Did you know that 37% of Black employees report having to supplement their income vs. 23% of white employees? Are you aware of 26% employees of colors vs. 1% white employees express that their race/ethnicity has had a negative impact on receiving raises and promotions in the past? Particularly Black (40%) and Asian (27%) of employees say that. 

Those are some of the conclusions of The State of Diversity, Equity & Inclusion in Fashion Report, built on a joint mission to advocate for measurable change, which CFDA and PVH began to collaborate on in 2018. The co-authored briefing serves as a foundation and framework for progress. The analysis draws on a McKinsey & Company survey of over 1,000 working industry professionals across 41 companies, 20 stakeholder interviews, and three focus groups with students and emerging designers. This research was conducted over the fall of 2020 after considerable development and planning. The CFDA and PVH identified six key areas of opportunity: awareness, access, promotion, advocacy, compensation and belonging.  Each of these areas is thoroughly explored and accompanied by data insights, personal narratives, and steps for intervention.

“The fashion industry, both in the U.S. and worldwide, has historically struggled with opportunities and pipelines for Black and Brown talent. We need to collectively address and change this. Our work is key to identify, connect, support, and nurture Black and Brown creatives and professionals in fashion,”  – says CaSandra Diggs, President of the CFDA.

MAIN CONCLUSIONS

• Almost 60% of respondents say that their companies have undertaken internal or external Diversity, Equity & Inclusion (DEI) actions, with four in five believing that the response is authentic. In addition, the majority of respondents (78%) believe that their companies value the differences that people bring to workplace.
  
  
• Employees of color only comprise 16% of C-suite roles and 15% of board seats, despite comprising 32% of entry-level positions. In contrast, white men comprise more than half (54%) of C-suite roles and the majority of board seats (72%), despite only comprising 26% of entry-level positions.
  
  
• 50% of employees of color report that a career in the fashion industry is not equally accessible to all qualified candidates, and almost one in four question the meritocracy of opportunities.
  
  
• Black employees report greater inaccessibility to the fashion industry (68%) vs. white employees (37%).
  
  
• LGBTQ+ employees report greater inaccessibility to the fashion industry (51% disagree) vs. heterosexual employees (41%).
  
  
• Black employees report feeling less prepared for their first job search (38% report that they were “not at all equipped”) vs. white employees (19%).

“Black is cool now, but what if in a few years racial equity is not at the top of [fashion company’s] concerns? Will they tell me that I can go now? I’m concerned about getting [into an entry-level fashion job], staying a few years, and then realizing that I’m very passionate about something I cannot do”, a Black student said.