The “2025 BRAVO Women in Procurement & Supply Chain Report: The Illusion of Inclusion,” released by Procurious, shows signs of advancement as it relates to women in procurement, but bias remains deeply rooted. And while representation is improving, mobility is still limited, and diversity, equity, and inclusion (DEI) commitments have rolled back.
“We’re seeing forward momentum, but too slowly. Until equity strategies and supplier diversity policies become table stakes rather than nice-to-haves, we’ll continue to miss out on all the value that a diverse workplace delivers,” says Tania Seary, founder of Procurious. “These gaps don’t exist in isolation – they reinforce one another. When women lack mentors, they lose advocates. Without development opportunities, they miss out on promotions. And without visibility, pay equity continues to lag. It’s a cycle that holds women back – and it’s one we have the power to break.”
Key takeaways:
· More than half of women in procurement (52%) say their organization embraces gender equity. But 66% still report experiencing some form of gender-based adversity at work this year. Many are being overlooked, struggling to be heard, or watching their ideas get credited to male colleagues. Nearly one-third (29%) say they’re being paid less than their male counterparts.
· Only 30% of women say their company’s efforts to address gender bias are making a meaningful difference. That’s an improvement from 17% in 2022, but still far from enough.
· 28% of respondents say their leadership team is at least half female. But another 27% say women make up less than 10% of their leadership team, and many feel stuck mid-career.
· The No. 1 reason women leave procurement? Lack of advancement opportunities (31%), followed by caregiving demands, burnout, and rigid organizational structures.
· Formal strategies to support women have risen from 14% in 2022 to 21% in 2025. Supplier diversity policies have also gained traction, now in place at nearly a quarter (20%) of organizations. But gaps remain; 42% still lack any gender equity strategy and 53% have no supplier diversity policies in place to support women-owned suppliers.
· Over half (51%) say they manage the majority of domestic work at home, and a third (34%) are the primary caregiver in their household.
· More than half (52%) expect increased stress and work-life conflict, and nearly one in four (23%) fear they’ll have to leave their job or the workforce entirely.
· At the same time, the rollback of DEI programs is adding pressure. Women anticipate fewer leadership opportunities (27%), increased workplace bias and discrimination (23%), and fewer leadership and development programs (15%). These shifts will only make it harder for companies to retain their most capable, high-performing talent.
· When asked what would help them succeed, women pointed to leadership development (71%), mentorship (51%), and closing the gender pay gap (36%).
