What: LEAD Network and Shape Talent’s study identifies persistent barriers to women’s career progression in retail and CPG, despite recent gains in executive representation.

Why it is important: This issue underscores the need for systemic, measurable inclusion strategies to ensure lasting progress in retail leadership diversity.

The LEAD Network, in partnership with Shape Talent, has conducted a comprehensive study to uncover the root causes hindering women’s advancement in the retail and CPG sectors. While recent years have seen a notable increase in the number of women occupying senior executive roles, the research reveals that progress remains inconsistent across different functions and organisational levels. Persistent structural and cultural barriers continue to impede women’s career progression, highlighting a disconnect between headline diversity figures and the lived experience of female professionals. The study emphasises that genuine advancement requires more than just meeting numerical targets; it demands a fundamental shift toward systemic, measurable inclusion strategies. These findings are particularly relevant as the industry faces heightened scrutiny and evolving expectations around equity, flexibility, and leadership development. The report calls for a holistic approach that integrates diversity and inclusion into core business practices, ensuring that gains in representation translate into meaningful opportunities for women at every stage of their careers. 

IADS Notes: The study’s findings align closely with recent industry analyses. In October 2025, the Gender Diversity Scorecard reported that women held 39% of senior executive roles in European retail and CPG, though representation remains uneven. February 2026 saw a record number of new female leaders, yet only half of retailers met the 40% executive target. As legal and political pressures reshape DEI language, frameworks like FAIR are gaining traction, as noted in February and March 2026. BCG’s March 2026 report further highlights the urgent need for systematic upski

Built for all: Rethinking career advancement in retail & CPG