Calvin Klein’s Post

Fashion is fleeting; exploiting is forever. Tommy Hilfiger is an American fashion designer and founder of a publicly trade clothing brand company. The data shows 76.3% of Tommy Hilfiger $4.7B company value comes from exploiting Black creativity, likeness and influence for commercial use, since 1990. [Source: Kellogg Brand Value Report 2023] It’s not OK to exploit Black Creators without investing in Black communities proportionate to your gross extraction level. We call forward Tommy Hilfiger executive leadership Martijn Hagman CEO and Virginia Ritchie CMO to change the way you participate with Black Culture. See Ethical Trade guide https://lnkd.in/ecAsMDcz #StoptheSteal #CultureMakesProfits   #EthicalTradeMatters  #GetBlackStamp Note: CALL FORWARD is an invitation to fix unacceptable behavior causing harm with a sustainable solution benefiting people, planet & profits.

I am a strong believer in the power of diverse teams and the varying views of the same issue they bring through their experience lens. Having successfully built a diverse team before, there is one thing I know I—-building and maintaining diverse teams take a conscious and continuing effort. Like any strategy or initiative it’s takes planning, strong focus on implemetation and critical measures of success. In other words, it’s hard work. Not because qualified diversee candidates are hard to find, rather the issue is while you may want to build a diverse team, it may not be the focus of your employer, resistance overt or subtle may exist in your teams and qualified candidates may not be willing to take a risk on your employer no matter how much they like you. Over the last few years DEI officers and DEI policies appeared to be the tool we needed to bring real progress within reach. Unfortunately, in many cases, the mere existence of DEI policies, offices and officers has become the measure of success rather than the work these were intended to do. Rather than real work and progress, DEI has become, in many companies, a check the box effort—DEI Policy…Check, DEI Officer…Check—but measurable progress? Little to none, or in the case of Adidas, the featured company in this repost, negative progress.

Ahh hmm 🧐 Asking a model to shave their head because of the absence of knowledge is uncool unless it’s the look the designer is after…? Models get paid. I know for a fact that #mfw and #aafw put a lot of consideration into inclusion and diversity. I also know that specialist hair stylists have been brought in address this issue in both these major events. I work in adaptive fashion (fashion for disability) and many of the issues facing one minority group, also face another. Remember that targets are needed for improvement but sometimes supply is difficult to find (front and back of house). Calm the farm and don’t call out an incident (from 2019!) when the industry is definitely trying to address these issues - it takes time. It’s happening. Jump in and help with ideas and contacts, dont just make noise. It’s very easy to comment from the side-lines. Yes I’m white, yes I don’t have a physical disability, yes I’m heterosexual- my business depends on meaningful #diversityandinclusion progressing. We invest real $$$ and time into it. I want to see it change too and it’s happening. Don’t be a keyboard warrior unlessyou know the facts. #getthefacts #inclusion #diversity #fashion Natalie Xenita #melbfashionweek

As this month comes to an end, we want to encourage you to continue to celebrate Black History 🖤 because there's so much hidden history behind the stories we don't know. Since we missed our post last week, we decided to double up today! Both of our influences come from a fashion industry background in one form or another and both influenced Ayana's journey into fashion. From flipping through Ebony Magazine as little girl, Ayana fell in love with the fashion editorial spreads and clothing designs the models were wearing. Not to mention, their hair and makeup as well. Once her grandad gave her a new issue that came out, she would flip immediately to the fashion section. That's where she first saw Alek Wek, as well as a host of other super models. 90s super model and the first African woman to grace the cover of Elle. Wek was often seen in those pages and it sparked something in our designer. Being that it was Ebony Magazine's publication that sparked so much love for fashion, we could leave out one of it's owners, Mrs. Eunice W. Johnson. She not only was an executive for the company, but also founded Ebony Fashion Fair and Fashion Fair Cosmetics. Both focused on highlighting Black models and designers, as well as creating a makeup line to use for the various skin tones of her models. So with one more day left in thos month, we had to highlight the influential people that made a difference and inspired our team. **Photos other than cover, courtesy of Google #blackhistorymonth #influencers #changemakers #blackhostory #aspirations #amalinecollections #ebonymagazine #blackpublication

If you read one thing today, please make it this raw and insightful opinion piece. It’s from Nyaluak Leth one of the initial 13 models boycotting Melbourne Fashion Week to put the broader fashion and advertising industry on notice. There are now dozens more who opted out MFW for the same reasons including Modest Fashion Runways. “What happens to us does not happen to white models. It’s impossible to imagine a white model being asked to shave her head because a hair stylist doesn’t know how to style their hair. The fact that this occurred shows that in the mind of many within the Australian fashion industry, white is still the default. The reality is that many designers draw inspiration from the creative contributions of Black and other diverse cultures. But outside their Fashion Week catwalks, there is little diversity to be found within the offices, staff, look books or campaigns. There needs to be genuine efforts from the outside and in to improve this. Employ Black models and pay them equally, yes, but also employ Black creative directors, stylists, photographers, campaign managers, hair and makeup artists. It’s time for the industry to turn the lens on itself. If you saw what we see, you would boycott too. Racism is far from glamorous.” The Sydney Morning Herald Australian Fashion Council (AFC) City of Melbourne Australian Fashion Labels (part of IFG) Fashion Journal Mumbrella Adweek Ragtrader Modest Fashion Runways bandt #fashion #modelling #equity #racism #inclusion #tokenism #mfw #fashion

In September 2017, with the backing of LVMH, Rihanna, the singer, created a brand centred on the needs of black women and launched Fenty Beauty.    A product offered in 50 shades and designed for all skin tones, this marketing campaign was as diverse as they come.   They changed the state of play in the beauty industry because Black women were long an afterthought for many major cosmetics companies. Fenty Beauty didn't just address this; it blew the market wide open.   The darkest shades of Fenty Beauty foundations sold out first. And every savvy brand now recognises the importance of having an inclusivity strategy, as without one, they’ll be left behind.    The brand reportedly made $100m in just over a month. Time magazine named it one of the 25 Inventions of the Year, and Fenty Beauty's valuation was $3 billion after just 15 months.    Rihanna has since introduced Savage X Fenty, a lingerie line celebrating body positivity, quickly valued at $1 billion. At least 50% of her revenue come from these partnerships.   They proved to the industry that women of colour have huge spending power and that black can, and does, sell.    In a recent McKinsey report, wooing the Black consumer is a $300 billion opportunity beckoning companies worldwide and if they do, they could earn tremendous profits.   That said, companies must ensure they have the people, policies, and technology to understand an overlooked market. This is why a diverse employee base is crucial.   What I liked about the Fenty beauty strategy was the inclusivity, and it highlighted the value of a symbiotic partnership where they understood the market and where the opportunities lie. As the African proverb tells us, “If you want to go fast, go alone. If you want to go far, go together. #businessofvalue ************************************* Morton Patterson empowers business owners and their teams to recognise, quantify, and communicate the value of their services without focusing on price.

Just a Fashion Minute • Diversity in Fashion We have been all too aware that Fashion and Luxury has a big problem with Diversity and Inclusion (or many of us have), but it seems that in the past two years that DEI appears to be moving backwards, with many companies, large and small reducing the effort and expenditure on DEI or winding up newly created departments altogether. DEI has been thrown into the charity or HR mix and never considered from a commercial perspective. Big business felt obligated or even shamed into admitting there is a problem and was quick to look like they were taking affirmative action - this has been short-lived. As a recent guest on my podcast suggested that post George Floyd and the Black Lives Matter movement, "it's as if the establishment has said "OK Black and other POC, you've had your moment, and now it's time to move on" - which does seem to sum it up. Many of these mega-corporations, namely fashion have in no uncertain terms has exploited the Black culture through sport, music, media, style, and on the list goes but Diversity has once again been relegated to the bench! Is it just a fluke that Virgil Abloh put Louis Vuitton onto a global stage? What do we have to do to get fashion to sit up and take notice, and realise that it makes commercial sense to have a diverse organisation structure in today's society. David M Watts • Just a Fashion Minute

🌟 Spotlight on Telfar Clemens for Black History Month 🌟 As we celebrate Black History Month, it's crucial to highlight individuals who are not only excelling in their fields but are also paving the way for a more inclusive and equitable future. One such trailblazer is Telfar Clemens, the founder and creative force behind the fashion brand Telfar. Under the guiding principle of "It's not for you — it's for everyone," Telfar has become synonymous with inclusivity and accessibility in the fashion industry. Clemens's vision extends beyond just creating gender-neutral and universally appealing designs; it's about challenging and reshaping the narrative around luxury and who it's for. Telfar's approach to fashion is a powerful reminder of the impact that businesses can have when they commit to inclusivity at every level. From the brand's pricing strategy to its community-focused marketing, Telfar is setting a new standard for how companies can engage with their audiences and create spaces where everyone feels represented. As professionals, it's important for us to recognize and celebrate the achievements of those who are breaking barriers and making significant contributions to their industries. Telfar Clemens's work is a testament to the power of vision, resilience, and the importance of building a more inclusive world. Let's take inspiration from Telfar's success and consider how we, too, can contribute to creating more inclusive environments in our own fields. https://lnkd.in/gnz6vR4m #BlackHistoryMonth #Inclusivity #FashionIndustry #Leadership #TelfarClemens #OnlyHuman

In a 2022 study conducted by McKinsey on Black representation within the beauty industry, it was discovered that in the $60 billion US beauty industry, Black brands only capture 2.5%. At first glance that might sound like a large percentage. However Black shoppers are responsible for 11.1% of total spending. McKinsey shares, addressing that gap is a $2.6 Billion opportunity. But how should we do it? Well, one solution is to build our own. This is why we are building the first commercial beauty makerspace to help BIPOC brands access manufacturing solutions to help them make amazing products and capture more market share. Are you interested in joining us? #makerspace #washingtondc #beautyindustry #blackowned

𝘼 𝙬𝙝𝙞𝙩𝙚 𝙢𝙖𝙡𝙚 𝙨𝙝𝙤𝙥𝙥𝙚𝙧 𝙧𝙚𝙘𝙚𝙞𝙫𝙚𝙨 𝙖 𝙬𝙖𝙧𝙢 𝙬𝙚𝙡𝙘𝙤𝙢𝙚 𝙖𝙣𝙙 𝙖 𝙙𝙞𝙨𝙘𝙤𝙪𝙣𝙩, 𝙬𝙝𝙞𝙡𝙚 𝙖 𝙗𝙡𝙖𝙘𝙠 𝙢𝙖𝙡𝙚 𝙨𝙝𝙤𝙥𝙥𝙚𝙧 𝙞𝙨 𝙣𝙤𝙩 𝙜𝙧𝙚𝙚𝙩𝙚𝙙 𝙖𝙩 𝙩𝙝𝙚 𝙙𝙤𝙤𝙧. 𝙄𝙣𝙨𝙩𝙚𝙖𝙙, 𝙝𝙚 𝙞𝙨 𝙚𝙣𝙘𝙤𝙪𝙧𝙖𝙜𝙚𝙙 𝙩𝙤 𝙡𝙚𝙖𝙫𝙚 𝙛𝙤𝙧 𝙖 "𝙘𝙝𝙚𝙖𝙥𝙚𝙧" 𝙨𝙩𝙤𝙧𝙚 𝙖𝙣𝙙 𝙡𝙖𝙩𝙚𝙧 𝙦𝙪𝙚𝙨𝙩𝙞𝙤𝙣𝙚𝙙 𝙗𝙮 𝙖 𝙨𝙖𝙡𝙚𝙨𝙥𝙚𝙧𝙨𝙤𝙣 𝙖𝙗𝙤𝙪𝙩 𝙝𝙞𝙨 𝙧𝙚𝙘𝙚𝙞𝙥𝙩, 𝙙𝙚𝙨𝙥𝙞𝙩𝙚 𝙣𝙤𝙩 𝙢𝙖𝙠𝙞𝙣𝙜 𝙖𝙣𝙮 𝙥𝙪𝙧𝙘𝙝𝙖𝙨𝙚𝙨. This exact scenario is used for a training video made for retail employees as part of a new antibias push by dozens of retailers across the country. This is a stark reminder that systemic bias continues to impact individuals' experiences based on race. As an advocate for justice and equality, I applaud the efforts of retailers taking steps to address this issue. Read more about this important initiative in the article linked below. https://lnkd.in/ghEgXWXc . . . #Antibias #Inclusion #Equality #RacialProfiling