GITNUXREPORT 2025

Diversity, Equity, And Inclusion In The Secondary Industry Statistics

Diverse leadership boosts profits, innovation, and inclusivity in secondary industries.

Jannik Linder

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

First published: April 29, 2025

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Statistic 1

Companies with diverse leadership are 33% more likely to outperform their peers financially

Statistic 2

Only 22% of board members in the manufacturing industry are women

Statistic 3

Companies with higher racial and ethnic diversity are 2.3 times more likely to have financial returns above their industry medians

Statistic 4

Companies that promote inclusive leadership see a 27% better employee retention rate

Statistic 5

85% of employees and executives believe that diversity and inclusion are crucial to business success

Statistic 6

45% of employees in manufacturing report experiencing bias or discrimination at work

Statistic 7

80% of companies acknowledge that diversity improves team performance, yet only 50% actively implement inclusion policies

Statistic 8

Approximately 25% of secondary industry employees report feeling unprepared for diversity and inclusion challenges at work, indicating a training gap

Statistic 9

58% of secondary industry employees believe that leadership commitment to diversity is evident, yet only 30% feel that DEI efforts are effectively communicated

Statistic 10

62% of secondary industry employers say that improving diversity is a key driver for innovation, highlighting a strategic focus area

Statistic 11

The percentage of secondary industry employees reporting anti-diversity behavior varies widely by region, with higher incidents in countries with less inclusive policies

Statistic 12

Companies that implement targeted DEI communication strategies see employee engagement scores improve by 20%, showcasing the impact of transparent messaging

Statistic 13

Employee surveys indicate that minorities are 25% more likely to leave their jobs due to lack of inclusion and recognition, emphasizing retention issues

Statistic 14

80% of companies agree that inclusive work environments improve overall employee morale, though only 60% have formal inclusion programs

Statistic 15

65% of secondary industry employees believe that diversity initiatives positively influence their work environment, but only 40% are aware of specific DEI programs

Statistic 16

Educational background diversity is gradually increasing among secondary industry employees, with 15% now holding college degrees in engineering or related fields

Statistic 17

Cultural diversity initiatives are present in 50% of secondary industry companies, but only 20% have measurable outcomes

Statistic 18

Diversity in subcontractor and supply chain partnerships remains limited, with only 30% of contracts including diversity criteria, indicating room for improvement

Statistic 19

In secondary industries, less than 10% of procurement budgets are allocated to diverse suppliers, indicating ongoing challenges in supply chain inclusion

Statistic 20

Manufacturing sectors with higher levels of racial diversity experienced 23% fewer safety incidents, suggesting a link between DEI and workplace safety

Statistic 21

60% of secondary industry firms have diversity policies but only 25% actively track their diversity metrics

Statistic 22

Only 17% of manufacturing companies offer unconscious bias training

Statistic 23

65% of secondary industry companies lack formal diversity training programs, indicating a need for more comprehensive education strategies

Statistic 24

Awareness of unconscious bias has increased, with 56% of secondary industry firms providing bias training programs in 2023, compared to 35% in 2020

Statistic 25

15% of secondary industry companies use AI tools to monitor diversity and inclusion metrics, showing growing reliance on technology for DEI initiatives

Statistic 26

70% of secondary industry firms have introduced unconscious bias training, but only 20% evaluate the effectiveness of these programs regularly

Statistic 27

Data shows that industries with comprehensive DEI data collection are 2.5 times more likely to succeed in their inclusion goals, emphasizing data-driven strategies

Statistic 28

Only 12% of secondary industry companies have dedicated budgets for diversity and inclusion training, suggesting underfunding issues

Statistic 29

Social media campaigns promoting diversity awareness in secondary industries have increased engagement rates by 35%, showing digital campaigns' effectiveness

Statistic 30

The utilization of data analytics for DEI efforts has grown by 60% in secondary industries, indicating technological advancement in inclusion strategies

Statistic 31

Training programs aimed at improving intercultural competence increased by 22% in the last two years within secondary industries, aiding inclusion efforts

Statistic 32

Women make up 27% of engineering professionals globally

Statistic 33

Minority workers constitute approximately 35% of the manufacturing workforce in the U.S.

Statistic 34

Companies with inclusive cultures are 6 times more likely to be innovative

Statistic 35

40% of secondary industry companies report having a formal diversity and inclusion strategy

Statistic 36

Ethnic minorities make up approximately 20% of the manufacturing workforce globally

Statistic 37

Female employment in the secondary industry sector has increased by 12% over the last decade

Statistic 38

In the manufacturing industry, 29% of leadership roles are held by women

Statistic 39

Millennials and Gen Z make up 65% of the secondary industry workforce, highlighting generational shifts

Statistic 40

The percentage of LGBTQ+ employees in manufacturing is approximately 5%, indicating room for inclusion initiatives

Statistic 41

68% of secondary industry firms report initiatives aimed at improving accessibility for employees with disabilities

Statistic 42

The average tenure of minority employees in manufacturing is 3.2 years, compared to 5.1 years for white employees, indicating retention disparities

Statistic 43

55% of secondary industry employers have diversity and inclusion goals aligned with overall business strategy

Statistic 44

Women are underrepresented in technical roles, comprising only 18% of engineers in the secondary industry sector globally

Statistic 45

Underrepresented minorities account for 12% of executive positions in manufacturing

Statistic 46

In 2023, 30% of secondary industry companies reported no formal effort to increase racial or gender diversity

Statistic 47

70% of secondary industry organizations have implemented employee resource groups (ERGs) to promote inclusion

Statistic 48

Only 15% of secondary industry companies have transparent pay equity practices

Statistic 49

In various secondary industry sectors, approximately 40% of workers are foreign-born, indicating reliance on immigrant labor

Statistic 50

23% of manufacturing supervisors are women, indicating gender disparities in leadership roles

Statistic 51

Chronic underrepresentation of minorities persists in upper management, with 9% racial minority representation in senior roles in secondary industries

Statistic 52

The proportion of disabled employees in secondary industries is around 8%, with many companies lacking targeted accessibility programs

Statistic 53

The global secondary industry workforce is approximately 60% male, indicating gender imbalance

Statistic 54

Progress on pay equity for women in manufacturing has improved by 12% over the last five years, yet gaps remain significant

Statistic 55

Occupational segregation persists, with women concentrated in administrative and support roles, comprising 70% of such positions in secondary industries

Statistic 56

42% of secondary industry firms are actively recruiting from underrepresented groups, demonstrating a focus on expanding diversity pipelines

Statistic 57

Gender pay gaps in manufacturing vary significantly by region, with some countries experiencing gaps of over 25%

Statistic 58

Racial and ethnic diversity initiatives are more successful in multinational corporations, where the diversity representation increased by 20% in five years

Statistic 59

The pay gap between minority and non-minority workers is around 10% in many secondary industries, underscoring ongoing inequality issues

Statistic 60

Remote work and flexible scheduling have contributed to greater inclusion for employees with caregiving responsibilities, with 48% of companies adopting such measures

Statistic 61

Employee resource groups focused on DEI have increased participation rates by 40% over the past three years in the secondary industry, indicating rising employee engagement

Statistic 62

85% of secondary industry companies recognize the importance of equal opportunity employment, but only 55% have comprehensive strategies to address disparities

Statistic 63

The representation of women in manufacturing leadership roles is projected to increase by 15% over the next five years with active DEI initiatives

Statistic 64

Inclusion efforts targeting neurodiverse employees have increased by 18% in the last two years, yet only 10% of companies have dedicated programs

Statistic 65

Minimum wage increases have disproportionately impacted minority workers in secondary industries, leading to calls for more equitable wage policies

Statistic 66

40% of secondary industry companies have announced targets for increasing minority supplier diversity, aiming to improve economic inclusion

Statistic 67

The adoption of flexible work environments enhances inclusion for employees with disabilities, with 55% of firms implementing accommodations

Statistic 68

Female representation in secondary industry senior management increased from 12% to 24% in the past decade, driven by targeted DEI programs

Statistic 69

53% of secondary industry companies report difficulties in attracting diverse candidates, suggesting a talent pipeline challenge

Statistic 70

Investment in diversity-focused mentorship programs in secondary industries has increased by 50% in the past five years, correlating with improved retention of minority employees

Statistic 71

About 38% of secondary industry workforce identifies as belonging to an underrepresented racial or ethnic group, highlighting demographic shifts

Statistic 72

Overall, companies with comprehensive DEI policies report 18% higher productivity levels, demonstrating tangible business benefits

Statistic 73

The average age of the secondary industry workforce is rising, with 28% over 50 years old, raising considerations for age diversity initiatives

Statistic 74

Workforce diversification efforts in secondary industries have led to a 10% increase in minority hiring rates over the past three years

Statistic 75

The percentage of secondary industry companies with gender-balanced teams (50/50) stands at approximately 20%, with substantial room for growth

Statistic 76

The representation of indigenous peoples in secondary industries is approximately 2%, pointing toward significant inclusion gaps

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Key Highlights

Companies with diverse leadership are 33% more likely to outperform their peers financially
85% of employees and executives believe that diversity and inclusion are crucial to business success
Women make up 27% of engineering professionals globally
Only 22% of board members in the manufacturing industry are women
Minority workers constitute approximately 35% of the manufacturing workforce in the U.S.
Companies with inclusive cultures are 6 times more likely to be innovative
40% of secondary industry companies report having a formal diversity and inclusion strategy
45% of employees in manufacturing report experiencing bias or discrimination at work
Ethnic minorities make up approximately 20% of the manufacturing workforce globally
60% of secondary industry firms have diversity policies but only 25% actively track their diversity metrics
Female employment in the secondary industry sector has increased by 12% over the last decade
In the manufacturing industry, 29% of leadership roles are held by women
Millennials and Gen Z make up 65% of the secondary industry workforce, highlighting generational shifts

Despite widespread recognition of its importance, diversity, equity, and inclusion in the secondary industry remain critical challenges, as data reveals persistent gaps in representation, biased workplace cultures, and underfunded initiatives, even while diverse leadership correlates with a 33% higher likelihood of financial outperforming peers.

Diversity in Leadership and Governance

Companies with diverse leadership are 33% more likely to outperform their peers financially
Only 22% of board members in the manufacturing industry are women
Companies with higher racial and ethnic diversity are 2.3 times more likely to have financial returns above their industry medians
Companies that promote inclusive leadership see a 27% better employee retention rate

Diversity in Leadership and Governance Interpretation

Diversity isn't just good ethics; it's good business—companies that embrace inclusive leadership and racial, gender, and ethnic diversity are demonstrably more profitable, innovative, and capable of retaining top talent in the competitive secondary industry landscape.

Employee Perceptions and Attitudes Towards DEI

85% of employees and executives believe that diversity and inclusion are crucial to business success
45% of employees in manufacturing report experiencing bias or discrimination at work
80% of companies acknowledge that diversity improves team performance, yet only 50% actively implement inclusion policies
Approximately 25% of secondary industry employees report feeling unprepared for diversity and inclusion challenges at work, indicating a training gap
58% of secondary industry employees believe that leadership commitment to diversity is evident, yet only 30% feel that DEI efforts are effectively communicated
62% of secondary industry employers say that improving diversity is a key driver for innovation, highlighting a strategic focus area
The percentage of secondary industry employees reporting anti-diversity behavior varies widely by region, with higher incidents in countries with less inclusive policies
Companies that implement targeted DEI communication strategies see employee engagement scores improve by 20%, showcasing the impact of transparent messaging
Employee surveys indicate that minorities are 25% more likely to leave their jobs due to lack of inclusion and recognition, emphasizing retention issues
80% of companies agree that inclusive work environments improve overall employee morale, though only 60% have formal inclusion programs
65% of secondary industry employees believe that diversity initiatives positively influence their work environment, but only 40% are aware of specific DEI programs

Employee Perceptions and Attitudes Towards DEI Interpretation

Despite widespread acknowledgment of diversity's value in driving innovation and success, a troubling gap remains as nearly half of manufacturing employees face bias, only half of companies implement active inclusion policies, and over a quarter feel unprepared to navigate DEI challenges, revealing that recognition alone is insufficient without transparent communication, dedicated training, and genuine leadership commitment to transform intent into impactful inclusion.

Industry-Specific Diversity Data

Educational background diversity is gradually increasing among secondary industry employees, with 15% now holding college degrees in engineering or related fields
Cultural diversity initiatives are present in 50% of secondary industry companies, but only 20% have measurable outcomes
Diversity in subcontractor and supply chain partnerships remains limited, with only 30% of contracts including diversity criteria, indicating room for improvement
In secondary industries, less than 10% of procurement budgets are allocated to diverse suppliers, indicating ongoing challenges in supply chain inclusion
Manufacturing sectors with higher levels of racial diversity experienced 23% fewer safety incidents, suggesting a link between DEI and workplace safety

Industry-Specific Diversity Data Interpretation

While secondary industries are making modest strides toward diversity—from increasing educational backgrounds and cultural initiatives to safety benefits—there remains significant room for improvement, particularly in expanding inclusivity within supply chains and translating diversity initiatives into measurable outcomes.

Use of Data Analytics and Training Initiatives

60% of secondary industry firms have diversity policies but only 25% actively track their diversity metrics
Only 17% of manufacturing companies offer unconscious bias training
65% of secondary industry companies lack formal diversity training programs, indicating a need for more comprehensive education strategies
Awareness of unconscious bias has increased, with 56% of secondary industry firms providing bias training programs in 2023, compared to 35% in 2020
15% of secondary industry companies use AI tools to monitor diversity and inclusion metrics, showing growing reliance on technology for DEI initiatives
70% of secondary industry firms have introduced unconscious bias training, but only 20% evaluate the effectiveness of these programs regularly
Data shows that industries with comprehensive DEI data collection are 2.5 times more likely to succeed in their inclusion goals, emphasizing data-driven strategies
Only 12% of secondary industry companies have dedicated budgets for diversity and inclusion training, suggesting underfunding issues
Social media campaigns promoting diversity awareness in secondary industries have increased engagement rates by 35%, showing digital campaigns' effectiveness
The utilization of data analytics for DEI efforts has grown by 60% in secondary industries, indicating technological advancement in inclusion strategies
Training programs aimed at improving intercultural competence increased by 22% in the last two years within secondary industries, aiding inclusion efforts

Use of Data Analytics and Training Initiatives Interpretation

Despite over half of secondary industry firms claiming to have diversity policies, the stark reality remains that only a quarter actively track their metrics and a mere 17% offer unconscious bias training, revealing that while awareness is growing—with 56% providing bias training in 2023—the industry still lags in measuring effectiveness and funding, underscoring that without data-driven strategies and comprehensive education, true inclusion remains a work in progress.

Workforce Demographics and Representation

Women make up 27% of engineering professionals globally
Minority workers constitute approximately 35% of the manufacturing workforce in the U.S.
Companies with inclusive cultures are 6 times more likely to be innovative
40% of secondary industry companies report having a formal diversity and inclusion strategy
Ethnic minorities make up approximately 20% of the manufacturing workforce globally
Female employment in the secondary industry sector has increased by 12% over the last decade
In the manufacturing industry, 29% of leadership roles are held by women
Millennials and Gen Z make up 65% of the secondary industry workforce, highlighting generational shifts
The percentage of LGBTQ+ employees in manufacturing is approximately 5%, indicating room for inclusion initiatives
68% of secondary industry firms report initiatives aimed at improving accessibility for employees with disabilities
The average tenure of minority employees in manufacturing is 3.2 years, compared to 5.1 years for white employees, indicating retention disparities
55% of secondary industry employers have diversity and inclusion goals aligned with overall business strategy
Women are underrepresented in technical roles, comprising only 18% of engineers in the secondary industry sector globally
Underrepresented minorities account for 12% of executive positions in manufacturing
In 2023, 30% of secondary industry companies reported no formal effort to increase racial or gender diversity
70% of secondary industry organizations have implemented employee resource groups (ERGs) to promote inclusion
Only 15% of secondary industry companies have transparent pay equity practices
In various secondary industry sectors, approximately 40% of workers are foreign-born, indicating reliance on immigrant labor
23% of manufacturing supervisors are women, indicating gender disparities in leadership roles
Chronic underrepresentation of minorities persists in upper management, with 9% racial minority representation in senior roles in secondary industries
The proportion of disabled employees in secondary industries is around 8%, with many companies lacking targeted accessibility programs
The global secondary industry workforce is approximately 60% male, indicating gender imbalance
Progress on pay equity for women in manufacturing has improved by 12% over the last five years, yet gaps remain significant
Occupational segregation persists, with women concentrated in administrative and support roles, comprising 70% of such positions in secondary industries
42% of secondary industry firms are actively recruiting from underrepresented groups, demonstrating a focus on expanding diversity pipelines
Gender pay gaps in manufacturing vary significantly by region, with some countries experiencing gaps of over 25%
Racial and ethnic diversity initiatives are more successful in multinational corporations, where the diversity representation increased by 20% in five years
The pay gap between minority and non-minority workers is around 10% in many secondary industries, underscoring ongoing inequality issues
Remote work and flexible scheduling have contributed to greater inclusion for employees with caregiving responsibilities, with 48% of companies adopting such measures
Employee resource groups focused on DEI have increased participation rates by 40% over the past three years in the secondary industry, indicating rising employee engagement
85% of secondary industry companies recognize the importance of equal opportunity employment, but only 55% have comprehensive strategies to address disparities
The representation of women in manufacturing leadership roles is projected to increase by 15% over the next five years with active DEI initiatives
Inclusion efforts targeting neurodiverse employees have increased by 18% in the last two years, yet only 10% of companies have dedicated programs
Minimum wage increases have disproportionately impacted minority workers in secondary industries, leading to calls for more equitable wage policies
40% of secondary industry companies have announced targets for increasing minority supplier diversity, aiming to improve economic inclusion
The adoption of flexible work environments enhances inclusion for employees with disabilities, with 55% of firms implementing accommodations
Female representation in secondary industry senior management increased from 12% to 24% in the past decade, driven by targeted DEI programs
53% of secondary industry companies report difficulties in attracting diverse candidates, suggesting a talent pipeline challenge
Investment in diversity-focused mentorship programs in secondary industries has increased by 50% in the past five years, correlating with improved retention of minority employees
About 38% of secondary industry workforce identifies as belonging to an underrepresented racial or ethnic group, highlighting demographic shifts
Overall, companies with comprehensive DEI policies report 18% higher productivity levels, demonstrating tangible business benefits
The average age of the secondary industry workforce is rising, with 28% over 50 years old, raising considerations for age diversity initiatives
Workforce diversification efforts in secondary industries have led to a 10% increase in minority hiring rates over the past three years
The percentage of secondary industry companies with gender-balanced teams (50/50) stands at approximately 20%, with substantial room for growth
The representation of indigenous peoples in secondary industries is approximately 2%, pointing toward significant inclusion gaps

Workforce Demographics and Representation Interpretation

Despite progress in gender and minority representation within the secondary industry—highlighted by a 12% rise in female employment and a 20% increase in ethnic minorities—persistent disparities in leadership roles, pay equity, and inclusion initiatives reveal that the sector still has a long way to go before diversity becomes truly integral to its economic and innovative vitality.