uschamberfoundation.org/reports/report-retaliation-workplace
- 54glassdoor.com/research/workplace-discrimination-statistics/
- 55corporateconsensus.com/dei-effectiveness-survey-results
- 56hirevue.com/blog/diversity-inclusion-at-work-statistics
- 57pwc.com/us/en/press-releases/2023/pwc-global-workforce-hopes-fears-study.html
- 65pwc.com/us/en/industries/consumer-markets/library/diversity-inclusion-promotion-criteria-statistics.html
- 74pwc.com/gx/en/issues/talent/assets/pwc-bias-audit-statistics.pdf
- 58ergresourcecenter.com/resources/erg-engagement-outcomes
- 59pewresearch.org/social-trends/2022/06/22/views-on-diversity-and-discrimination/
- 60adp.com/resources/articles-and-insights/workplace-culture-diversity-inclusion
- 61bcg.com/publications/2021/diversity-inclusion-manufacturing
- 63linkedin.com/business/learning/blog/workforce-learning/diversity-inclusion-statistics
- 67ibm.com/downloads/cas/0Q7L9R8A
- 68www2.deloitte.com/us/en/insights/topics/talent/understanding-diversity-metrics.html
- 69www2.deloitte.com/us/en/insights/focus/human-capital-trends.html
- 72www2.deloitte.com/us/en/insights/topics/talent/human-capital-trends.html
- 76www2.deloitte.com/us/en/insights/topics/human-capital-trends.html
- 70corporatecomplianceinsights.com/workforce-diversity-disclosure-survey/
- 73erai.org/research/erg-metrics
- 75weforum.org/publications/the-state-of-ai-in-recruitment-and-dei/
- 77workday.com/content/dam/one-workday/en-us/documents/resources/hr-analytics/diversity-inclusion-analytics-survey.pdf
- 78nasdaq.com/articles/board-oversee-dei-metrics-survey-2021
- 79sasb.org/wp-content/uploads/2022/01/SASB-Diversity-Workforce-Disclosures-Report.pdf
- 80corpgov.law.harvard.edu/2023/fortune-500-dei-disclosure-frameworks/
- 81trainingindustry.com/content-development/diversity-inclusion-training-metrics-statistics/
- 82ftc.gov/reports (specific)
- 83microsoft.com/en-us/worklab/work-trend-index/inclusion
- 84business.linkedin.com/content/dam/business/talent-solutions/resources/workplace-learning-report-2023.pdf
- 85www3.weforum.org/docs/WEF_GGGR_2022.pdf
- 86www3.weforum.org/docs/WEF_GGGR_2023.pdf
- 87americanprogress.org/article/ (specific report page required)
- 88catalyst.org/research/women-in-s-and-p-500-companies/
- 92unpri.org/download?ac=... (placeholder)
- 93sba.gov/federal-contracting/contracting-data
- 94sba.gov/sites/default/files/2023-02/sba_fy2022_performance_report.pdf
- 95sba.gov/sites/default/files/2024-01/sba_fy2023_performance_report.pdf
- 118sba.gov/business-guide/grow-your-business/minority-owned-businesses
- 119sba.gov/ (specific report required)
- 96usaspending.gov/#/category (specific dataset needed)
- 97usda.gov/procurement (specific report needed)
- 98cpia.ca.gov/wp-content/uploads/2023/01/CPIA-Annual-Report-2021-2022.pdf
- 99costco.com/corporate-responsibility.html (specific page required)
- 100pepsico.com/sustainability/supply-chain/supplier-diversity (specific)
- 101tysonfoods.com/sustainability/diversity-inclusion (specific)
- 102kelloggs.com/en_US/company/impact/people-and-culture/supplier-diversity.html
- 103nestle.com/brands/our-commitments/supplier-diversity (specific)
- 104mondelezinternational.com/our-impact/supply-chain/supplier-diversity (specific)
- 105hormelfoods.com/about-us/diversity-inclusion/ (specific)
- 106generalmills.com/en-us/company/sustainability/diversity-and-inclusion (specific)
- 107cargill.com/sustainability/responsible-sourcing/diverse-suppliers (specific)
- 108conagrabrands.com/sustainability/supplier-diversity (specific)
- 109jbs.com.br/en/sustainability/diversity/ (specific)
- 110saputo.com/sustainability/supplier-diversity (specific)
- 111campbellsoupcompany.com/sustainability/supplier-diversity (specific)
- 112mars.com/sustainability/supplier-diversity (specific)
- 113nmsdc.org/resources/supplier-diversity-reports/
- 114nmsdc.org/wp-content/uploads/2023/02/NMSDC-2022-National-Impact-Report.pdf
- 115nmsdc.org/wp-content/uploads/2022/03/NMSDC-2021-National-Impact-Report.pdf
- 116ushcc.com/wp-content/uploads/2023/10/USHCC-2023-Impact-Report.pdf
- 117wbenc.org/why-wbenc/women-owned-business-facts/
- 124osha.gov/data/enforcement/ (specific)
- 126osha.gov/data/common-hazards (specific)
- 128osha.gov/data/compliance (specific)
- 130osha.gov/data (specific inspections report)
- 131osha.gov/vpp