Girls made up lower than a 3rd (32%) of boards 5 years in the past, which has risen to 47% this 12 months, discovered analysis by the British Retail Consortium (BRC) and The MBS Group.
In line with the “Monitoring progress on range and inclusion in retail” report, retailer efforts embody appointing heads of range and inclusion (D&I), introducing help for workers going by means of menopause, providing mentoring alternatives, and backing employee-driven initiatives.
Drapers’ annual analysis exhibits that the illustration of girls on the boards of UK listed trend corporations has risen to 38% in 2025, from 28% in 2020, however remained flat 12 months on 12 months.
Nevertheless, the BRC and MBS Group analysis additionally exhibits that illustration in management roles stays restricted for individuals with disabilities and people from decrease socio-economic backgrounds.
Though ethnic range throughout the broader retail workforce has improved, senior management roles have seen a decline in illustration from minority teams. Whereas 12% of retail boards included people from minority backgrounds final 12 months, that determine has dropped to only 8% this 12 months.
The findings additionally spotlight that many staff don’t but work in an inclusive office. The report’s Worker Inclusion Index reveals that total ranges of belonging and inclusion are comparatively low, significantly amongst those that most popular to not disclose their gender, people with disabilities, and staff figuring out as black, African, or Caribbean.
The report included a number of different key takeaways:
- 90% of outlets have a coordinated D&I technique in place (down from 98% in 2024)
- 75% of outlets have no less than one senior chief from a decrease socioeconomic background (up from 70% in 2024)
- 58% of companies may determine no less than one senior chief from the LGBTQ+ neighborhood (down from 67% in 2024)
- 15% of companies may determine no less than one disabled chief (up from 11% in 2024)
The report outlines that retailers should stay dedicated and proceed to construct on the progress they’ve made to date. The report underscores the very important position of CEO accountability and engagement, significantly their reference to staff throughout all ranges, in driving significant progress on inclusion.
Helen Dickinson OBE, CEO of the British Retail Consortium, mentioned: “Retailers ought to have fun the big efforts made to make sure extra girls have a seat on the govt desk. Greater than half of retail buyer bases are girls, so having their perspective is important to success. However, if this 12 months’s outcomes have proven us something, it’s that we can’t relaxation on our laurels as progress can rapidly fade.
“There’s little level in having extra various management if this doesn’t translate into the lived expertise of individuals inside a enterprise. All staff should really feel a way of belonging to be productive and energy a enterprise to a profitable future. The work on attaining true range and inclusion should not cease till we get the place the business must be.”
Elliott Goldstein, managing companion at The MBS Group, additionally commented : “Though we have now seen actual progress since our analysis started in 2021 – greater than half of all direct experiences into the manager committee in retail at present are girls – progress in shifting the dial on ethnic range in management has been much less encouraging.
“To make sure lasting change, retailers should proceed to place their heads above the parapet to drive ahead initiatives and decide to constructing work environments which are really inclusive – significantly with the backdrop of at present’s geopolitical surroundings.”
