CNK Daily’s Post

Almost four years after George Floyd’s murder sparked corporate America’s racial reckoning, diversity progress has stagnated — in footwear and the broader corporate world. And mentions of DEI have begun to fade from public conversation as well. In an analysis of earnings call transcripts from 2022, S&P Global Market Intelligence found that publicly traded companies are speaking less and less about diversity and inclusion. Since 2020, mentions of “diversity” and “inclusion” on S&P 500 earnings calls have been on a downward trend, with mentions for the 2023 fiscal year at the lowest level since 2012.

Lululemon's Struggle with Founder Chip Wilson's Exclusionary Views I've observed Lululemon's recent distancing from founder Chip Wilson's controversial comments as a significant moment in the discourse of corporate inclusivity. Wilson's critique of the brand's broad appeal, using disparaging terms for individuals, starkly contrasts with the principles of DEI. Recalling Wilson's not so long ago backlash for his comments on Lululemon's leggings not made all women, it's pretty clear that there's a consistent pattern of exclusionary viewpoints from this past leader. Such perspectives are not only outdated but detrimental to any brand in today's increasingly diverse and conscious consumer market. This shift is crucial for aligning with contemporary societal expectations and underscores the importance of DEI in shaping brand identity and consumer relationships in today's diverse market. https://lnkd.in/egiwEQKQ

Reflecting on the recent wave of women stepping down from big leadership roles, such as Helena Helmersson of H&M, Susan Wojcicki at YouTube & Sheryl Sandberg at Meta, it raises concerns about a much broader issue. The ascent of women into leadership positions, though progressing in recent years, still remains a rarity in many organisations. Referencing my earlier post on 'The Women Count 2023' report, the stark statistics reveal the persistent hurdles women face in leadership roles. 📝(Read the report here: https://lnkd.in/edhBe_5j) In light of these challenges, it's crucial to ask: "How can we better support women in leadership roles?" 🗣 Let's engage in meaningful conversations and take concrete actions to dismantle barriers, fostering an environment where female leaders can thrive and contribute their fullest potential. https://lnkd.in/eMMV2jXe #WomenLeadership #DiversityandInclusion #WomenInLeadership

Have you ever walked away from a role, because it didn’t feel like an inclusive space? According to the #UKFashionDEIReport, 39% of people haven’t pursued opportunities and have actively walked away from roles, when businesses appear to lack inclusivity as a key priority. Talent is a brands strongest asset - missing out on opportunities for growth by losing out on innovative voices before they join your business, contributes to performance challenges. Read the full report, created in collaboration with British Fashion Council , Fashion Minority Report and McKinsey & Company, below. https://lnkd.in/ewngVKDm

Did you know, Only 14% of the major global fashion brands are run by women. Seems ridiculous when you think about how women design 40% of all womenswear brands across the world. But the story is changing - female fashion founders are finding their voice and ground more every day with trends like sustainability, inclusivity, and body positivity. So, if you’re a female fashion founder creating your name in fashion leadership, this is how you should do it: 1/ Cultivate Resilience Women are resilient, there’s no doubt about that - but building resilience in business is all about adaptability, long-term thinking, and a supportive network. 2/ Identify Core Values Understand what drives you, motivates you, and makes you feel alive - now represent those values in your brand. 3/ Enable Authenticity Finding your core values and representing them through all that you do will help you unlock the authenticity in others. 4/ Embrace Diversity Celebrate different backgrounds, voices, complexions, perspectives, thoughts, religions, etc. Diversity will lead you to creativity and innovation. 5/ Question the Conventional Being a woman in fashion leadership is an excellent opportunity to break the barriers and not stick to the conventional rules - break the rules, create your own. Remember the essence of being a leader is to find your own leadership style, Understand what resonates with you, your team, and your customers. P.S. Want to know more about the fashion, textile, and apparel industries? Follow Renu Bhatia and press the ‘🔔’ for regular updates. #entrepreneur #fashionentrepreneur #ecommerce #flawsomeworld

Last week at Fortune’s Most Powerful Women Summit 2024, Michelle Gass, the new CEO of Levi Strauss & Co., took the stage to talk about the exciting future of Levi's.👖 She spoke on the jaw-dropping Beyoncé collab. (We still haven't recovered 😭) Then she talked about another iconic partner Levi's is going all-in on: their frontline teams. (At Levi's, store associates are called "Stylists.") As Levi's becomes a DTC-first company, building and maintaining strong retail teams becomes all the more important. Michelle said: 🗣️ "Part of becoming a retail company is really thinking about the frontline first. And I'm really excited about the cultural changes we're making as well. I mean, this isn't just business transformation, it's cultural transformation to have people who work in, say, corporate to be thinking all the time, what can I do to serve that Stylist who's going to in turn serve the customer?" YES YES YESSSSSSSS. ❤️🔥 Levi’s has always been a cultural tastemaker — that includes their vibrant internal culture. 💯 Who run the retail world? FRONTLINE TEAMS. ✨ 🎥 Watch Michelle's talk here: https://lnkd.in/eRtakV-e --- #RetailInnovation #EmployeeCulture #FrontlineEmpowerment #DTC #FashionForward #CustomerExperience #BeyAllDay

Only 9 percent of executives and boards in the UK fashion industry are held by people of colour, and 39 percent by women. While 11 percent of the executive team and board “power roles,” namely chief executive officer, chief financial officer and creative director are held by people of colour, and 24 percent by women. At the same time, 86 percent of white men in the industry believe the industry is diverse, while 46 percent of women of colour hold the same view. The report also notes there is an intrinsic link between leadership diversity and company performance, with businesses with a diverse leadership team being 39 percent more likely to financially outperform than those that don’t. Read more here: https://buff.ly/42bzFDO And here: https://buff.ly/3SfhQ2l

Branding ROI- Nike has a brand. It has a reputation, a sense of belonging and culture that we understand, and, most of us, associate with positive emotions–even love! This is how to create a return on your branding investment. Do it like Nike. Just Do It. 😜🐅 #LizHuntConsulting #BusinessConsulting #women #womeninleadership #feminist  #christianbusinesswomen #BusinessTips #FemaleEntrepreneurs #omaha #nebraska #brandconsultant #CreativeBusiness #agencyrocketshow #womeninbusiness

Strategic Vision Behind Saysh: Crafting a Brand Rooted in Purpose As a Brand Strategist, I’ve always believed that the most powerful brands are born from authentic stories and genuine purpose. Saysh, founded by the incredible Allyson Felix, is a prime example of how aligning a brand’s mission with the values of its audience can create a lasting impact. Saysh wasn’t just launched to fill a gap in the sportswear market; it was created to address a fundamental issue—the need for brands that truly understand and empower women. When Allyson faced discrimination as a new mother, she didn’t just stand up for herself—she saw an opportunity to redefine what a sports brand could be. Saysh is a brand that celebrates women’s journeys, embraces their stories, and champions equality. It’s a brand that understands the importance of authenticity, both in its product design and in its messaging. From day one, Saysh has been about more than just selling shoes; it’s about creating a movement that resonates with women on a deeper level. As strategists, we know that purpose-driven brands are the ones that build the strongest connections. Saysh has shown us that when a brand is built on values that matter—empowerment, resilience, and equality—it doesn’t just attract customers; it inspires advocates and creates a community. Here’s to the brands that don’t just follow trends but set them by staying true to their mission. Saysh is proof that when strategy meets purpose, the results are powerful, lasting, and impactful. Let’s continue to build brands that matter. #BrandStrategy #PurposeDrivenBrands #Marketing #WomenInBusiness #Leadership #Saysh #Branding 4o

Our CEO, Jennifer Wong, is being recognized as one of WWD’s Women in Power — joining 50 inspiring female leaders shaking up the fashion, beauty, retail and footwear industries. Wong told WWD, “My journey has been marked by overcoming doubts with relentless hard work and staying true to myself. While I may set the vision, being a good leader is empowering my team to shape and contribute to it…Most importantly, I care about our people, who are the ones making it all happen.” Read the full article here: https://lnkd.in/eYmAYmnn