Retailers Are Bringing Women to the Decision Table—But Some Gaps Still Wobble
Spice‑Up Snapshot: Women Nearly at the Helm
Five years ago, women were a minority in retail boardrooms (32%). This year, the numbers have nudged closer to even, with 47% of leadership positions now held by ladies. That’s a solid leap, but the story isn’t all sunshine.
What Retail Chains Are Doing Right
- Future‑Ready Squads: Training programs that identify and groom the next wave of leaders.
- People‑First Policies: Dedicated Diversity & Inclusion heads, menopause support, and mentoring.
- Employee‑Led Momentum: Teams spearheading initiatives from the ground up.
Where the Gaps Remain
Progress for people with disabilities and those from lower socioeconomic backgrounds is sluggish. Even as retail’s overall workforce becomes more diverse, leadership from minority groups has dipped.
- Last year, 12% of boards had minority representation.
- This year, that dropped to 8%.
The “Feeling‑In” Factor
The Employee Inclusion Index reveals low belonging and inclusion scores, especially among:
- Those who chose “prefer not to say” for gender.
- Disabled employees.
- Black, African, or Caribbean staff.
Key Stats Rundown
- 90% of retailers have a coordinated D&I strategy (2024: 98%).
- 75% boast a senior leader from a lower socioeconomic background (2024: 70%).
- 58% can spot at least one LGBTQ+ senior leader (2024: 67%).
- 15% found a disabled senior leader (2024: 11%).
Challenges on the Horizon
Economic pressure and tweaking of social norms put a strain on progress, but many retailers are sticking to their guns. They’re determined to keep pushing toward a fair, productive workplace.
Why the CEO Matters
Results show CEO accountability and engagement is the secret sauce. Getting the whole team on board is crucial to turning diversity counts into real workplace feel‑good.
Background: The BRC’s D&I Charter
Since 2021, the British Retail Consortium (BRC) launched a D&I Charter. Nearly 90 retailers subscribed, pledging to focus on six pillars: CEO oversight, recruitment, progression, reporting, inclusivity, and responsibility. The charter encourages businesses to question bias, learn from each other, and embed D&I sincerely.
Word from the Top
Helen Dickinson, OBE, CEO of BRC
“Retailers should celebrate the strides made for women at the table. After all, more than half of shoppers are women, so their insights count.”
She warned, “Don’t get complacent. Diversity numbers won’t mean much if the everyday experience doesn’t shift. Every employee deserves a place where they feel truly part of the team.”
Elliott Goldstein, Managing Partner, MBS Group
“For five years, we’ve partnered with BRC to push D&I forward.”
He noted, “We’ve upgraded the gender mix, yet ethnic diversity at the top still lags. With today’s global backdrop, the only way forward is to keep pushing initiatives and create genuinely inclusive environments.”
Bottom line? Retail leaders have come a long way, but the journey to a fully inclusive, thriving workplace continues. Stick with the momentum, keep the numbers, and most importantly, keep the people alive in the story.
