The light industry has undergone rapid change. Just five years ago, it was enough to post a job, fill a shift, and move on. That approach no longer works. Today, warehouses, factories, and fulfillment centers face constant staffing shortages, struggling to retain workers faster than they lose them—all while trying to meet rising expectations from employees, customers, and regulators.
The workforce itself has evolved, too. It is younger, older, more diverse, and more vocal. Workers now expect fair pay, flexibility, and a sense of belonging—they don’t want to feel like they are just filling a gap. That is where DEI (Diversity, Equity, and Inclusion) comes in. While these principles are not new, in 2025 they are no longer optional—they are essential to attracting, developing, and retaining top talent.
In this article, we will explore what is shifting in the light industry and how the companies that prioritize DEI are gaining a competitive edge, while those who don’t risk falling behind.
How do you maintain operations when your workforce is drastically different from five years ago? People, not catchphrases, are the starting point for more and more businesses. That is the function of DEI.
What is DEI and How Does it Help?
DEI stands for Diversity, Equity, and Inclusion. Here is the quick version:
- Diversity means having people from different backgrounds and experiences working together.
- Equity means recognizing that people don’t all start at the same place and making fair adjustments so everyone has a real chance to succeed.
- Inclusion means making sure that individuals feel valued and included on the floor, in meetings, and across teams.
In the light industry, this matters more than ever. Staffing shortages, high turnover, and shifts in employee expectations have pushed companies to think differently. DEI isn’t a feel-good bonus; it’s tied to hiring, training, productivity, and retention.
What is Actually Changing?
This is where theory meets reality. Companies are starting to apply DEI in ways that affect hiring, pay, training, and retention. Here is what is happening on the ground:
1. Hiring Based on Skills, Not Paperwork
A lot of people who can do the work never even get in the door. This is because they don’t have the right resume, diploma, or connections. So, more companies are scrapping those filters and hiring based on what someone can do. Practical tests, trial shifts, and internal training programs are replacing job ads that ask for five years of experience to sweep the warehouse floor.
This also opens the door for immigrants, older workers, and people switching careers. It is successfully filling roles with people who are ready to work.
2. Accessibility Means Productivity
Accessibility includes ramps and screen readers, but it also means better signage, quieter spaces, and flexible shifts. People with disabilities, neurodivergent workers, and anyone else who has been pushed to the sidelines can do excellent work when the environment supports them.
More and more companies are taking this seriously because provinces like Ontario have clear standards to follow. In the U.S., lawsuits are expensive, so many companies are moving from “we will fix it if someone complains” to “let’s fix it before someone has to”.
3. Pay Transparency is Gaining Ground
In parts of Canada, for example, companies are now legally required to report wage gaps. And it is spreading. U.S. states are passing similar rules. This kind of reporting makes a lot of executives uncomfortable. This is a good thing because you can’t manage what you don’t measure, and for a long time, pay has been managed in the dark.
Once the data is out, HR departments must deal with it. Some are adjusting pay bands, others are using audits to find out who is being underpaid and why. Not everyone is thrilled, but people are paying attention, and that changes behavior.
4. Age Gaps and Clashing Expectations
In a lot of light industry jobs, you have got Baby Boomers, Millennials, and Gen Z working the same shifts. That can go sideways fast since elder workers want things done a certain way, but younger workers are looking for meaning and flexibility. If the workplace doesn’t adapt, people leave, or worse, stay and hate it.
Companies that get it are running low-effort training programs to improve communication between generations. Managers are learning to listen instead of lecture, resulting in teams that are stronger for it.
5. DEI Dashboards and Real Numbers
Most companies say they care about DEI, but unless they can pull up numbers on hiring, promotions, complaints, and attrition (a gradual loss of employees over time), they are just guessing. That is why more firms are using dashboards to track what is working and what is not. These aren’t perfect, but they beat relying on gut feelings.
AI is helping here, too, because some U.S. and Canadian companies are using machine learning to spot patterns they didn’t know existed. These patterns include who gets promoted the fastest, who quits the most, and other similar things. Once they see the problem, they can decide what to do. Without the data, they would keep stumbling around in the dark.
Three Examples That Don’t Sound Like PR
If you talk about DEI, that is one thing. Putting it to use in ways that make processes better is quite another. This is what it looks like when companies do things right in the real world:
1. Sodexo: Improving Gender Balance and Inclusion
Sodexo, a global leader in quality-of-life services, has made significant strides in promoting diversity and inclusion within its workforce. The company has found that achieving an optimal gender balance leads to increased employee engagement, higher gross profit, and a stronger brand image. Additionally, Sodexo supports LGBTQ+ employees through various networks, advocating for community involvement, education, and awareness.
2. Johnson and Johnson: Empowering Diverse Leadership
Johnson and Johnson has implemented comprehensive DEI initiatives aimed at fostering an inclusive environment. The company has established Employee Resource Groups (ERGs) to connect and engage employees, promoting their development and driving an inclusive culture. By 2025, Johnson and Johnson aim to have 50% women in management globally and 35% racial diversity in management positions in the U.S.
3. Accenture: Committing to a Diverse Workforce
Accenture has demonstrated a strong commitment to diversity and inclusion, recognizing it as essential to business growth and innovation. The company has been recognized for its inclusive culture and has set goals to achieve a gender-balanced workforce, with women currently representing 47% of employees. Accenture also actively supports the LGBTQ+ community and is increasing accessibility with global centers to support disabled talent.
These examples illustrate how companies in the light industry sector are implementing DEI initiatives to create more inclusive workplaces, leading to improved employee satisfaction, retention, and overall business performance.
Why it is Sticking This Time
This isn’t the first time DEI has made headlines. But in 2025, it is hitting closer to operations. Companies are feeling the pressure through hiring challenges, high turnover, and growing expectations from both workers and customers. Here is why more of them are finally acting:
- Light industry employers are struggling to fill positions, and it is not a short-term issue. Paying attention to DEI trends allows companies to reach candidates they might have previously overlooked.
- Replacing a skilled worker can cost anywhere from $10,000 to $40,000 in the U.S., with similar figures in Canada. Companies are applying trends in DEI to lower these costs by improving the day-to-day experience of their teams.
- Job seekers do their homework. If a company is known for being unfair or disrespectful, word gets around fast, and that reputation shows up in lower application rates. Paying attention to DEI trends helps prevent that from happening.
- Larger buyers, including public agencies, often expect to see an active DEI strategy before committing to long-term contracts. That expectation is pushing companies to take DEI trends more seriously.
This isn’t a feel-good poster in the breakroom. DEI trends are showing up in RFPs, investor meetings, and staffing plans, and the companies taking it seriously are the ones staying competitive.
Conclusion
DEI trends are shaping how light industry across the U.S. and Canada deals with labor shortages, workplace culture, and long-term stability. Companies that take these trends in DEI seriously are seeing real returns.
ROI Staffing works closely with clients across the light industry to help them attract, retain, and support a stronger workforce. Get in touch to learn how the right hires can move your business forward.
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