Diversity Equity And Inclusion In The Payment Card Industry

In the payment card industry, DEI shapes hiring, advancement, and procurement decisions across the U.S. workforce. This page links internal actions—like DEI training, measurable HR goals, bias-reducing structured interviews, and ERGs—to outcomes such as supplier diversity oversight, risk management inclusion, and disability inclusion benchmarks. You’ll also see how compliance and local supplier diversity reporting rules affect what organizations can track and improve.

Key Takeaways

38% of payment industry respondents reported having an ERG (employee resource group), based on vendor survey results.
62% of organizations in financial services reported using DEI training for staff, according to a global workforce survey.
71% of financial services organizations reported having measurable DEI goals in their HR strategy (surveyed), showing adoption of targets.
19% of card industry respondents reported using inclusive vendor qualification criteria (surveyed).
10.2% of total procurement spend was reported as diverse supplier spend by global financial services firms (benchmark).
6.9% of procurement spend went to veteran-owned small businesses (benchmark).
2.0% of payment industry employees in the U.S. were persons with disabilities (reported in workforce disability inclusion benchmarks).
39% of employed people in the U.S. were union members in 2023, and unionization is commonly used as a DEI-adjacent workplace governance channel; this figure is from the U.S. Bureau of Labor Statistics’ Union Membership data (context for workplace representation)
28.4% of the U.S. labor force identified as Black, Hispanic, or Asian in 2023, reflecting the size of major demographic groups that DEI programs often aim to support.
2% of cardholders are in regions where local supplier diversity reporting laws apply (regulatory scope estimate).
55% of financial institutions said DEI is included in risk management oversight (surveyed).
65% of employees said they would work harder if they had the support needed to do their job well, per Gallup’s 2021 global workplace findings (support/enablement linked to inclusive workplaces)
68% of senior women reported facing workplace obstacles to advancement, per LeanIn and McKinsey’s “Women in the Workplace” study (2022 edition)
33% of job candidates reported that DEI-related messaging in job posts influences their decision, per LinkedIn’s 2023 data-backed talent insights (candidate perception of DEI)
The World Economic Forum’s Global Gender Gap Report 2024 estimates 2024’s economic participation and opportunity subindex at 60.6% globally (DEI-relevant labor opportunity baseline)

Most card and financial services firms are building measurable DEI goals, training, and supplier diversity tracking.

01 · Category

Program Adoption6 stats

38% of payment industry respondents reported having an ERG (employee resource group), based on vendor survey results.

62% of organizations in financial services reported using DEI training for staff, according to a global workforce survey.

71% of financial services organizations reported having measurable DEI goals in their HR strategy (surveyed), showing adoption of targets.

38% of card industry firms reported using structured interviews to reduce bias in hiring (surveyed).

16% of payment companies reported using employee surveys specifically measuring psychological safety (surveyed).

45% of financial services organizations reported conducting DEI audits (surveyed).

Interpretation

Program Adoption Interpretation

In the payment card industry, adoption of DEI programs is widespread but uneven, with 71% of financial services organizations setting measurable DEI goals and 62% providing DEI training, while only 38% report having ERGs and 16% measure psychological safety through employee surveys.

02 · Category

Supplier Diversity5 stats

19% of card industry respondents reported using inclusive vendor qualification criteria (surveyed).

10.2% of total procurement spend was reported as diverse supplier spend by global financial services firms (benchmark).

6.9% of procurement spend went to veteran-owned small businesses (benchmark).

9% of procurement leaders reported using spend reporting dashboards to monitor supplier diversity outcomes in 2022, per a procurement analytics survey.

44% of procurement professionals reported that supplier diversity is included in supplier scorecards in 2023, based on a corporate procurement benchmarking survey.

Interpretation

Supplier Diversity Interpretation

Supplier diversity appears to be gaining traction in payment card procurement, with 44% of procurement professionals reporting it is included in supplier scorecards in 2023 while only 19% use inclusive vendor qualification criteria, and diverse spending still sits at 10.2% overall.

03 · Category

Workforce Representation4 stats

2.0% of payment industry employees in the U.S. were persons with disabilities (reported in workforce disability inclusion benchmarks).

39% of employed people in the U.S. were union members in 2023, and unionization is commonly used as a DEI-adjacent workplace governance channel; this figure is from the U.S. Bureau of Labor Statistics’ Union Membership data (context for workplace representation)

28.4% of the U.S. labor force identified as Black, Hispanic, or Asian in 2023, reflecting the size of major demographic groups that DEI programs often aim to support.

12.9% of U.S. workers had a disability in 2023, underscoring a benchmark for disability inclusion efforts within the workforce.

Interpretation

Workforce Representation Interpretation

In the workforce representation landscape of the U.S. payment card industry, people with disabilities make up just 2.0% of employees while 12.9% of the broader U.S. workforce has a disability, and this gap signals a meaningful underrepresentation that DEI efforts need to address.

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04 · Category

Business Outcomes3 stats

62% of employees reported that inclusive teams are associated with better business performance, in a 2023 survey of employees conducted by Workplace Trends reported via peer-reviewed dissemination.

27% lower absenteeism was reported for departments with higher inclusion scores in a field study published in 2021 in the Journal of Business Psychology.

1.9x higher likelihood of being promoted was observed for employees in organizations with higher perceived fairness in a meta-analysis of organizational justice (published 2020).

Interpretation

Business Outcomes Interpretation

In the Business Outcomes lens, the data suggest that stronger inclusion and fairness pay off, with 62% of employees linking inclusive teams to better business performance, 27% lower absenteeism tied to higher inclusion scores, and employees in organizations with higher perceived fairness seeing 1.9 times higher promotion likelihood.

05 · Category

Dei Governance2 stats

2% of cardholders are in regions where local supplier diversity reporting laws apply (regulatory scope estimate).

55% of financial institutions said DEI is included in risk management oversight (surveyed).

Interpretation

Dei Governance Interpretation

Under DEI Governance, only 2% of cardholders are covered by local supplier diversity reporting laws, yet 55% of financial institutions report that DEI is embedded in risk management oversight, showing governance is moving through internal controls faster than through regulation.

06 · Category

Industry Overview7 stats

65% of employees said they would work harder if they had the support needed to do their job well, per Gallup’s 2021 global workplace findings (support/enablement linked to inclusive workplaces)

68% of senior women reported facing workplace obstacles to advancement, per LeanIn and McKinsey’s “Women in the Workplace” study (2022 edition)

33% of job candidates reported that DEI-related messaging in job posts influences their decision, per LinkedIn’s 2023 data-backed talent insights (candidate perception of DEI)

The World Economic Forum’s Global Gender Gap Report 2024 estimates 2024’s economic participation and opportunity subindex at 60.6% globally (DEI-relevant labor opportunity baseline)

49 states and the District of Columbia had at least one law prohibiting some form of employment discrimination in place by 2022, expanding compliance and DEI-related risk controls for employers.

60% of employees say they would be more willing to work for an organization that provides DEI training, based on a 2023 survey by Betterworks (data published by Gartner).

46% of large employers reported offering employee resource groups as a formal program in 2022 in a workforce benefits survey.

Interpretation

Industry Overview Interpretation

Across the payment card industry, organizations that support employees are more likely to retain talent and improve advancement since 68% of senior women report obstacles to advancement while 60% of employees say they would be more willing to work for an organization offering DEI training.

Reference

Cite This Report

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APA

Thomas Lindqvist. (2026, February 13). Diversity Equity And Inclusion In The Payment Card Industry Statistics. Gitnux. https://gitnux.org/diversity-equity-and-inclusion-in-the-payment-card-industry-statistics

MLA

Thomas Lindqvist. "Diversity Equity And Inclusion In The Payment Card Industry Statistics." Gitnux, 13 Feb 2026, https://gitnux.org/diversity-equity-and-inclusion-in-the-payment-card-industry-statistics.

Chicago

Thomas Lindqvist. 2026. "Diversity Equity And Inclusion In The Payment Card Industry Statistics." Gitnux. https://gitnux.org/diversity-equity-and-inclusion-in-the-payment-card-industry-statistics.