GITNUX MARKETDATA REPORT 2024

Diversity In The Industrial Industry Statistics

The industrial industry should strive for increased diversity across all levels of the workforce to drive innovation and productivity as well as to create a more inclusive and equitable working environment.

Highlights: Diversity In The Industrial Industry Statistics

  • By 2028, women will make up 46.9% of the industry workforce, compare with 29% in 2020, according to predictions by Deloitte.
  • Around 45% of the industrial sector employees worldwide are aged 45 and over as of 2020.
  • In 2019, 89% of industrial businesses in the UK had no senior leaders from minority ethnic backgrounds.
  • Only 20% of industrial businesses in Europe have women in top executive positions, as per a study by PwC.
  • As of 2019, people with disabilities constituted 14.3% of the industrial workforce in the US.
  • In 2020, only 34% of industrial companies had a defined diversity and inclusion strategy.
  • 71% of industrial companies in the US that have a defined diversity and inclusion strategy reported increased financial success.
  • Among U.S. industrial workers, less than 2% identify as lesbian, gay, bisexual, or transgender.
  • The salary gap between men and women in the industrial sector reached 19% in 2020.
  • In 2019, 97% of industrial businesses in Australia had no executives with disability.
  • Only 16% of industrial businesses globally have a gender diversity target for their top leadership team.
  • In 2020, 44% of industrial businesses in the UK had no minority ethnic individuals at the executive level.
  • In the US industrial industry, around 66% of employees are men and 34% are women.
  • Among young professionals (ages 20-35) in the industrial sector, only 33% believe that their companies value diversity.
  • Roughly 21% of industrial companies in the US have a dedicated diversity and inclusion team.
  • 76% of industrial companies in the US do not track diversity metrics consistently.
  • Only 19% of US industrial companies have a comprehensive strategy that includes gender identity and sexual orientation.
  • In the UK industrial sector around 63% of senior leaders come from privileged socioeconomic backgrounds.

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The Latest Diversity In The Industrial Industry Statistics Explained

By 2028, women will make up 46.9% of the industry workforce, compare with 29% in 2020, according to predictions by Deloitte.

The statistic provided indicates a substantial shift in the gender composition of the industry workforce over the eight-year period from 2020 to 2028. Specifically, the data points to a significant increase in the representation of women in the industry workforce, from 29% in 2020 to a predicted 46.9% by 2028, as projected by Deloitte. This change signifies a notable trend towards gender diversity in the industry, reflecting increased opportunities and participation for women in the workforce. The nearly 18% increase in female representation over this timeframe indicates progress towards a more balanced and inclusive workforce, with potential implications for gender equality, employee engagement, and overall industry performance.

Around 45% of the industrial sector employees worldwide are aged 45 and over as of 2020.

The statistic that around 45% of the industrial sector employees worldwide are aged 45 and over as of 2020 indicates that a significant portion of the workforce in the industrial sector is approaching or already at retirement age. This demographic skew towards older workers may have implications for workforce planning, succession management, and skills development within the industry. Additionally, it could also signal potential challenges related to knowledge transfer, keeping up with technological advancements, and ensuring a sustainable labor force in the long term. Organizations in the industrial sector may need to consider strategies to attract and retain younger talent, implement training programs to upskill existing employees, and create a supportive work environment that caters to a diverse age range to address the implications of this demographic trend.

In 2019, 89% of industrial businesses in the UK had no senior leaders from minority ethnic backgrounds.

The statistic indicates that in 2019, the vast majority (89%) of industrial businesses in the UK did not have any senior leaders representing minority ethnic backgrounds within their leadership ranks. This suggests a lack of diversity and representation within leadership positions in the industrial sector, potentially highlighting systemic barriers or biases in recruitment, promotion, or retention practices. The absence of diversity in leadership roles can impact decision-making processes, organizational culture, and overall inclusivity within these businesses. Addressing this disparity is crucial not only for promoting equality and fairness but also for harnessing the benefits of diverse perspectives and experiences in driving innovation and success in the industrial sector.

Only 20% of industrial businesses in Europe have women in top executive positions, as per a study by PwC.

The statistic indicates that only a minority, specifically 20%, of industrial businesses in Europe have women occupying top executive positions. This suggests a significant gender disparity in senior leadership roles within the industrial sector, with men predominantly dominating these top positions. The finding underscores the ongoing need for increased gender diversity and equal representation in the higher echelons of corporate leadership in Europe’s industrial sector. Addressing this imbalance by promoting and supporting the advancement of women into executive roles can not only enhance diversity and inclusivity within organizations but also bring about a broader range of perspectives and skills to drive innovation and organizational success.

As of 2019, people with disabilities constituted 14.3% of the industrial workforce in the US.

The statistic indicates that in 2019, individuals with disabilities made up 14.3% of the workforce in the industrial sector in the United States. This proportion signifies the representation of disabled workers within this specific industry, highlighting the level of inclusivity and accessibility in employment practices. The statistic suggests that there is a diverse labor force in the industrial sector, encompassing individuals with varying abilities and backgrounds. It also emphasizes the importance of promoting equal employment opportunities for people with disabilities, fostering a more inclusive and equitable workplace environment within the industrial sector.

In 2020, only 34% of industrial companies had a defined diversity and inclusion strategy.

The statistic highlights that in 2020, a relatively low proportion of industrial companies, specifically 34%, had a clearly defined diversity and inclusion strategy in place. This indicates that the majority of industrial companies may not have formalized initiatives or programs aimed at promoting diversity and inclusion in their workplaces. By lacking a structured strategy in this area, these companies may be missing out on the benefits that come with fostering a diverse and inclusive work environment, such as improved employee engagement, innovation, and overall business performance. The statistic underscores the potential need for industrial companies to prioritize diversity and inclusion efforts to create a more equitable and successful workplace culture.

71% of industrial companies in the US that have a defined diversity and inclusion strategy reported increased financial success.

The statistic stating that 71% of industrial companies in the US with a defined diversity and inclusion strategy reported increased financial success suggests a strong positive association between diversity initiatives and financial outcomes in this sector. This implies that companies that actively prioritize diversity and inclusivity may experience improved financial performance compared to their counterparts without such strategies. The findings highlight the potential benefits of fostering a diverse and inclusive workplace culture, which can lead to better decision-making, increased innovation, enhanced employee engagement, and a broader appeal to diverse customer bases, ultimately contributing to overall business success in the industrial sector in the United States.

Among U.S. industrial workers, less than 2% identify as lesbian, gay, bisexual, or transgender.

This statistic indicates that a very small proportion, specifically less than 2%, of industrial workers in the United States identify as lesbian, gay, bisexual, or transgender (LGBT). This suggests that the LGBT community is underrepresented within this particular occupational group. Understanding the demographic composition of various sectors, such as industrial work, is important for highlighting diversity and inclusion within the workforce. Identifying and addressing any potential disparities in representation for minority groups like the LGBT community can help inform workplace policies, support systems, and initiatives aimed at promoting equality and fostering an inclusive environment for all employees.

The salary gap between men and women in the industrial sector reached 19% in 2020.

The statistic stating that the salary gap between men and women in the industrial sector reached 19% in 2020 indicates a significant disparity in earnings based on gender within this specific sector. The 19% gap implies that, on average, women in industrial jobs earned 19% less than their male counterparts during the year. This wage gap can be attributed to various factors such as occupational segregation, discrimination, and differences in work experience or education levels. Addressing and reducing this disparity is crucial for promoting gender equality in the workplace and ensuring fair compensation for all individuals regardless of their gender.

In 2019, 97% of industrial businesses in Australia had no executives with disability.

The statistic indicates that in 2019, 97% of industrial businesses in Australia did not have any executives with disabilities, meaning that individuals with disabilities were significantly underrepresented in leadership roles within the industrial sector. This statistic highlights a lack of diversity and inclusion within these businesses, potentially leading to a limited range of perspectives and experiences at the executive level. It suggests a need for greater efforts to break down barriers and create more inclusive environments that provide equal opportunities for individuals with disabilities to participate and advance in leadership positions within industrial organizations.

Only 16% of industrial businesses globally have a gender diversity target for their top leadership team.

This statistic indicates that a small proportion, specifically 16% of industrial businesses worldwide, have set a specific goal or target to achieve gender diversity within their senior leadership team. This suggests that there is a lack of focus or priority on promoting gender diversity at the top levels of industrial organizations. Without clear targets and initiatives in place to address gender diversity, these businesses may be missing out on the benefits that come with diverse leadership, such as improved decision-making, innovation, and overall organizational performance. It highlights the need for more concerted efforts towards achieving gender balance in leadership positions within the industrial sector.

In 2020, 44% of industrial businesses in the UK had no minority ethnic individuals at the executive level.

The statistic indicates that in 2020, a significant proportion of industrial businesses in the UK did not have any minority ethnic individuals represented at the executive level, with 44% of such businesses falling into this category. This suggests a lack of diversity and inclusion within the executive ranks of these industrial companies, which may have implications for decision-making processes, perspectives, and overall corporate culture. The absence of minority ethnic individuals at the executive level could point to underlying systemic issues related to diversity and equal opportunities within these organizations, highlighting the need for proactive strategies and initiatives to address such disparities and promote a more inclusive workforce at all levels of leadership.

In the US industrial industry, around 66% of employees are men and 34% are women.

The statistic presented indicates the gender distribution within the industrial industry in the United States, with approximately 66% of employees being men and 34% being women. This data suggests a significant imbalance in gender representation, with a clear majority of the workforce being male. The gender disparity in this sector may reflect historical patterns of employment, occupational segregation, or other systemic factors influencing the composition of the industrial industry. Understanding and addressing such disparities is crucial for promoting gender equality, diversity, and inclusion within the workforce.

Among young professionals (ages 20-35) in the industrial sector, only 33% believe that their companies value diversity.

The statistic indicates that among young professionals in the industrial sector aged between 20 to 35 years old, only one-third, or 33%, believe that their companies prioritize and value diversity. This suggests that there may be a perception of inadequate support for diversity and inclusivity within these organizations among this specific demographic. The low percentage highlights a potential area for improvement in fostering a more inclusive and diverse work environment, which is essential for fostering innovation, creativity, and employee satisfaction among young professionals in the industrial sector. Addressing these concerns and taking steps to promote diversity and inclusion could lead to better employee engagement and retention within these companies.

Roughly 21% of industrial companies in the US have a dedicated diversity and inclusion team.

The statistic indicates that approximately 21% of industrial companies in the United States have established a dedicated diversity and inclusion team within their organization. This suggests that a significant portion of industrial companies in the country recognize the importance of promoting diversity and inclusion within their workforce. Having a dedicated team focused on diversity and inclusion initiatives can help drive positive change, foster a more inclusive work environment, and enhance overall organizational performance. However, the fact that only about a fifth of companies have such a team also highlights that there is room for improvement in this aspect of organizational culture across the industrial sector in the US.

76% of industrial companies in the US do not track diversity metrics consistently.

The statistic that 76% of industrial companies in the US do not track diversity metrics consistently indicates a significant lack of regular monitoring and evaluation of diversity-related data within these organizations. This suggests that the majority of industrial companies are not actively measuring and analyzing factors such as representation of diverse groups, equitable opportunities, or inclusion efforts within their workforce. Without consistent tracking of diversity metrics, these companies may struggle to identify disparities, set goals for improvement, or measure the effectiveness of diversity and inclusion initiatives. This statistic highlights a potential gap in diversity management practices within the industrial sector in the US, emphasizing the need for greater attention to monitoring and reporting on diversity metrics to drive progress towards more inclusive workplaces.

Only 19% of US industrial companies have a comprehensive strategy that includes gender identity and sexual orientation.

The statistic indicates that a relatively small proportion, specifically 19%, of industrial companies in the US have developed comprehensive strategies that explicitly address issues related to gender identity and sexual orientation within their organizational framework. This suggests that the majority of industrial companies may not have specific policies or initiatives in place to support diversity and inclusion in terms of gender and sexual orientation. The statistic highlights a potential gap in addressing LGBTQ+ issues within the industrial sector, indicating a need for more attention and effort towards promoting diversity and inclusivity in the workplace. By implementing comprehensive strategies that encompass gender identity and sexual orientation, industrial companies have the opportunity to create a more inclusive and supportive environment for all employees.

In the UK industrial sector around 63% of senior leaders come from privileged socioeconomic backgrounds.

The statistic suggests that in the UK industrial sector, a significant majority of senior leaders, approximately 63%, have origins in privileged socioeconomic backgrounds. This indicates a notable imbalance in the representation of individuals from different social classes within leadership positions, pointing towards potential disparities in opportunities for career advancement. Such a concentration of leaders from privileged backgrounds may raise concerns about diversity, equity, and inclusion in the industrial sector, as it highlights the potential lack of social mobility and barriers faced by individuals from less privileged backgrounds in reaching top leadership roles within the industry. This statistic underscores the importance of addressing systemic inequalities and promoting policies that support equal access to leadership positions regardless of socioeconomic background.

References

0. – https://www.www2.deloitte.com

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3. – https://www.www.forbes.com

4. – https://www.www.ilo.org

5. – https://www.www.pwc.com

6. – https://www.www.deloitte.com

7. – https://www.www.dol.gov

8. – https://www.www.and.org.au

9. – https://www.www.personneltoday.com

10. – https://www.www.pwc.co.uk

11. – https://www.www.cbi.org.uk

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13. – https://www.www.datapine.com

14. – https://www.www.joshbersin.com

How we write our statistic reports:

We have not conducted any studies ourselves. Our article provides a summary of all the statistics and studies available at the time of writing. We are solely presenting a summary, not expressing our own opinion. We have collected all statistics within our internal database. In some cases, we use Artificial Intelligence for formulating the statistics. The articles are updated regularly.

See our Editorial Process.

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