Creating more diversity in the fashion and design industry

Diversity is becoming increasingly important in society, as many people are demanding greater visibility for minorities .

Major fashion brands like to tout diversity and present themselves as cosmopolitan and diverse. However, what they project to the outside world often doesn't reflect the reality within the company.

Lack of diversity in the design industry

Visibility is a key issue when it comes to diversity. By advertising their collections with models who are not only white, slim, and have unrestricted mobility, fashion companies are taking a first step.

However, the substance behind it is often lacking. As a result, people belonging to minority groups feel used and not truly seen. It's not enough to simply create a diverse image if the latest women's fashion is still designed by white, male designers and the marketing team is similarly lacking in diversity.

GNTM, Miss Germany, Victoria's Secret: How diverse is the fashion industry really?

Diversity is increasingly emphasized in today's fashion industry, whether in shows like Germany's Next Topmodel , Miss Germany , or Victoria's Secret . But how authentic and diverse are the companies behind these TV formats and fashion brands really?

Is diversity merely staged for the sake of quotas and profit, or is it truly lived and taken seriously?

To learn more about the phenomenon of diversity washing , Walerija spoke with sociologist and Miss Germany 2021 runner-up Katharina Wohlrab. How does Katharina assess the diversity at GNTM, Miss Germany, and Victoria's Secret?

Furthermore, Walerija had the opportunity to look behind the scenes of Heidi Klum's model competition with former GNTM participant Sara Ullmann.

We are eager to hear your opinions on the different formats: Is everything authentic, or is it more a case of diversity washing?

True diversity can only be achieved through inclusion

To create diversity in the fashion industry , members of minority groups must become part of the machine. This can only succeed if they are also given creative roles and allowed to make decisions. This would also benefit the fashion companies themselves, as they could demonstrate genuine diversity externally and would likely avoid so many gaffes. This might even prevent some of the more serious online backlash.

Another important approach is the recognition that diversity is about more than just skin color. People belonging to other minority groups also want to be seen and to be able to recognize themselves in the designs of the fashion industry. These include, for example:

• People with disabilities
• LGBTQIA+ people
• overweight people
• People with a migration background

Last but not least, women remain underrepresented in the fashion world, even though they are not a minority in relation to the general population. While many women aspire to a career in the fashion industry, they are in the minority in the executive suites of many companies. Furthermore, the designs of major fashion houses are often created by men, thus allowing them to retain creative control.

To promote greater diversity, fashion companies should not only offer plus-size women's clothing but also employ people with disabilities on their teams. People with disabilities should not only appear in fashion catalogs or as models in online shops, but should have actually been involved in the creation of the garment or its marketing.

This also applies to people from other minority groups. Generally, it makes sense to assemble the team in such a way that your target group is also represented.

Mentoring by a Diversity Manager

To implement the aforementioned solutions in practice, fashion companies can take various approaches. A diversity manager, for example, can help to assemble the most diverse team possible.

This is not just about hiring people from various minority groups, but also about strengthening their self-confidence and simultaneously creating a culture of open discussion. Only when members of underrepresented groups feel comfortable expressing their opinions or raising concerns at meetings, especially when they feel a boundary has been crossed, can fruitful collaboration develop.

Topics like cultural appropriation in fashion are often difficult for the dominant white majority society to grasp. The perspective of a person of color be eye-opening in these situations, as discriminatory actions are not always intentional.

Often, however, the necessary sensitivity is lacking.

Joachim Rodriguez y Romero

Owner and Managing Director of Kunstplaza. Journalist, editor, and passionate blogger in the field of art, design, and creativity since 2011. Successful completion of a degree in web design as part of a university study (2008). Further development of creativity techniques through courses in free drawing, expressive painting, and theatre/acting. Profound knowledge of the art market through years of journalistic research and numerous collaborations with actors/institutions from art and culture.

www. kunstplaza .de/