Blackface Backlash: Diversity Deficiencies in High End Fashion

Angela Solomon • February 11, 2019

This past week’s headlines has plenty of us scratching our heads in more ways than one. In the second week of Black History Month, the headlines show a picture which surfaced of Virginia democratic governor Ralph Northam dressed in Black face next to a person wearing KKK attire. Another headline shows an ever so expensive Gucci turtleneck sweater that is reminiscent of Black facePrada similarly withdrew a monkey bag charm that resembled blackface this past December. Northam’s situation was made even worse during his press conference last week when he said the black face in the picture wasn’t him but he admitted to wearing black shoe polish (which is hard to take off, he states) to dress as Michael Jackson and would have even moonwalked during this so called “apologetic” press conference if his wife hadn’t stopped him from doing so. This week’s article is about Black face and proof that luxury brands are out of touch with their diverse consumers as shown by the lack of diverse decision makers in the room when creating products and services for its global consumers.


Gucci, is symbolic for their double GG label and wearing it in clothes, shoes or accessories is synonymous with class, elegance and money. The picture of a white female model wearing the turtleneck sweater which retails for $890 shows it going up over the lips with a special opening for the lips in Sambo red (mind you) went viral and created outrage. Gucci immediately pulled the product from its racks and issued a statement shared to Twitter stating: “Gucci deeply apologizes for the offense caused by the wool balaclava jumper. We consider diversity to be a fundamental value to be fully upheld, respected, and at the forefront of every decision we make.” When Prada faced a similar backlash about their product, they said in statement that they “abhor racist imagery” while pulling their monkey in black face charm. These apologetic statements are becoming all too familiar for brands who think their consumers will forget their transgressions and continue purchasing their products. Meanwhile, behind the scenes nothing is being done to uphold their “true commitment to diversity”.


Black Face’s hurtful history won’t just go away. Here is the history on black face: It is synonymous with minstrel shows, where white people put tar on their faces and called themselves mimicking the actions of Black people. Black entertainers were also seen in black face during Vaudeville because their white audiences demanded it. The purpose of these shows and images such as: Mammy, Uncle Tom, Jezebal and the list goes on portrayed African Americans as ignorant, simple minded, child-like, criminal, whore creatures for entertainment purposes and brought in huge audiences and laughter. Our black features were made to look exaggerated, like monkeys and were made into caricatures to point out big eyes, big noses, and huge bright red lips with white outlining. These images were staged throughout history to dehumanize Black people from slavery, through the Jim Crow era and beyond. It justified dehumanization, slavery, lynchings and segregation. Today black face, and more nuanced forms of it in the media, have lead to mass incarceration, police brutality, workplace invisibility, harassment and pay inequity.


Black people make up $1.2 trillion in spending power and yes Gucci, Prada and other brands that issue apologies for their racial ignorance understand this. We drive fashion trends that significantly impact all consumers. “When it comes to African-American consumer spending, there are millions, sometimes billions of dollars in revenue at stake,” said Andrew McCaskill, Senior Vice President, Global Communications and Multicultural Marketing, Nielsen. Many times it us who make new brands household names and traditional brands more hip and edgy, while reenergizing their popularity which equates to more money. The black economic impact is very real and that is why Gucci issued this statement along with their apology: “We are fully committed to increasing the diversity throughout our organization and turning this incident into a powerful learning moment for the Gucci team and beyond.” It is also why Prada also issued a public apology along with Dolce & Gabbana.


There’s a massive campaign brewing to boycott Gucci which is under the umbrella of Kering and which also includes other luxury products such as: St. Laurent, Balcienga, Bottega Veneta, Alexander McQueen, Boucheron etc. along with Prada and Dolce & Gabbana. I myself have decided as a black woman to stand for principle and no longer buy any of these products. Money talks and companies need to understand that their lack of racial sensitivity, historical ignorance and diversity deficiency when making product decisions can have dire consequences. I ask that you too (no matter how you choose to identify racially) stand with me in showing our solidarity and saying no more excuses to brands that do not appreciate or define themselves by the content of their character! Put some conscious minded, diverse people in the room from here on out! No excuses! #RIPGucci #RIPPrada #RIPDolce&Gabbana


I am someone who sees incredible potential and opportunity in places where some people don’t think to look. Minorities and women are still marginalized in the working world. As owner of a diversity staffing boutique, my team and I walk alongside our Clients in creating professional environments that are truly for ALL. I believe in our interconnectedness as a human race and strive every day to use my gifts to empower the workplace invisible and powerless. I rarely bet on certainty and always root for the underdog because after all, those are the best stories to tell.


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By Angela Solomon October 10, 2024
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By Angela Solomon September 26, 2024
As a career coach and self-proclaimed lifelong learner, I’m always telling my clients, “If you’re not growing, you’re going stale—and let’s face it, nobody likes stale bread.” In today’s fast-changing workforce, it’s not enough to just show up anymore. Success now means adapting, learning, and constantly evolving with the world around you. The DNA of today’s working professional is in constant motion, and if you’re still running on yesterday’s playbook, you might just miss out on what’s ahead. Today’s workforce looks nothing like it did a decade ago. Tech is transforming every industry, and there’s a bigger focus on values like flexibility, inclusivity, and personal growth. People want more from their careers—they want purpose, not just a paycheck. The DNA of today’s working professional is all about adaptability, self-motivation, and being comfortable with change. So, let’s dive into how today’s professional DNA stacks up against the past: 1. Adaptability vs. Stability Today : Flexibility is everything. Whether it’s technology, business practices, or job roles, change is constant. Professionals need to be able to pivot and pick up new skills quickly. If you're not evolving, you're likely being left behind. Yesterday : Stability was the goal. You stayed in one job or industry, building deep expertise in a specific area. Specialization was the key to success, and change was something you tried to avoid. 2. Continuous Learning vs. Credential-Driven Success Today : Learning never stops. Whether it’s through online courses, certifications, or simply staying on top of industry trends, professionals are expected to keep their skills fresh. It's not just about what you learned in school—it's about what you keep learning. Yesterday : A degree, especially from a well-known school, was often enough to get you through your career. Once you had the right credentials, continuous learning wasn’t a huge focus. 3. Agility in Technology vs. Traditional Tools Today : Being tech-savvy isn’t optional. From automation to collaboration tools, technology is part of almost every job. You’ve got to be able to use these tools to stay relevant. Yesterday : Tools like spreadsheets and email were enough for most roles. Technology was there, but it wasn’t deeply integrated into non-tech jobs the way it is today. 4. Values-Driven Work vs. Hierarchical Loyalty Today : People want purpose, not just a paycheck. Employees are looking for work that aligns with their values, and companies that support things like work-life balance and mental health. It’s not just about loyalty anymore—it’s about feeling good about where you work. Yesterday : Loyalty to a company was a major factor. You worked hard, stayed loyal, and didn’t necessarily expect the company to care about your personal values. The focus was on putting in the time and doing the work. 5. Diversity & Inclusion as a Key Focus vs. Homogeneous Workplaces Today : Diversity and inclusion aren’t just nice to have—they’re essential. Today’s professionals expect their workplaces to reflect a wide range of perspectives, genders, and experiences. Everyone wants to feel seen and valued. Yesterday : Diversity wasn’t as much of a priority. Many workplaces were homogenous, and inclusion wasn’t discussed the way it is today. 6. Agile Leadership vs. Command-and-Control Management Today : Leadership is about collaboration and empathy. Today’s leaders are facilitators, mentors, and motivators. They encourage open communication and care about the people, not just the tasks. Yesterday : Leadership was more about control. It was top-down, with leaders making decisions and everyone else following orders. The focus was on managing tasks, not people. 7. Freelancing & Flexibility vs. Full-Time, Traditional Employment Today : Flexibility is the name of the game. Freelancing, contracting, and remote work are all becoming more popular as professionals look for control over their schedules and projects. Yesterday : Full-time employment with a single company was the norm. People worked their way up the corporate ladder and stuck around for the long haul. 8. Networking & Personal Branding vs. Quiet Expertise Today : Building a personal brand is important. It’s not enough to do great work—you need to make sure people know you’re doing great work. Networking on platforms like LinkedIn has become a key part of staying visible in your industry. Yesterday : You could quietly focus on your expertise. Long-term relationships and internal company networks were often enough to advance your career. 9. Emphasis on Soft Skills vs. Technical Mastery Alone Today : Emotional intelligence, communication, and collaboration are highly valued. You’ve got to be able to work well with others and adapt to different working styles. Yesterday : Technical skills were often enough to get by. Soft skills mattered, but they didn’t get the same level of attention as they do now. 10. Entrepreneurial Mindset vs. Following the Corporate Playbook Today : Whether or not you’re starting your own business, having an entrepreneurial mindset can make a difference. Professionals today take ownership of their work, innovate, and even pursue side projects. Yesterday : Following the established corporate path was expected. You worked your way up within existing structures, and entrepreneurship was considered a more niche career path. The DNA of today’s working professional is all about adaptability, purpose, and continuous growth. In contrast, yesterday’s professional valued stability, loyalty, and expertise in a more rigid structure. The modern professional thrives in a world that’s always changing, where technology and values shape careers as much as hard skills. Whether you’re freelancing, leading a team, or climbing the corporate ladder, the message is clear: if you’re not learning and evolving, you’re getting left behind. I empower the Invisible. I ignite Success. As a Black woman, small business owner, and advocate for inclusion, I’ve built my career around seeing potential where others may overlook. Through my staffing boutique and professional development/coaching service, I focus on creating real opportunities for marginalized communities, including women, LGBTQ+, neurodiverse, disabled, and veteran professionals. I root for the underdog because they have the best stories to tell—and the most untapped potential.  #CareerGrowth #AdaptabilityMatters #LifelongLearning #ProfessionalDNA #ThriveAtWork #FutureOfWork #EvolveOrFade #InclusiveWorkplace #LeadershipEvolution #TechSavvySkills