Fashion Minority Report | Peckham, London, UK

Provide in depth information about your consultancy and what services you provide
The (Fashion) Minority Report exists to create equality within the fashion industry and creative sector for diverse professionals, by advancing the conversation around inclusion and diversity to a point of measurable change.
We connect with a broad reach of clients to help them create Inclusive Workplace Cultures, by developing strategies and delivering solutions unique to their businesses that foster a more inclusive community which supports existing talent.
There are four key pillars to our business model:
DEI Strategy and Consultancy
By starting the conversation internally, we are able to gather comprehensive data from the people who make the everyday possible, and effectively measure the perception of diversity, equity & inclusivity in their workplace.
We provide strategy development and roadmaps, develop business policy on DEI, building inclusive recruitment and retention models, develop internal people communities (ERGs), perform yearly DEI audits to temperature check the deployment of DEI activity, support the development of internal and external comms that drive engagement and perception of DEI, develop employee surveys that allow individuals with the opportunity to confidentially share honest insights and feedback about their experiences of working in the business and provide employee listening sessions.
Workshops & Learning Sessions
We believe that workshops and learning sessions are an effective tool for breaking down the challenges and systemic problems within organisations, which in turn effect change.
All of our workshops are available to be delivered in person or online and we propose a recommended programme of learning and development once we understand client objectives.
Our workshops include, but are not limited to; Identity in the Workplace: How to be an Effective Ally, Dealing with Difficult Conversations and Bias in the Workplace: Reducing our Blindspots.
Mentoring and Paid Internships
Having recognised the barriers for diverse talent to access opportunities in the fashion industry and creative sector, we developed our multi-brand programme, Fashioning Emerging Professionals, and quarterly speed mentoring events as a way to narrow that gap.
Our inclusive programmes have proven to be an important tool for inspiring future talent, nurturing emerging professionals, and steering existing diverse voices through mentoring and paid internship
programmes that have helped them to excel, whilst creating a more diverse, inclusive and equitable sector, with over 300 people having gone through our programmes since May 2021.
Learning and Career HUB
Launched in May 2022, the Hub by the Fashion Minority Report is a learning and career development platform aimed at 14-30 year olds from underrepresented backgrounds.
We demystify the industry by providing an inclusive resource that supports emerging professionals to gain insight through industry focussed articles, giving opportunities to network amongst industry and peers, and an events programme that encourages personal and professional development.
How long has your consultancy been trading?
Having launched in July 2020, and securing our first client in October 2020, we are proudly in our trird year of business and feel lucky to count such well known and prestigious brands as our partners.
What is your USP?
We care. Our passion is rooted in our beliefs for creating an equitable ecosystem.
We are a small but resilient group of doer’s, who behind the scenes work diligently to effect change for those who have been historically excluded due to their identity.
Please provide a profile on the types of organisations you work with
We work with small to large organisations, with our speciality being to work with clients in the fashion and retail sectors. Our clients include but are not limited to the following;
FARFETCH is the leading global platform for the luxury fashion industry. Our mission is to be the global platform for luxury fashion, connecting creators, curators and consumers. Founded in 2007 by José Neves for the love of fashion, and launched in 2008, FARFETCH began as an e-commerce marketplace for luxury boutiques around the world.
They have offices located in 14 different cities around the world: Braga, Dubai, Guimarães, Hing Kong, Lisbon, London, Los Angeles, Moscow, New York, New Dehli, Porto, São Paulo, Shangai and Tokyo, and employ 5000+ employees across these markets.
ASOS is an online destination for fashion-loving 20-somethings around the world. ASOS is committed to providing a customer experience and product range that gives its customers the confidence to be whoever they want to be.
They have offices in the UK, and employ 3000+ employees.
Provide knowledge on why you think you have been selected for the Consultancy of the Year Award?
In the short time since launching, my team and I have been able to tackle head-on the challenges which individuals across minority groups are facing in the fashion industry and beyond.
My approach to tackling this often neglected topic of discussion has seen us inspire and implement change with our clients who range from Belstaff, to AllSaints and ASOS. Not just focussing on senior
leaders, but driving engagement across all levels of seniority, as I believe that we all have the ability to create change for historically marginalised voices.
My leadership has been greatly received within organisations, helping teams to incorporate allyship practice into their everyday workplace culture, whilst additionally helping to implement instrumental practices for employees from minority communities, to feel better represented within their respective places of work.
I’d like to think that our work speaks for itself, but an achievement of this nature would really strengthen our position as an innovative and leading consultancy as we look to grow outside of fashion and work with clients in other sectors.
What impact do you feel your consultancy has had on your clients/target audience?
Having recently spoken with some clients to gather testimonials about our work, it’s been incredibly rewarding to understand that our efforts have helped to create a lasting impact on DEI within their organisations.
Two examples of this was the following;
“I couldn’t be more grateful to Daniel and FMR for the support we received over the last two years. Daniel has been a critical sounding board, an educator and a facilitator, working tirelessly and passionately with myself, our leadership team and our DEI People Communities to help Farfetch transform our DEI plans, and provide new ways for us to live our values every day.
We are seeing great things happen as a result; in 2022, we piloted a career development programme specifically for employees from our Black Employee Network. The goal of that programme is to see growth — promotion, progression or pay change — for all participants.”
“‘Working with The Fashion Minority report has helped our brand drive our diversity, inclusion and CSR initiatives forward. We have started the conversation on breaking barriers within creative spaces for people from diverse background, which we largely attribute to our continued partnership with FMR. We look forward to continuing our work with FMR next year”
Please provide a name and contact details of a person we can contact to make this evidence credible.
Name
Elliot Jordan
Email Address
elliot.jordan@farfetch.com