Voices and viewpoints of fashion students and emerging designers

| Interactive
Listen to diverse students and young professionals talk about their disappointments and aspirations—and see highlights from our research on diversity in the fashion industry.
Diversity in fashion: Voices from the industry
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Voices and viewpoints of fashion students and emerging designers
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CaSandra Diggs, CFDA president, on how diversity could transform fashion
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Lance LaVergne, PVH chief diversity officer, on removing barriers to access
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Taking action: What individuals, companies, and the industry can do
Listen to the voices of students and fashion designers
e”—Shanya Taylor, fashion studentforever.”Band-AidsandBand-AidsandBand-Aidshavingkeepwebecauseobstacles,theseallthroughgoandnavigatetohavecreativesBlackmoreandMoreworse.thingsmakesitBand-Aid,aapplyyoumoreTheBand-Aid.abeenjusthavethingsmanySonow.worldtheinmoralitythetoupcatchtopsychespeople’sforwaittohaveIlikefeeltopersonBlackaasmeforoverwhelmingIt’s“
.m.0Two in three Black employees report frequently being the ‘only’ in the room, resulting in increased pressure to perform.Black respondents’ feelings of being the ‘only’ of their race/ethnicity, % (n = 86)Under pressure to performActions reflect on people like youExpected to represent/speak on behalf of identityOn guardClosely watchedResults directional due to small sample size.3039555663
Making spaces inclusive
e”—Fashion studenton.”goingbeenthat’sthingsametheperpetuatingjustYou’rehelp.toanythingdoingreallynotyou’reracism,covertandovertandmicroaggressionstheseexperiencetogoingthey’rewherespacethisintothembringingthenandHispanicspeople,Asianpeople,Blackhiringyou’reifBecausesafe.betothemforhelp],[willcolorofpeopleforacceptableandinclusivemorespacesmakingtowardsWorking“
Internships / getting into the industry
e”—Naiima, fashion studenttoo.”itdocanIknowIBecauseencouraging.reallybeenhas20s,theirinjoy,theirinlivinganddonejobthegettingspace,thisinwomen,Blackwomen,seetoButthis.likelookalwayswon’titcareermyinlikelybecausestart,valuableveryabeenreallyhasexperienceThiswomen.BlackprimarilyisItbusiness.ownedBlack-aatisinternshipcurrentMy“
.k2Black employees are less likely to see hiring as based on fair and objective criteria.Respondents who disagree that hiring at their company is based on fair and objective criteria, % (n = 1,081)Black22White8
e”—Naiima, fashion studentapplication?”thisoutfillingtimemywastingevenIamWhynetworks.ofbunchahavetheybecauseorcompanytheatsomebodyknowtheybecausepeopletogojobstheseoflotaButthere.outpostingstheseallarethereinternships,allindustries,allFor“
.y%Almost a quarter of survey respondents observed biased behavior with some frequency, particularly around race/ethnicity and appearance.Frequency of observed biased behavior, % of respondents (n = 1,081)of respondents observed biased behavior with some frequency23%18Don’t know/N/A46Almost never14Seldom16Sometimes4Often3All the time
e”—Fashion studentopportunities.”thosethemgetswhatthat’sinternships,thosethemgetswhatisthatAndmentors.orprofessorstheirwithbondtoablearecounterpartsWhitemythatisoflotaseeIWhatindifferent.completelyarecounterpartsWhiteourAndcomments.microaggressivesomemakingalwaysThey’rehair.touchingThey’relife.theirinpersonBlackaseenneverthey’velikeactWhite,arewhoprofessors,theseandclassrooms,theseintogetYou“
“I’ve been on two interviews this past month. I’ve gotten feedback that I’m not energetic enough. There are certain keywords being used to replace “Oh, she’s too Black.” I know what I bring to the table, and I know what I’m capable of learning, even if I don’t know something. With the new diversity initiatives, there’s going to be new keywords: ‘Oh, she’s not energetic enough’ or ‘I don’t know if she has the right look.’”
–Naiima, fashion student
Employees of color are more likely to report being judged by different standards.
e”—Fashion studentindustry.”thisinworktowantactuallyIthataccepttolongsometookitwhyThat’scompany.thewithgrowactuallycouldIwherepositionainmeputtingofInsteadstay.tohour][ancentsmore30meoffertotryingemployee,goodaoflosstheovercryingis]store[theleave,IwhenthenAndperson.thisunderstudytostoreotherthistoovermovedgetwouldtheyOrinternship.anforcalleddedicatedlesswaywerewhocounterpartsWhitemyofmanysowatchedI’ve“
Finding and nurturing talent
Employees of color are less likely to receive sponsorship.
“Be more receptive to feedback and understanding about how people from different cultures and different socioeconomic backgrounds approach different situations. Speak to Black people and talk to Black clubs and reach out to professionals and professors so they know where [they can find us]. A lot of companies just assume that Black people who want to do this don’t exist.”
–Emerging designer
“There is talent. We know, because it’s the world we live in. We know Black designers and stylists. We can give you [the names of] 20 people right now.”
–Shanya Taylor, fashion student
s”—Emerging designerday.”everyexistweandday,everyliveweBecauseday.everyimportantbeshouldthatart—theirmakinglife,theirlivingcolorofpersonanyme,you,toopposedAsimportant.itisnow,’importantthat’sandstory,yourtolistentogoing‘We’resay,fashionofgodselderWhitethewhenonlyit’sbecausefrustrating,reallygetsIt“
s”—Elena Velez, emerging designerme.”forfactorbeneficialabeenhasandnarrativemytoaddingthat’stown—smallafromorHispanicbeingto,speakcanIthatbackgroundahavingButfact.abeshouldittrend,abeshouldn’tItnow.righttrendyveryit’sbutit,saytohateIAndimportant.veryisperspectiveofDiversity“
Black employees are more likely to question meritocracy of opportunities and whether their companies are doing what it takes to improve racial diversity, equity, and inclusion.
Diversity + disability
D”Carol Taylor, designer and founder, Carol Taylor Designs—collaborate.”toopportunitymorebeshouldTherecollaboration.aIt’sthat.arounddesignISobuttons.withgarmentslovesshebutbuttons,docan’tShedown.knucklethefromfingersherlostinfection,anthroughmodels,myofOneothers.’benefitoramputees,arewhopeoplebenefitcoulditway,thisitdoingofthoughthadtheyonlyif‘Gosh,think,andlabelsbigfromtimethealldesignsatlookI“it.’tocateringone’snobecausemarketnewaIt’smarket.theinsegmentnewwholea‘There’ssay,totryingWe’repie.theofsliceagettotryingnotwe’rethatisdisabilityaboutthingTheexhibit.tomelikelookedthatmannequinafindevencouldn’tIexhibition,firstmydidIWhendisability.withoutdiversitynoisThere“
s”—Emerging designerMatter.’”LivesDisabled‘Blackhave:Inow,linemyinhaveIT-shirtsmyofpartwhythat’sSoever.andforeverthingsofkindsthesewithdealingbeenhaveWenew.notisThisback.myontargetextraanhaveIlikefeelISodisabled.andBlackI’m“
Diversity in fashion: Voices from the industry
Hear directly from fashion students, emerging designers, and industry leaders about their experiences in the US fashion industry—and their ideas for creating more inclusive workplaces.
View the collection
Voices and viewpoints of fashion students and emerging designers
Voices and viewpoints of fashion students and emerging designers
CaSandra Diggs, CFDA president, on how diversity could transform fashion
CaSandra Diggs, CFDA president, on how diversity could transform fashion
Lance LaVergne, PVH chief diversity officer, on removing barriers to access
Lance LaVergne, PVH chief diversity officer, on removing barriers to access
Taking action: What individuals, companies, and the industry can do
Taking action: What individuals, companies, and the industry can do

These exhibits are from the State of Diversity, Equity & Inclusion in Fashion report, February 2021, The Council of Fashion Designers of America (CFDA) and PVH Corp.