Building a Diverse and Skilled Workforce in Consumer Goods

Avomind
13 hours ago
5 min read

The Consumer Packaged Goods (CPG) industry sits at the intersection of innovation, speed, and scale—serving billions of consumers with products that impact daily life. But behind every successful product lies a workforce that must be equally dynamic, resilient, and forward-thinking. As the industry contends with ongoing challenges such as talent shortages, seasonal demand shifts, and rapidly changing consumer expectations, the importance of building both a skilled and diverse workforce has never been greater.

Companies that thrive are those that not only attract top talent but also reflect the diverse communities they serve—unlocking innovation, improving customer connection, and strengthening employee loyalty in the process.

Navigating Workforce Challenges in the Evolving CPG Landscape

The Consumer Packaged Goods (CPG) industry is under immense pressure to adapt to shifting market dynamics while maintaining operational efficiency. From the seasonal nature of staffing to the persistent challenge of attracting and retaining skilled talent, CPG businesses require agile workforce strategies that can respond to evolving consumer behavior and rapidly changing retail environments. Seasonal peaks, for instance, necessitate flexible staffing solutions that not only maintain production continuity but also reduce hiring costs. Specialized recruitment approaches tailored to the unique pace and rhythm of the industry are now indispensable.

Moreover, employee burnout—particularly among women and underrepresented groups—has become a critical concern. The post-pandemic workplace reality has exposed vulnerabilities in employee engagement strategies, with nearly three times as many retail and consumer-goods employees contemplating leaving their roles due to stress and burnout. Forward-thinking companies must rethink how they structure learning and development (L&D), prioritizing digital transformation, on-demand training, and continuous leadership development. Investing in workforce resilience means fostering a culture where both personal well-being and professional growth are aligned with business goals.

Diversity and Inclusion: More Than a Moral Imperative

Diversity and Inclusion (D&I) is no longer a standalone HR initiative—it's a core driver of commercial success. In the CPG sector, where companies serve a global, multifaceted consumer base, a diverse workforce is essential for creating products and services that resonate authentically. As Marques E. Zak of PepsiCo emphasized, "diversity is one of those must-haves to really be able to compete more effectively in the global environment." Companies that reflect the demographics of their customer base are better positioned to deliver personalized, inclusive experiences that build brand loyalty.

Beyond mirroring consumer demographics, diverse teams fuel innovation and improve business outcomes. Research consistently shows that inclusive teams outperform their peers, bringing in a broader range of ideas and perspectives that challenge assumptions and drive smarter decision-making. Diverse teams unlock product innovation by developing solutions that cater to underrepresented market segments. Just as important is the internal culture that supports this innovation: companies that actively cultivate a sense of belonging see higher employee engagement, improved retention, and stronger performance metrics.

Measuring Progress and Confronting D&I Gaps

While many CPG companies have made significant strides in formalizing D&I strategies, the journey toward true equity is far from complete. Gender diversity has seen meaningful progress, with some businesses approaching leadership representation targets. However, the "broken rung" at the first step to management remains a stubborn obstacle—only 86 women are promoted for every 100 men, limiting the pipeline of future female leaders.

Ethnic diversity and disability inclusion represent even more pronounced gaps. Despite growing awareness, these areas are still underdeveloped in many organizations. Systemic barriers—whether in recruitment, advancement, or workplace culture—continue to hinder progress. Addressing these challenges requires an intentional shift toward an inclusion-first approach: companies must not only attract diverse talent but also ensure they feel valued, supported, and empowered once they’re in the door. A holistic D&I strategy integrates inclusion at every touchpoint—from hiring and onboarding to leadership development and everyday team dynamics.

Best Practices for Building a Diverse and Skilled CPG Workforce

To build a truly resilient and inclusive workforce, CPG companies should implement the following proven strategies:

Leadership Commitment: D&I must be a top-down priority, with visible support from senior executives and dedicated D&I leaders.

Flexible Work Arrangements: Offer remote options, flexible scheduling, and paid parental leave to accommodate diverse employee needs and lifestyles.

Employee Resource Groups (ERGs): Support affinity groups that promote belonging and provide forums for underrepresented voices.

Mentorship and Sponsorship: Establish programs that help diverse talent navigate career paths, build networks, and access leadership roles.

Reverse Mentoring: Allow senior leaders to learn from junior employees from marginalized backgrounds to foster understanding and cultural change.

Bias Training: Implement regular unconscious bias training and fair evaluation processes to promote equity in performance reviews and promotions.

Data Collection: Use data to identify representation gaps, track progress, and inform decision-making across the talent lifecycle.

Diverse Recruitment Pipelines: Leverage blind CVs, collaborate with diversity organizations, and expand outreach to underrepresented groups.

Inclusive Supply Chains: Extend D&I values beyond the organization by working with diverse suppliers and vendors.

Empowering the Workforce Through Learning and Development

In the rapidly evolving CPG landscape, upskilling and reskilling are no longer optional—they are mission-critical. Companies that operate in an environment of constant innovation and shifting consumer preferences must ensure their workforce is equipped to adapt. Digital transformation has reshaped consumer habits, requiring employees not only to understand emerging technologies but also to develop soft skills like agility, collaboration, and critical thinking. Tailored Learning & Development (L&D) initiatives—whether through e-learning platforms, blended models, or on-the-job training—can close skill gaps, foster employee engagement, and directly contribute to productivity and innovation. From compliance and product knowledge to leadership development, L&D must align with both immediate business goals and long-term talent pipelines.

A forward-thinking L&D strategy also serves as a powerful tool for employee retention. Workers—especially millennials and Gen Z—prioritize opportunities for growth and development when choosing and remaining with employers. In the context of seasonal hiring and high turnover risks typical in CPG, offering flexible and scalable training options can improve onboarding speed and quality, strengthen team cohesion, and help new employees quickly become high-performing contributors. Moreover, integrating inclusive learning content—addressing bias, cultural awareness, and accessibility—can reinforce a company's commitment to D&I while supporting employees from all backgrounds.

Leveraging Technology and Data for Smarter Workforce and D&I Decisions

Data and digital tools are pivotal in driving smarter decisions around talent acquisition, workforce planning, and diversity strategy in the CPG sector. Companies that adopt data-informed recruitment practices can optimize hiring speed, quality, and diversity outcomes. Tools such as applicant tracking systems with blind recruitment functionality, AI-powered job matching, and performance analytics allow organizations to reduce bias and tap into wider, more diverse talent pools. In a highly competitive hiring environment, especially in areas like supply chain, operations, and sales, this level of precision can be a decisive advantage.

Beyond hiring, workforce analytics also help companies monitor internal dynamics such as promotion rates, attrition patterns, and employee engagement by demographic group. This transparency is essential in identifying systemic gaps—such as the persistent “broken rung” that holds women and ethnic minorities back from progressing into leadership. Organizations can then deploy targeted interventions, from mentorship programs to inclusive leadership training, backed by measurable KPIs. Importantly, data must be paired with a culture of accountability—ensuring that inclusion isn't just tracked but also acted upon. Technology and analytics, when leveraged responsibly, offer the clarity and agility companies need to build truly diverse, high-performing teams in a constantly evolving industry.

Avomind’s Role in Transforming the CPG Talent Landscape

At Avomind, we understand that the CPG sector’s success hinges on its ability to build teams that are not only highly skilled but also reflect the diversity of the consumers they serve. Our tailored recruitment solutions help CPG companies address complex workforce challenges, from sourcing specialized seasonal talent to building inclusive leadership pipelines. With a global talent network and deep expertise in diversity hiring, we support our clients in developing resilient, future-ready teams.

Whether it's navigating digital transformation in L&D or embedding D&I into every stage of the talent journey, Avomind delivers solutions that align with the industry's most pressing imperatives. As CPG companies strive to grow responsibly and sustainably, we are here to help them hire not just for today’s demands—but for tomorrow’s possibilities.