An Example of Diversity without Inclusion

Listen, I am no fashionista.

But when you're visiting a prospective client in the luxury fashion industry, well, you do a little research. And some shopping.

And the timing could not have been more perfect.

Last week, Dolce + Gabbana made a massive misstep by launching a campaign featuring a highly stereotypic depiction of Chinese culture. Overnight, we saw loyal customers around the world shift from proudly adorning their D+G garb to literally lighting it on fire and publicly disassociating themselves from the brand. In the span of 5 days, the luxury clothing company went from planning the most grandiose and expensive show in their history - a nod to the Chinese culture, whose consumers account for one-third of the luxury market, worldwide - to canceling the show and begging for forgiveness.

This is not the first time a clothing company has made a significant inclusion and diversity gaffe. Recall Zara and their 'swastika purse', 'concentration camp pajamas' and who could forget, the 'Pepe the frog skirt'. And then, of course, there was the shocking H&M "coolest monkey in the jungle" sweatshirt and last week's backlash against Dior's attempt to 'honour Mexican culture through a modern lens' by featuring caucasian actress Jennifer Lawrence.

And then, of course, Ellen Pompeo, in all her courageous eloquence, called luxury e-commerce giant Net-a-Porter out for their lack of racial diversity - get this - in the middle of them interviewing her about the lack of diversity and equity in the TV industry. Well done, Ellen.

So, there have been many years and instances of uninclusivity in fashion. And our response to it is now changing. We are collectively demanding better, looking at how companies communicate, the images they put out and how they operate internally.

We expect that the companies we support are not only diverse - but that they are inclusive as well. Inclusive in the design of their products. In the communication of their brand and in how they treat their people.

Because, when you have a culture of inclusion, you do not make these missteps.

You do not overlook the significance of putting a black child in a monkey sweatshirt. You challenge what it means to have a white woman represent Mexican culture. You understand the damaging impact of anti-Semitic imagery and you make a decision not to go forward with it.

When you have a culture of inclusion, your people know how to spot and challenge bias. They are encouraged to raise their concerns, differing viewpoints and offer suggestions to make your company and it's products better for everyone. Not just the dominant majority.

And having diversity is not a guarantee that will happen.

Jo Warwick said that "whatever you want to attract, you must first become."

Companies like D+G must become more inclusive from the inside if they wish to be seen that way from the outside. It's simply not enough to say that you value difference anymore, or that your people are diverse.

It is time for companies to put their money where their mouth is and become better, more inclusive and equitable from within.