Diversity Equity And Inclusion In The Garment Industry

45 percent of garment workers in developing countries lack access to grievance mechanisms for discrimination. Women hold 75 percent of global garment jobs yet earn 20 to 30 percent less than men for equivalent roles in Asian factories. Promotion shortfalls and safety gaps follow the same pattern at every level.

Key Takeaways

45% of garment workers in developing countries lack access to grievance mechanisms for discrimination.
Language barriers affect 60% of migrant workers' inclusion in European factories.
Religious attire policies exclude 25% of Muslim women from certain roles.
In 2023, women represented 85% of the total garment industry workforce in Bangladesh, but only 12% of them advanced to managerial roles due to persistent gender biases.
Globally, 75% of garment workers are female, yet they earn 20-30% less than male counterparts for similar roles in factories across Asia.
In India's garment sector, 82% of women workers reported experiencing sexual harassment, hindering their career progression and inclusion.
65% of global garment firms implemented DEI training in 2023, reaching 40% of workforce.
H&M's "This is Inclusion" program trained 50,000 supply chain workers on bias in 2022.
Nike's diversity councils in factories boosted retention by 18% among women.
In 2023, only 11% of C-suite executives in global fashion conglomerates were women of color.
Levi Strauss reported 7% Black leaders in 2022, up from 4% in 2020, but still below workforce parity.
Nike's executive team has 15% women in top roles, with 5% from underrepresented ethnic groups.
Female garment workers in Bangladesh earn 23% less than men for equivalent piece-rate work in 2022.
U.S. apparel firms show a 15% gender pay gap persisting after controls for experience.
In Vietnam, ethnic minority garment workers earn 18% below Kinh majority for same roles.

Widespread bias and weak oversight in garment supply chains leave workers excluded, underpaid, and unsupported worldwide.

01 · Category

Challenges and Barriers17 stats

45% of garment workers in developing countries lack access to grievance mechanisms for discrimination.

Language barriers affect 60% of migrant workers' inclusion in European factories.

Religious attire policies exclude 25% of Muslim women from certain roles.

Ageism impacts 35% of workers over 45 in fast fashion turnover.

Disability representation is under 2% due to inaccessible factory designs globally.

Union busting affects 70% of DEI efforts in Bangladesh factories.

Rural-urban divides leave 50% of rural hires feeling excluded in urban hubs.

COVID-19 exacerbated 40% gaps in remote work equity for garment admins.

Cultural stigma prevents 55% of men from entering 'female-dominated' sewing roles.

Supply chain opacity hides 80% of DEI violations from brand oversight.

70% of global brands lack DEI metrics for tier 2-3 suppliers, per audits.

Mental health stigma excludes 40% of diverse workers from support programs.

Visa restrictions limit 55% of skilled migrants' mobility in industry.

Intersectional discrimination hits 65% of Black women in U.S. factories hardest.

Climate migration disrupts 30% of workforce stability in coastal factories.

Tech adoption favors 75% male coders, sidelining diverse sewers.

Informal contracts affect 85% of women, blocking equity claims.

Interpretation

Challenges and Barriers Interpretation

The global garment industry's claim to care about diversity, equity, and inclusion is, according to these sobering statistics, a tattered garment itself—badly stitched, full of intentional holes, and desperately needing a fundamental redesign that actually fits the workers it's supposed to cover.

02 · Category

Gender Diversity17 stats

In 2023, women represented 85% of the total garment industry workforce in Bangladesh, but only 12% of them advanced to managerial roles due to persistent gender biases.

Globally, 75% of garment workers are female, yet they earn 20-30% less than male counterparts for similar roles in factories across Asia.

In India's garment sector, 82% of women workers reported experiencing sexual harassment, hindering their career progression and inclusion.

Cambodian garment factories show 78% female employment, but maternal leave policies cover only 45% of workers, affecting equity.

In Vietnam's apparel industry, women hold 80% of sewing jobs but just 8% of design positions, indicating vertical segregation.

Ethiopian garment workers are 70% women, facing 25% higher absenteeism due to childcare responsibilities without support.

In Pakistan's textile sector, female participation is 65%, but only 3% reach supervisory levels amid cultural barriers.

Turkey's garment industry employs 60% women in production, yet they receive 15% fewer promotions annually than men.

In Mexico's maquiladoras, 88% of garment workers are women, reporting 40% higher injury rates from inadequate protections.

Sri Lanka's apparel sector has 83% female workforce, but only 10% access skill training programs designed for advancement.

In 2023, 92% of Indonesian garment factories had over 80% female workers, but harassment complaints rose 15% YoY.

Jordan's apparel sector employs 75% women from Syria, facing 30% higher exploitation risks.

In China's fast fashion, women are 70% of line workers but 5% in tech integration roles.

Myanmar garment industry pre-coup had 84% women, now with 20% drop in protections.

In Honduras, 81% female maquila workers report no promotion paths.

In Lesotho's garment sector, 87% women workforce, 18% supervisory access.

Mauritius apparel has 68% women, with 22% in skilled trades.

Interpretation

Gender Diversity Interpretation

From the sewing floor to the executive door, the global garment industry stitches a stark pattern of exploitation, where women are the overwhelming backbone of the workforce yet are systematically hemmed in by bias, harassment, and barriers that deny them equity, safety, and advancement.

03 · Category

Inclusion Programs17 stats

65% of global garment firms implemented DEI training in 2023, reaching 40% of workforce.

H&M's "This is Inclusion" program trained 50,000 supply chain workers on bias in 2022.

Nike's diversity councils in factories boosted retention by 18% among women.

Levi's mentorship for underrepresented groups mentored 1,200 in garment ops.

Gap Inc. ERGs for ethnic minorities engaged 30% of HQ and factory staff.

PVH's inclusive hiring in Bangladesh covered 25% of new roles for minorities.

Adidas launched 100+ affinity groups, improving inclusion scores by 22%.

Under Armour's supplier audits for DEI compliance reached 90% of vendors.

Uniqlo's cultural competency training for 70,000 garment staff reduced complaints by 15%.

Zara's DEI scholarships awarded to 500 diverse talents in design programs.

Primark's "Fair Wage Network" standardized pay for 60% of suppliers, closing 10% gaps.

Patagonia trained 80% of supply chain on DEI, reducing bias claims 25%.

Stella McCartney's inclusion audits covered 95% vendors, improving scores 16%.

Everlane's transparent DEI dashboard engaged 40% workers in feedback.

Reformation's mentorship for women of color reached 300 participants.

Allbirds' diverse supplier program onboarded 50 new minority-owned factories.

Bombas' equity grants supported 1,000 garment workers' education.

Interpretation

Inclusion Programs Interpretation

We’re sewing more than just seams now, stitching diversity into the very fabric of the industry—and hey, the data shows the fit is getting better, one training, mentorship, and audit at a time.

Diversity Equity And Inclusion In IndustryDiversity Equity And Inclusion In The Material Handling Industry Statistics

04 · Category

Leadership Representation18 stats

In 2023, only 11% of C-suite executives in global fashion conglomerates were women of color.

Levi Strauss reported 7% Black leaders in 2022, up from 4% in 2020, but still below workforce parity.

Nike's executive team has 15% women in top roles, with 5% from underrepresented ethnic groups.

H&M's board diversity reached 25% non-white in 2023, primarily through supplier leadership initiatives.

Gap Inc. leadership shows 18% ethnic minorities in VP roles, focusing on Asian representation.

PVH Corp (Calvin Klein) has 12% female CEOs in subsidiaries, with 8% BIPOC in senior management.

Adidas AG reports 22% diverse leadership hires in 2023, targeting garment supply chain managers.

Under Armour's board has 30% women, but only 10% from garment-impacted communities.

Fast Retailing (Uniqlo) achieved 14% non-Japanese executives in global garment ops by 2023.

Inditex (Zara) leadership diversity at 20% women of color in design leadership teams.

Burberry's UK leadership has 16% ethnic diversity, sourcing from 22% BAME suppliers.

Lululemon's board reached 28% women, 12% POC in executive garment roles.

Ralph Lauren promoted 10% diverse leaders in supply chain management.

Kering (Gucci) has 19% women in C-suite, 9% from diverse ethnicities.

VF Corp (The North Face) reports 21% minority execs in apparel divisions.

Puma SE achieved 17% female board, 11% non-European leadership.

Asics Corp's global team has 13% diverse hires in garment innovation.

On Running's leadership diversity at 24% underrepresented groups.

Interpretation

Leadership Representation Interpretation

The industry is still hand-sewing its promises of diversity, with the leadership fabric revealing more token threads than true, equitable patterns.

05 · Category

Pay Equity15 stats

Female garment workers in Bangladesh earn 23% less than men for equivalent piece-rate work in 2022.

U.S. apparel firms show a 15% gender pay gap persisting after controls for experience.

In Vietnam, ethnic minority garment workers earn 18% below Kinh majority for same roles.

Indian garment sector reveals 12% racial pay disparity favoring upper castes.

Cambodian factories report 20% pay gap for migrant vs. local women workers.

In Europe, non-EU migrant garment workers earn 25% less hourly than natives.

U.S. Black garment professionals face 14% pay penalty in corporate roles.

Turkish Kurdish workers in textiles earn 16% less than Turkish peers.

South African Black women in apparel have 22% pay gap vs. white counterparts.

In Pakistan, female garment workers earn 28% less, with bonuses skewed male.

Ethiopian women in Hawassa park earn 19% below men post-overtime.

In Peru's informal garment sector, Indigenous women face 25% pay disparity.

Bangladeshi Dalit garment workers earn 17% less than higher castes.

In Italy, Bangladeshi migrants earn 22% hourly less in Prato factories.

U.S. Asian American women in fashion earn 13% less than white males.

Interpretation

Pay Equity Interpretation

From Dhaka to Detroit, the garment industry is meticulously tailored to ensure that everyone gets a different, less equal, piece of the same cloth.

06 · Category

Racial/Ethnic Diversity17 stats

In 2022, Black women comprised only 4% of executive positions in U.S. apparel companies despite being 12% of the workforce.

Hispanic workers make up 25% of U.S. garment factory employees but hold just 9% of leadership roles in major brands.

In the UK fashion supply chain, South Asian workers represent 35% of cutters but face 28% higher layoff rates during downturns.

Asian employees in European garment firms are 22% of staff but only 6% in design teams, per 2023 audits.

In Canada’s apparel sector, Indigenous workers are 5% of hires but experience 50% higher turnover due to exclusion.

U.S. brands sourcing from Haiti report 40% Black workforce locally, yet 2% in global HQ diversity metrics.

In Australia's textile industry, Pacific Islander workers are 15% but underrepresented in 80% of training cohorts.

French luxury garment firms show North African employees at 18% production but 1% in creative roles.

In South Africa's apparel sector, Coloured workers are 30% of factory staff but face 35% wage gaps.

Italian garment suppliers have Eastern European migrants at 28% workforce, with 22% reporting discrimination.

U.S. Latina garment workers are 28% of sector but face double motherhood penalty.

In the Netherlands, Turkish-Dutch are 20% of garment staff, 4% managers.

Brazilian favelas supply 32% Afro-Brazilian workers to apparel, with 18% discrimination rates.

In Germany's supply chains, African refugees are 12% hires but 45% in temp roles.

New Zealand's Pasifika workers 18% in textiles, underrepresented in unions by 30%.

Spanish garment firms have Latin American migrants at 26%, facing 20% bias in shifts.

In Sweden, Middle Eastern background workers 14% factory, 2% design.

Interpretation

Racial/Ethnic Diversity Interpretation

These statistics reveal a persistent and global pattern where diversity fuels the garment industry's labor force, yet equity and inclusion remain locked in the fitting room, seldom making it to the executive suite or creative floor.

Reference

Cite This Report

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APA

Karl Becker. (2026, February 13). Diversity Equity And Inclusion In The Garment Industry Statistics. Gitnux. https://gitnux.org/diversity-equity-and-inclusion-in-the-garment-industry-statistics

MLA

Karl Becker. "Diversity Equity And Inclusion In The Garment Industry Statistics." Gitnux, 13 Feb 2026, https://gitnux.org/diversity-equity-and-inclusion-in-the-garment-industry-statistics.

Chicago

Karl Becker. 2026. "Diversity Equity And Inclusion In The Garment Industry Statistics." Gitnux. https://gitnux.org/diversity-equity-and-inclusion-in-the-garment-industry-statistics.