GITNUXREPORT 2025

Diversity, Equity, And Inclusion In The Heavy Industry Statistics

Heavy industry benefits from diversity; boosts innovation, profitability, and retention.

Jannik Linder

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

First published: April 29, 2025

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Statistic 1

Heavy industry companies with diverse supplier networks report a 10% increase in cost savings and innovation opportunities

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65% of heavy industry managers believe that addressing DEI has contributed positively to their company's reputation

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There is a 45% higher retention rate among women in heavy industry when companies actively promote inclusive environments

Statistic 4

Training programs focused on inclusion have increased retention rates by up to 12% in heavy metal and manufacturing firms

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33% of workers from minority backgrounds in heavy industry would consider leaving their job due to lack of inclusive culture

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Heavy industry sectors that have implemented flexible work arrangements see a 12% increase in employee satisfaction

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Only 15% of senior roles in heavy industry companies are held by women

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Only 10% of leadership positions in heavy industry are occupied by minorities

Statistic 9

Heavy industry companies with diverse boards are 35% more likely to outperform less diverse counterparts

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Gender diversity in leadership positions in heavy industry has increased by 5% over the past five years

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Female-led heavy industry firms are 25% more likely to adopt sustainable practices

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Leadership training programs targeting underrepresented groups have increased promotion rates for women by 18% in heavy industry

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Only 22% of heavy industry organizations have a dedicated DEI officer or committee

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Companies with diverse leadership report 19% higher revenue due to better decision-making

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Roughly 65% of heavy industry employees believe that leadership actively promotes DEI initiatives, but only 40% see tangible results

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15% of heavy industry firms have integrated DEI performance metrics into executive compensation plans

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Women represent approximately 20% of the workforce in the global heavy industry sector

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Companies with higher gender diversity are 21% more likely to experience above-average profitability

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Ethnic minorities make up about 12% of the workforce in heavy industry sectors in Europe

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In engineering roles within heavy industry, gender pay gaps are as high as 25%

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35% of heavy industry companies have formal diversity and inclusion policies

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Employees with disabilities constitute roughly 8% of the workforce in heavy industry

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60% of heavy industry companies report difficulty in recruiting diverse talent

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The representation of women in the heavy equipment manufacturing sector is approximately 18%

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Latinx individuals comprise around 8% of the workforce in heavy industry sectors in the US

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Only 20% of companies in heavy industry have established employee resource groups (ERGs) for underrepresented groups

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55% of employees in heavy industry believe that their workplace diversity initiatives are ineffective

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Approximately 25% of heavy industry companies report having unconscious bias training as a standard part of onboarding

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Companies with inclusive cultures are 3.5 times more likely to outperform their competitors financially

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Only 7% of engineers in heavy industry are women

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40% of heavy industry firms believe that a lack of diversity hinders innovation

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70% of employees of minority backgrounds report experiencing microaggressions in heavy industry workplaces

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Only 12% of heavy industry positions are filled through structured mentoring programs aimed at underrepresented groups

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50% of surveyed heavy industry companies have set targets for increasing diversity in the next 5 years

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80% of heavy industry HR managers acknowledge that diversity impacts team performance positively

Statistic 36

45% of heavy industry companies have established accountability metrics related to diversity and inclusion

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Heavy industry firms with high diversity scores are 2 times more likely to be innovative

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Women in heavy industry are 30% more likely to report feeling excluded compared to men

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65% of heavy industry students in STEM programs are male, highlighting gender disparity from early education

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Workforce diversity training conducted annually can reduce incidents of workplace discrimination by up to 20%

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50% of minority workers in heavy industry have faced bias during hiring processes

Statistic 42

Less than 25% of heavy industry firms have detailed reports on progress towards DEI goals

Statistic 43

There is a 10% higher likelihood of project success in diverse teams within heavy industry

Statistic 44

55% of heavy industry companies are actively trying to improve racial and ethnic diversity but face challenges in retention

Statistic 45

Initiatives aimed at improving inclusivity in heavy industries have increased employee engagement scores by an average of 8 points on a 100-point scale

Statistic 46

70% of women in heavy industry report a lack of mentorship as a barrier to career advancement

Statistic 47

80% of heavy industry companies report an increased need for cultural competency training, especially amidst global expansion efforts

Statistic 48

Heavy industry firms that participate in external DEI certifications or audits see a 15% improvement in their diversity index

Statistic 49

Workplace safety incidents are 12% lower in workplaces with higher diversity and inclusion measures

Statistic 50

45% of heavy industry firms have seen an increase in innovation output after implementing diversity programs

Statistic 51

Nearly 50% of minority women in heavy industry roles have experienced discrimination based on both race and gender

Statistic 52

55% of heavy industry employees believe that more transparent communication about DEI initiatives would increase their engagement

Statistic 53

When heavy industry companies set diversity targets, there is a 30% increase in minority applicant pools

Statistic 54

Workplace mentorship programs in heavy industry increased minority promotions by 22% over five years

Statistic 55

40% of heavy industry firms lack data collection on diversity statistics, hindering DEI progress

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Key Highlights

Women represent approximately 20% of the workforce in the global heavy industry sector
Only 15% of senior roles in heavy industry companies are held by women
Companies with higher gender diversity are 21% more likely to experience above-average profitability
Ethnic minorities make up about 12% of the workforce in heavy industry sectors in Europe
In engineering roles within heavy industry, gender pay gaps are as high as 25%
35% of heavy industry companies have formal diversity and inclusion policies
Employees with disabilities constitute roughly 8% of the workforce in heavy industry
Only 10% of leadership positions in heavy industry are occupied by minorities
There is a 45% higher retention rate among women in heavy industry when companies actively promote inclusive environments
60% of heavy industry companies report difficulty in recruiting diverse talent
The representation of women in the heavy equipment manufacturing sector is approximately 18%
Latinx individuals comprise around 8% of the workforce in heavy industry sectors in the US
Only 20% of companies in heavy industry have established employee resource groups (ERGs) for underrepresented groups

Despite making up only 20% of the workforce, companies committed to Diversity, Equity, and Inclusion in heavy industry find they outperform their less diverse counterparts by 35% in profits, highlighting that inclusion isn’t just right—it’s profitable.

Corporate Practices and Impact of Diversity Programs

Heavy industry companies with diverse supplier networks report a 10% increase in cost savings and innovation opportunities
65% of heavy industry managers believe that addressing DEI has contributed positively to their company's reputation

Corporate Practices and Impact of Diversity Programs Interpretation

Diving into diversity pays off—heavy industry firms with inclusive supplier networks see a 10% boost in savings and innovation, and 65% of managers credit DEI efforts with bolstering their company's good name, proving that inclusion isn't just ethical, but also profitable.

Employee Retention and Work Environment

There is a 45% higher retention rate among women in heavy industry when companies actively promote inclusive environments
Training programs focused on inclusion have increased retention rates by up to 12% in heavy metal and manufacturing firms
33% of workers from minority backgrounds in heavy industry would consider leaving their job due to lack of inclusive culture
Heavy industry sectors that have implemented flexible work arrangements see a 12% increase in employee satisfaction

Employee Retention and Work Environment Interpretation

While fostering inclusion and flexible work policies can significantly boost retention and satisfaction in heavy industry, the persistent 33% of minority workers contemplating departure underscores the urgent need for deeper cultural change to truly harness diversity’s potential.

Leadership and Representation Statistics

Only 15% of senior roles in heavy industry companies are held by women
Only 10% of leadership positions in heavy industry are occupied by minorities
Heavy industry companies with diverse boards are 35% more likely to outperform less diverse counterparts
Gender diversity in leadership positions in heavy industry has increased by 5% over the past five years
Female-led heavy industry firms are 25% more likely to adopt sustainable practices
Leadership training programs targeting underrepresented groups have increased promotion rates for women by 18% in heavy industry
Only 22% of heavy industry organizations have a dedicated DEI officer or committee
Companies with diverse leadership report 19% higher revenue due to better decision-making
Roughly 65% of heavy industry employees believe that leadership actively promotes DEI initiatives, but only 40% see tangible results
15% of heavy industry firms have integrated DEI performance metrics into executive compensation plans

Leadership and Representation Statistics Interpretation

Despite some strides in gender and minority representation, heavy industry still lags behind in truly integrating Diversity, Equity, and Inclusion into leadership, highlighting that without accountability and tangible metrics, these figures remain more aspirational than transformative.

Workforce Diversity and Inclusion Metrics

Women represent approximately 20% of the workforce in the global heavy industry sector
Companies with higher gender diversity are 21% more likely to experience above-average profitability
Ethnic minorities make up about 12% of the workforce in heavy industry sectors in Europe
In engineering roles within heavy industry, gender pay gaps are as high as 25%
35% of heavy industry companies have formal diversity and inclusion policies
Employees with disabilities constitute roughly 8% of the workforce in heavy industry
60% of heavy industry companies report difficulty in recruiting diverse talent
The representation of women in the heavy equipment manufacturing sector is approximately 18%
Latinx individuals comprise around 8% of the workforce in heavy industry sectors in the US
Only 20% of companies in heavy industry have established employee resource groups (ERGs) for underrepresented groups
55% of employees in heavy industry believe that their workplace diversity initiatives are ineffective
Approximately 25% of heavy industry companies report having unconscious bias training as a standard part of onboarding
Companies with inclusive cultures are 3.5 times more likely to outperform their competitors financially
Only 7% of engineers in heavy industry are women
40% of heavy industry firms believe that a lack of diversity hinders innovation
70% of employees of minority backgrounds report experiencing microaggressions in heavy industry workplaces
Only 12% of heavy industry positions are filled through structured mentoring programs aimed at underrepresented groups
50% of surveyed heavy industry companies have set targets for increasing diversity in the next 5 years
80% of heavy industry HR managers acknowledge that diversity impacts team performance positively
45% of heavy industry companies have established accountability metrics related to diversity and inclusion
Heavy industry firms with high diversity scores are 2 times more likely to be innovative
Women in heavy industry are 30% more likely to report feeling excluded compared to men
65% of heavy industry students in STEM programs are male, highlighting gender disparity from early education
Workforce diversity training conducted annually can reduce incidents of workplace discrimination by up to 20%
50% of minority workers in heavy industry have faced bias during hiring processes
Less than 25% of heavy industry firms have detailed reports on progress towards DEI goals
There is a 10% higher likelihood of project success in diverse teams within heavy industry
55% of heavy industry companies are actively trying to improve racial and ethnic diversity but face challenges in retention
Initiatives aimed at improving inclusivity in heavy industries have increased employee engagement scores by an average of 8 points on a 100-point scale
70% of women in heavy industry report a lack of mentorship as a barrier to career advancement
80% of heavy industry companies report an increased need for cultural competency training, especially amidst global expansion efforts
Heavy industry firms that participate in external DEI certifications or audits see a 15% improvement in their diversity index
Workplace safety incidents are 12% lower in workplaces with higher diversity and inclusion measures
45% of heavy industry firms have seen an increase in innovation output after implementing diversity programs
Nearly 50% of minority women in heavy industry roles have experienced discrimination based on both race and gender
55% of heavy industry employees believe that more transparent communication about DEI initiatives would increase their engagement
When heavy industry companies set diversity targets, there is a 30% increase in minority applicant pools
Workplace mentorship programs in heavy industry increased minority promotions by 22% over five years
40% of heavy industry firms lack data collection on diversity statistics, hindering DEI progress

Workforce Diversity and Inclusion Metrics Interpretation

Despite clear evidence that diverse, inclusive, and equitable workplaces in heavy industry boost profitability—by 21%, foster innovation—yet with women constituting only 20%, minorities 12%, and 7% of engineers being women, the sector remains hindered by entrenched biases, microaggressions, and a lack of comprehensive data, revealing that industry’s commitment to meaningful change is still on the heavy load.