Breaking the Glass Ceiling in Luxury Fashion: Championing Diversity Beyond Words

In the world of luxury fashion and fine jewelry, where timeless beauty and exclusivity are paramount, there is another conversation that has often been muted — the need for genuine diversity and inclusion at all levels, especially within leadership roles. As a headhunter and career strategist specializing in luxury fashion, I've dedicated myself to advocating for minority professionals within this industry. But as a British-born professional of Asian descent, I can’t ignore the challenges that remain, even among minority-based executives.

The luxury fashion world, rooted in Italian and French heritage, has traditionally been associated with a select aesthetic, heritage, and identity. But while the faces behind the brands have diversified, the leaders at the helm often remain homogeneous. This imbalance is not only an ethical concern but a potential limitation in an industry increasingly driven by global perspectives and diverse consumer bases.

My Journey: Supporting Minority Professionals

Throughout my career, I’ve taken a deliberate approach in my outreach to support minority professionals — offering them the mentorship, guidance, and advocacy that is often absent. I’ve noticed that professionals from diverse backgrounds often lack the network and resources afforded to their counterparts. This lack of support isn't always due to overt bias but often stems from unconscious preferences that favor the familiar over the diverse. Conscious of my own journey, I strive to bridge this gap, giving minority professionals an extra level of support because I understand the unique challenges they face.

This leads me to ask: Are minority-based executives truly championing the level of diversity that is spoken about so often? If so, what initiatives are they leading to support those who come after them?

The Reality of Diversity Initiatives in Luxury Fashion

Statistics paint a sobering picture. Despite an increasing awareness of the importance of diversity, a large proportion of executive roles in luxury fashion are still held by individuals from the traditional, predominantly European demographic. According to recent studies, only a fraction of top executives in global luxury brands identify as ethnic minorities. This reality is at odds with the image many brands strive to portray and the values of inclusivity they promote to their customers.

Interestingly, my outreach to minority-based executives often reveals the same challenge: the response rates, engagement, and open dialogue I receive are no different than when I reach out to non-minority executives. This reluctance to champion diversity from within is surprising, and it raises a crucial question: Do minority executives feel obligated to mentor and support emerging professionals from similar backgrounds, or is there an unspoken understanding that one’s position is enough?

Do We Have a Responsibility?

In my role as a headhunter, a coach, and a tutor, I believe that our responsibility to foster diversity is more than a headline or a quota. It’s about creating real initiatives that support the career growth of minority professionals. This is not simply to meet a standard but to drive the innovation, resilience, and insight that come from diverse leadership. Each of us, especially those who have climbed the ranks as minorities, has a responsibility to support and uplift others.

Call to Action: What Can We Do?

This is not a task for a few — it’s a collective mission. I call upon my peers, and the leaders within luxury fashion to reflect on the following:

• Are we as an industry vocal about diversity but lacking action? What tangible steps can we take to ensure our commitment goes beyond words?
• To those in leadership roles: Are you actively engaging with, mentoring, and championing minority talent? Or is your position seen as the end of your responsibility?
• And to those who, like me, have been met with closed doors and limited response when approaching industry leaders — how can we create our networks and empower each other?

Conclusion: Building an Inclusive Legacy

Our industry holds a unique power to shape perceptions and inspire change. True diversity is more than a statement; it’s a value that can only flourish when we work together, intentionally opening doors and creating platforms for those who have long been on the periphery. Let’s foster an environment where diversity isn’t just seen but felt — within every boardroom, design studio, and strategic decision.

It’s time for luxury fashion to move beyond its traditional roots and build an inclusive legacy. Let’s not only talk about diversity; let’s embody it in every sense.

What do you think? Do we, as professionals and leaders in luxury fashion, have an obligation to advocate for diversity in our industry actively? And are minority executives doing enough to champion this cause?