ProdReady Finds 80.6% of Employers Say Nothing About Diversity on Careers Sites

ProdReady Recruitment’s review of 404,658 employers raises a practical question for commerce teams about what their careers pages explain to applicants.

ProdReady Recruitment reports that 80.6% of employers in its study say nothing about diversity or equal opportunities on their careers sites. For retailers, ecommerce businesses and agencies reviewing recruitment content, the finding offers a reason to examine what candidates can learn before applying.

What ProdReady Found Across 404,658 Employers

The company reviewed English-language careers pages belonging to employers worldwide, excluding job boards and recruitment agencies. Its summary reports three figures, based on data through October 29, 2026.

• 80.6% of employers say nothing about diversity or equal opportunities on their careers sites.
• 14.4% publish a formal statement, such as an equal-opportunities line.
• 0.2% mention including LGBT+ staff.

Each percentage represents a share of the 404,658 employers in the study. ProdReady says figures for every country it measured are available on request, although the summary supplied to Talk Commerce includes only the overall percentages.

What Careers-Page Language Can Establish

The findings describe the language on the English-language pages ProdReady reviewed, and that scope matters when interpreting the results. Careers-page wording alone cannot establish workforce diversity, employee experiences or hiring outcomes.

The supplied summary includes no country sample sizes, industry breakdown or explanation of how employers were selected. Those details would help readers assess coverage across markets, particularly where employers recruit in languages other than English. The overall percentages also provide no separate finding for retail or ecommerce businesses.

A Careers-Page Review for Commerce Teams

Commerce teams can use the findings as a prompt to review the path from their careers page to an application. Can a candidate find the employer’s equal-opportunity statement, understand the application process and identify a contact for recruitment questions?

HR and marketing can review that path together, checking that the published wording accurately describes the employer’s policies and points to a working contact. The person responsible for recruitment can confirm the copy against the company’s practices, including any specific commitments about inclusion.

James Costello, founder of ProdReady Recruitment, supplied the findings to Talk Commerce. ProdReady permits reuse under CC BY with attribution and a link to its research on diversity and equal opportunities on employer careers sites. The findings are ProdReady’s own, and Talk Commerce has not independently verified them.