Saturday, February 13, 2021

VF Corporation announces new programs to advance racial equity

VF Corporation announced its implementing new programs and actions to advance racial equity within the company and beyond. The CARE program aims to combat further opportunity gaps that Black and Brown Americans struggle with, such as access to education, economic equity, and environmental justice. VF’s latest set of commitments aligns with its inclusion, diversity, equity, and action (IDEA) strategy. The commitment’s core focus is to benefit VF’s employees, communities, consumers, and society, said the corporation. Some of the commitments include: fix any outstanding pay gaps between employees by 2024 while additionally have 50 percent diverse candidates (defined as women, BIPOC, LGBTQ+, and individuals with disabilities) when hiring or promoting candidates, while simultaneously having 25 percent BIPOC representation in top leadership roles. Futher philanthropic opportunities Another primary aim for the new program is to create more philanthropic opportunities by providing grants, scholarships, and sponsorship, including establishing mentor programs in low-income communities. VF has also partnered with a non-profit organization, management leadership for tomorrow (MLT) to launch, Black Equity at Work, a program designed to establish corporate standards around racial equity support. “Given the profound inequities that negatively impact the lives and livelihood of black and brown Americans, the actions we are taking through our CARE initiative, combined with our strategic partnerships at the corporate and brand levels, are critical steps to elevating and accelerating our work to promote racial equity. We are committed to the actions we’ve outlined and will hold ourselves accountable for making meaningful progress and leading by example,’ stated Steve Rendle, VF’s president, in a press release. credit: The North Face
http://dlvr.it/Rsd7Qq

Friday, February 12, 2021

VF Corporation announces new programs to advance racial equity

VF Corporation announced its implementing new programs and actions to advance racial equity within the company and beyond. The CARE program aims to combat further opportunity gaps that Black and Brown Americans struggle with, such as access to education, economic equity, and environmental justice. VF’s latest set of commitments aligns with its inclusion, diversity, equity, and action (IDEA) strategy. The commitment’s core focus is to benefit VF’s employees, communities, consumers, and society, said the corporation. Some of the commitments include: fix any outstanding pay gaps between employees by 2024 while additionally have 50 percent diverse candidates (defined as women, BIPOC, LGBTQ+, and individuals with disabilities) when hiring or promoting candidates, while simultaneously having 25 percent BIPOC representation in top leadership roles. Futher philanthropic opportunities Another primary aim for the new program is to create more philanthropic opportunities by providing grants, scholarships, and sponsorship, including establishing mentor programs in low-income communities. VF has also partnered with a non-profit organization, management leadership for tomorrow (MLT) to launch, Black Equity at Work, a program designed to establish corporate standards around racial equity support. “Given the profound inequities that negatively impact the lives and livelihood of black and brown Americans, the actions we are taking through our CARE initiative, combined with our strategic partnerships at the corporate and brand levels, are critical steps to elevating and accelerating our work to promote racial equity. We are committed to the actions we’ve outlined and will hold ourselves accountable for making meaningful progress and leading by example,’ stated Steve Rendle, VF’s president, in a press release. credit: The North Face
http://dlvr.it/RscMgh

Video: Skultuna 1607 FW21 collection

In this video, the Swedish label Skultuna 1607 has presented its FW21 collection at Stockholm Fashion Week (SFW). Watch the video below. Do you want to see more FW21 clothing collections? Click here to view the FashionUnited Marketplace. Video: Stockholm Fashion Week via YouTube Photo credit: Stockholm Fashion Week
http://dlvr.it/RscMcW

Video: Chimi Eyewear FW21 collection at SFW

In this video, Stockholm based brand Chimi Eyewear has presented its FW21 collection at Stockholm Fashion Week (SFW). Watch the video below. Do you want to see more FW21 clothing collections? Click here to view the FashionUnited Marketplace. Video: Stockholm Fashion Week via YouTube Photo credit: Stockholm Fashion Week
http://dlvr.it/RsYZpm

Thursday, February 11, 2021

Video: Lazoschmidl FW21 collection

In this video, menswear brand Lazoschmidl has presented its FW21 collection at Stockholm Fashion Week (SFW). Watch the video below. Do you want to see more FW21 clothing collections? Click here to view the FashionUnited Marketplace. Video: IMAXtree.tv via YouTube Photo credit: Stockholm Fashion Week
http://dlvr.it/RsXb2K

Video: Beckmans College of Design FW21 collection

In this video, Beckmans College of Design has presented its FW21 collection at Stockholm Fashion Week (SFW). The collection was created by the final year students in the fashion program in collaboration with six international fashion brands including Marimekko, Matty Bovan, Nomen Nescio, Palmer//Harding, Per Götesson and Zandra Rhodes. Watch the video below. Do you want to see more FW21 clothing collections? Click here to view the FashionUnited Marketplace. Video: Beckmans College of Design via YouTube Photo credit: Stockholm Fashion Week
http://dlvr.it/RsXb1r

OTB posts 14 percent drop in full year turnover

OTB group, parent to Diesel, Maison Margiela, Marni, Viktor&Rolf, Amiri, Staff International and Brave Kid closed the financial year 2020 with consolidated turnover decrease of 14 percent from the previous year to 1,317 million euros, with net revenues of 1,238 million euros. The company said in a statement that revenues rose by 20 percent at Maison Margiela, which reported growth in all regions and on all channels. At group level, the online business saw an improvement of more than 26 percent in its direct channels. Diesel, in part due to the launch of omnichannel Moon platform, saw direct e-commerce sales proportion rise to 13.3 percent of overall revenues, compared with 7.9 percent in 2019. Including indirect sales, the online channel now accounts for over 24 percent of Diesel total business. Group EBITDA amounted to 176 million euros, while EBIT was 13.5 million euros against 17.7 million euros in 2019. Picture:Facebook/Maison Margiela
http://dlvr.it/RsT5mz

Wednesday, February 10, 2021

Video: ATP Atelier FW21 collection

In this video, shoes and handbag brand ATP Atelier has presented its FW21 collection at Stockholm Fashion Week (SFW). Their products are designed in Sweden and handcrafted in Italy. Watch the video below. Do you want to see more FW21 clothing collections? Click here to view the FashionUnited Marketplace. Video: Stockholm Fashion Week via YouTube Photo credit: Stockholm Fashion Week
http://dlvr.it/RsSdl4

Moose Knuckles names Joseph McGee as vice president of women’s design

Luxury outerwear brand Moose Knuckles has named former design director from Tom Ford and Burberry, Joseph McGee as its new vice president of women’s design to expand its global womenswear offering. The Canadian brand known for its luxury puffers and parkas said that McGee was chosen for his expertise in luxury womenswear, as well as his “efficacy in designing women’s apparel that’s simultaneously sporty and sexy” which they described as a “perfect fit” for Moose Knuckles as it looks to reinforce the concept of “bold, playful, and empowering” designs. Moose Knuckles added in a statement that McGee’s “penchant for beautiful and innovative designs, coupled with his severe obsession for craftsmanship and detail blend perfectly with Moose Knuckles’ positioning in the industry”. McGee, a graduate of the Royal College of Art and the University of Edinburgh, served two years with Tom Ford as design director of womenswear. Prior to that, he worked as part of Christopher Bailey’s design team at Burberry, where he helped introduce the ‘see now, buy now’ concept. He was also a junior designer at Roksanda. Moose Knuckles adds two senior appointments - head of womenswear and chief merchant Noah Stern and Ayal Twik, co-chief executive officers at Moose Knuckles, said in a statement: “We are incredibly excited to have Joseph join the design team. Joseph’s background in global luxury fashion will provide the strong expertise required for this role as we look to grow our womenswear business significantly.” As well as being responsible for the womenswear design, Moose Knuckles said that McGee would also play a large role in the visual direction and styling of the brand’s visual campaigns, beginning with the spring/summer 2021 collection. McGee’s first full collection will be for autumn/winter 2021. Commenting on his appointment, McGee added: “I’m thrilled to join a brand with such a strong understanding of who their customer is and to continue to build on the magnetic, self-aware, and fearless qualities of the Moose Knuckles woman. Women’s outerwear design is an exciting category that will continue to see substantial growth in the coming years.” FW21 preview collection shot by Hugo Comte and styled by Alex Harrington Joseph McGee and Terence Bogan join Moose Knuckles The company also announced the appointment of Terence Bogan as chief merchant. Bogan will be responsible for developing and directing merchandising strategies that amplify McGee and the rest of the design team’s work through wholesale and direct-to-consumer channels. Bogan has worked for Barneys New York, Holt Renfrew, and Urban Outfitters, where he was instrumental in developing brands and building categories to drive volume profitably, explained Moose Knuckles. The Canadian brand added that the dual appointment was a “highly strategic manoeuvre” to reinforce its focus on understanding and serving the consumer, as well as seamlessly integrating the design and merchandising teams. Moose Knuckles, based in Montreal, Canada, is one of the world’s leading producers of luxury outerwear, sportswear and accessories. Images: courtesy of Moose Knuckles
http://dlvr.it/RsSdhR

Video: Diemonde present its FW21 collection

In this video, the Swedish fashion brand Diemonde has presented its FW21 collection at Stockholm Fashion Week (SFW). Watch the video below. Do you want to see more FW21 clothing collections? Click here to view the FashionUnited Marketplace. Video: Stockholm Fashion Week via YouTube Photo credit: Stockholm Fashion Week
http://dlvr.it/RsP9Hy

Tuesday, February 9, 2021

Video: Ganni present its FW21 collection at CPHFW

In this video, the Danish fashion brand Ganni has presented its FW21 collection in a musical digital live experience entitled ‘Ganni Love Forever’ at Copenhagen Fashion Week (CPHFW). Creative director Ditte Reffstrup said in a statement: “In these chaotic times, we wanted to create something beaming with energy, to spread some positivity and optimism right now. Our FW21 collection is all about love. Our love for life, for music and all the things we took for granted. Watch the video below. Do you want to see more FW21 clothing collections? Click here to view the FashionUnited Marketplace. Video: Copenhagen Fashion Week via Vimeo Photo credit: Copenhagen Fashion Week
http://dlvr.it/RsNgKM

Video: Stand Studio FW21 collection

In this video, contemporary Swedish fashion brand Stand Studio has presented its FW21 collection at Copenhagen Fashion Week (CPHFW). Watch the video below. Do you want to see more FW21 clothing collections? Click here to view the FashionUnited Marketplace. Video: Copenhagen Fashion Week via Vimeo Photo credit: Copenhagen Fashion Week
http://dlvr.it/RsNgHd

New CFDA report details inequity in fashion industry

To coincide with Black History Month the CFDA released The State of Diversity, Equity and Inclusion in Fashion Report, a 36-page body of research begun in 2018 in partnership with PVH Corp. It outlines the myriad injustices in the fashion industry and seeks to elevate the voices of its underrepresented. Allyship and intersectionality are also addressed in the document, part of a sustained mission by the council to create tangible and measurable change in the industry it oversees. “We are grateful for PVH’s continued partnership with the CFDA, which allows us to address important needs within American fashion,” said Steven Kolb, CEO of the CFDA. Areas of opportunity for diversity efforts The research is a result of a McKinsey & Company survey conducted during fall 2020 involving over 1,000 working industry professionals across 41 companies, 20 stakeholder interviews, and 3 focus groups with students and emerging designers. The research indicates that some advancements have been made, but there is still much to do. 59 percent of respondents report their company has taken action in response to racial injustice, but 16 percent do not believe it will lead to lasting change and 40 percent are unsure if it will. From the data six key areas of opportunity are identified: awareness, access, promotion, advocacy, compensation and belonging. In the words of the report’s opening statement of intent: Achieving equity and full parity will take time and require an investment from all of us on what has been, and will continue to be, a collective effort. Each step forward puts us closer to our shared goal. Just under a quarter of employees at large companies say they don’t believe that the best opportunities go to the most deserving compared to 15 percent of employees at small companies. Among employees of color, 23 percent question the meritocracy of opportunity compared to 16 percent of white employees. Lack of representation in leadership and low rate of promotion for non-white employees The report refers to Mc Kinsey data from 2019 which revealed that employees of color only comprise 16 percent of C-suite roles and 15 percent of board seats, despite comprising 32 percent of entry-level positions. In contrast, white men comprise more than half (54 percent) of C-suite roles and the majority of board seats (72 percent), despite only comprising 26 percent of entry-level positions. In a sample of ten leading US fashion and apparel companies only three employees of color at the C-suite level were chief diversity officers, usually part of the human resources departments of their organization. Referrals disproportionately benefit white employees. Only 11 percent of Black employees found a job in fashion through friends or family members versus 26 percent of total respondents. POC respondents said that their race/ethnicity has had a negative impact on receiving raises and promotions (26 percent employees of color vs. 1 percent white respondents), particularly Black (40%) and Asian (27%) respondents. Latinx employees report the lowest rates of having someone frequently advocate for them (28 percent vs. 44 percent white employees). A lack of diversity in management positions, less access to sponsorship for Black talent and less likelihood that Black candidates will be promoted into managerial roles are also reported. One respondent said, “It’s hard for people of color to reach for opportunities they don’t even know about.” Black students view fashion career as unreachable or unwelcoming The lack of awareness within certain communities of the career possibilities within the fashion industry is a problem, and fashion schools must play a part as a key feeder into the pipeline. However, an analysis of students at six of the top U.S. fashion schools reveals missed opportunities in Black representation and financial barriers to attendance. Low-paying or unpaid internships, par for the course for fashion graduates, exclude candidates who find themselves forced to choose a job paying 15 dollars an hour over moving to NYC and not earning for an indefinite period. Black students surveyed expressed skepticism of lasting change despite the current conversations, sharing the opinion that Black culture is trending now but will pass, while their concerns about pursuing a career in the fashion industry will remain. While systemic racism exists across all industries, the CFDA report explores the unique biases in the workplace dynamics of the fashion industry. The importance of “taste,” of fitting into an “aesthetic” can negatively impact the advancement of POC, as wells as a reliance on connections and networks which exclude potential talent pools, and the issue of cultural appropriation. Additionally Black employees report feeling less equipped for their first job than white people, with 38 percent feeling “not at all equipped.” Perhaps the most disturbing finding is that POC simply do not feel they belong in the fashion industry, with Black respondents pointing to an environment of non-inclusive behavior. 23 percent have observed biased behavior, most commonly around someone’s race or physical appearance and two in three Black employees reported being the only POC in the room, which for 63 percent of them led to feelings of pressure to perform, and 55 percent feeling that they were expected to speak for everyone who looks like them. “I’ve had a white peer say to me that I don’t have to worry about layoffs because [the company] can’t let go of the Black person, or they verbalize that they think I got a promotion because I’m Black,” said one Black fashion executive at a luxury brand. Despite our industry’s appearance of inclusivity towards the LGBTQ+ community, micro aggressions towards LGBTQ+ employees abound, leaving 18 percent of those respondents unwilling to recommend our industry to others who identify like them. The report’s findings are sobering but not surprising. The fashion industry must confront its historic failings and get to work connecting, nurturing and supporting its Black and Brown creatives, eliminating ableism and ageism, remolding an out-of-touch workplace into a contemporary welcoming environment. To this end the report concludes with a toolkit to drive holistic change which can emerge through the collective efforts and everyday actions of individuals, companies, educational establishments, and funding associations. In the words of Steven Kolb, CEO of the CFDA, “With the study’s findings and toolkit, we look to industry stakeholders to support us in creating an industry that is diverse, equitable, and inclusive.” Image from CFDA.com Fashion editor Jackie Mallon is also an educator and author of Silk for the Feed Dogs, a novel set in the international fashion industry
http://dlvr.it/RsK9n0

Monday, February 8, 2021

Boohoo acquires Arcadia brands Burton, Dorothy Perkins and Wallis

Online fashion retailer Boohoo has acquired all of the e-commerce and digital assets and associated intellectual property rights, including customer data, related business information and inventory of the Burton, Dorothy Perkins and Wallis brands from the joint administrators of Arcadia Group Limited for 25.2 million pounds. The deal does not include physical stores. Commenting on the development, John Lyttle, Boohoo CEO, said in a statement: “Acquiring these well-known brands in British fashion out of administration ensures their heritage is sustained, while our investment aims to transform them into brands that are fit for the current market environment.” Boohoo to strengthen market presence with new brands Boohoo expects this acquisition to provide a significant opportunity to grow the company’s market share across a broader demographic. The acquired brands had over two million active customers in 2020. Burton brand would strengthen Boohoo’s menswear portfolio in addition to boohooMAN and the recently acquired Maine and Mantaray brands. “This is a great acquisition for the Group as we extend our market share across a broader demographic, capitalising on growth opportunities as more and more customers shop online,” added Mahmud Kamani, the company’s Executive Chairman. Boohoo said that the transaction is expected to complete on February 9, 2021, after which the relevant operations for the Dorothy Perkins, Wallis and Burton brands will continue as the group integrates them onto its platform in the first quarter of its financial year ending February 28, 2022. In the most recent financial year to August 29, 2020, the acquired brands generated unaudited revenues of approximately 427.8 million pounds across all channels and an unaudited EBITDA loss of 14.3 million pounds. The ongoing businesses for the brands generated unaudited revenues of approximately 178.8 million pounds over the same period. Picture:Boohoo image gallery
http://dlvr.it/RsJhts

New CFDA report details inequity in fashion industry

To coincide with Black History Month the CFDA released The State of Diversity, Equity and Inclusion in Fashion Report, a 36-page body of research begun in 2018 in partnership with PVH Corp. It outlines the myriad injustices in the fashion industry and seeks to elevate the voices of its underrepresented. Allyship and intersectionality are also addressed in the document, part of a sustained mission by the council to create tangible and measurable change in the industry it oversees. “We are grateful for PVH’s continued partnership with the CFDA, which allows us to address important needs within American fashion,” said Steven Kolb, CEO of the CFDA. Areas of opportunity for diversity efforts The research is a result of a McKinsey & Company survey conducted during fall 2020 involving over 1,000 working industry professionals across 41 companies, 20 stakeholder interviews, and 3 focus groups with students and emerging designers. The research indicates that some advancements have been made, but there is still much to do. 59 percent of respondents report their company has taken action in response to racial injustice, but 16 percent do not believe it will lead to lasting change and 40 percent are unsure if it will. From the data six key areas of opportunity are identified: awareness, access, promotion, advocacy, compensation and belonging. In the words of the report’s opening statement of intent: Achieving equity and full parity will take time and require an investment from all of us on what has been, and will continue to be, a collective effort. Each step forward puts us closer to our shared goal. Just under a quarter of employees at large companies say they don’t believe that the best opportunities go to the most deserving compared to 15 percent of employees at small companies. Among employees of color, 23 percent question the meritocracy of opportunity compared to 16 percent of white employees. Lack of representation in leadership and low rate of promotion for non-white employees The report refers to Mc Kinsey data from 2019 which revealed that employees of color only comprise 16 percent of C-suite roles and 15 percent of board seats, despite comprising 32 percent of entry-level positions. In contrast, white men comprise more than half (54 percent) of C-suite roles and the majority of board seats (72 percent), despite only comprising 26 percent of entry-level positions. In a sample of ten leading US fashion and apparel companies only three employees of color at the C-suite level were chief diversity officers, usually part of the human resources departments of their organization. Referrals disproportionately benefit white employees. Only 11 percent of Black employees found a job in fashion through friends or family members versus 26 percent of total respondents. POC respondents said that their race/ethnicity has had a negative impact on receiving raises and promotions (26 percent employees of color vs. 1 percent white respondents), particularly Black (40%) and Asian (27%) respondents. Latinx employees report the lowest rates of having someone frequently advocate for them (28 percent vs. 44 percent white employees). A lack of diversity in management positions, less access to sponsorship for Black talent and less likelihood that Black candidates will be promoted into managerial roles are also reported. One respondent said, “It’s hard for people of color to reach for opportunities they don’t even know about.” Black students view fashion career as unreachable or unwelcoming The lack of awareness within certain communities of the career possibilities within the fashion industry is a problem, and fashion schools must play a part as a key feeder into the pipeline. However, an analysis of students at six of the top U.S. fashion schools reveals missed opportunities in Black representation and financial barriers to attendance. Low-paying or unpaid internships, par for the course for fashion graduates, exclude candidates who find themselves forced to choose a job paying 15 dollars an hour over moving to NYC and not earning for an indefinite period. Black students surveyed expressed skepticism of lasting change despite the current conversations, sharing the opinion that Black culture is trending now but will pass, while their concerns about pursuing a career in the fashion industry will remain. While systemic racism exists across all industries, the CFDA report explores the unique biases in the workplace dynamics of the fashion industry. The importance of “taste,” of fitting into an “aesthetic” can negatively impact the advancement of POC, as wells as a reliance on connections and networks which exclude potential talent pools, and the issue of cultural appropriation. Additionally Black employees report feeling less equipped for their first job than white people, with 38 percent feeling “not at all equipped.” Perhaps the most disturbing finding is that POC simply do not feel they belong in the fashion industry, with Black respondents pointing to an environment of non-inclusive behavior. 23 percent have observed biased behavior, most commonly around someone’s race or physical appearance and two in three Black employees reported being the only POC in the room, which for 63 percent of them led to feelings of pressure to perform, and 55 percent feeling that they were expected to speak for everyone who looks like them. “I’ve had a white peer say to me that I don’t have to worry about layoffs because [the company] can’t let go of the Black person, or they verbalize that they think I got a promotion because I’m Black,” said one Black fashion executive at a luxury brand. Despite our industry’s appearance of inclusivity towards the LGBTQ+ community, micro aggressions towards LGBTQ+ employees abound, leaving 18 percent of those respondents unwilling to recommend our industry to others who identify like them. The report’s findings are sobering but not surprising. The fashion industry must confront its historic failings and get to work connecting, nurturing and supporting its Black and Brown creatives, eliminating ableism and ageism, remolding an out-of-touch workplace into a contemporary welcoming environment. To this end the report concludes with a toolkit to drive holistic change which can emerge through the collective efforts and everyday actions of individuals, companies, educational establishments, and funding associations. In the words of Steven Kolb, CEO of the CFDA, “With the study’s findings and toolkit, we look to industry stakeholders to support us in creating an industry that is diverse, equitable, and inclusive.” Image from CFDA.com Fashion editor Jackie Mallon is also an educator and author of Silk for the Feed Dogs, a novel set in the international fashion industry
http://dlvr.it/RsJhqG

This is how the pandemic is re-designing the future of physical retail

Since the global coronavirus pandemic started almost a year ago, physical retail has been under historic levels of pressure. In the United States alone, some 20,000 to 25,000 stores were expected to close in 2020, more than double the number that did so in 2019. Per the latest State of Global Fashion Index by McKinsey and Business of Fashion. With the pandemic adding to the segment’s woes, many brands have embarked on strategic reviews or have compressed multiyear transformations into just a few months. Over the last 12 months, Nike announced the acceleration of its digital strategy and the reduction of its physical stores’ workforce. Meanwhile Zara, the driving force behind the world’s largest apparel retail group, said that it plans to cut 1,200 stores over two years and invest 2.7 billion euro in store-based digital. Garment factory consolidation cementing worldwide Looking back to February 2020, it can be seen how retail lockdowns started to trigger the crash in sales that resulted in mass garment order cancellations. In a recent report by Forbes, Achim Berg, a Senior Partner at McKinsey & Company and Leader of their global Apparel, Fashion & Luxury Group, highlighted that “We never had consistent store closures in the West except during war.” He described retail in March and April 2020 as “paralysed,” pointing out that the related and sudden avalanche of garment order cancellations by brands and retailers triggered a manufacturing sector disaster in Asia. “Super Winners (the top 20 brands/retailers by economic profit) were in a position to stick to their values and rules. Others had to safeguard some things first, and some behaved in a way they shouldn’t have. That has taken a toll on the production side. Some 10 percent of factories in Bangladesh are expected to not reopen. Consolidation is already underway,” summed up Berg. Brick-and-mortar stores offer ‘human touch’ and potential for modern logistics According to recent research carried out by Ubamarket, over 21 million (50 percent) of British consumers reported that going to the shops or supermarkets in lockdown has been instrumental in combating the isolation and loneliness of the pandemic. “Strategically, there will be an imperative in 2021 to manage commercial opportunities actively and to be acute in picking winning segments, markets, and channel combinations. With tourism in the doldrums, domestic outlets will become more important than ever. We also expect to see a rise in M&A activity as companies take advantage of low valuations and grab share in fast-growing markets,” conclude at McKinsey. A recent session at NRF 2021 conference showcased that retailers and analysts believe that bricks-and-mortar would continue to play a vibrant role. Marc Metrick, president and CEO of Saks Fifth Avenue, said his store’s digital business surged during the pandemic. But the luxury retailer’s business started growing even faster when its physical stores reopened for business, albeit at limited hours. “Stores are still very important,” he said. “Stores are a very important part of the overall customer experience. For luxury especially, it’s theater. To touch, to feel, to experience.” “I was pleasantly surprised by the resiliency of our consumers and how it relates to their desire for fashion. People were buying things at the worst times of the pandemic that there was no functional end use for, but they love fashion, they view the luxury as the comfort food of retail. It was their escapism,” he said. Of similar opinion is Janey Whiteside, chief customer officer at Walmart Inc., who also forecasted that bricks-and-mortar stores would continue to be important. But she noted that there is a robust future in omni-channel services, such as buy online, pick up at store. “We saw the use of services like pickup increase dramatically, particularly as it relates to pickup and delivery of food and other consumable items,” she said. “At the beginning of the pandemic in Q1, we saw a peak of 300 percent growth in those services and four times as many new customers using pickup and delivery services.” Shorter leases, more experiential In countries specially affected by new industry dynamics, such as the UK, smaller units formerly occupied by brands including defunct Arcadia Group’s Topshop or Miss Selfridge, have been easier to let or repurpose than large department stores, like Debenhams. Before the pandemic, chain store closures and a declining demand for retail space caused rents to fall and resulted in shorter lease lengths over the past few years. That was the case of department store chain BHS, which collapsed four years ago, leaving less than half of their 160 stores reoccupied, and around 15 percent repurposed or sub-divided. The reminder have been either completely demolished or left vacant, explain from ‘The Conversation’. “We see brands rethinking store formats and leveraging data and analytics to predict footfall, manage assortments, and built personalized offerings. Flagship stores will be branded as discovery zones and tasked with creating emotional connections with customers,” advance fashion analysts at McKinsey, reminding that “We have already seen Burberry and Nike, as well as digitally native ARIAS New York, invest in hybrid spaces and deploy technologies such as apps and body scans to create more compelling experiences. At the same time, we are likely to see more nuanced assessments of store ROI based on a combination of digital and physical lenses. With companies in China leading the way, brands will engage even more closely with social media to offer shoppers exclusive content and personalized experiences.”
http://dlvr.it/RsFFcG

Sunday, February 7, 2021

Abercrombie & Fitch elects Kenneth Robinson to its board of directors

Abercrombie & Fitch Co. has announced the election of Kenneth (Ken) Robinson as a Director, effective February 4, 2021. Robinson, the company said, will serve as a member of the board’s audit and finance committee. He was most recently senior vice president, audit and controls for Exelon Corporation, an energy company with the largest number of electricity and natural gas customers in the U.S. He served in this role from 2016-2020 and was responsible for internal audit and financial controls. “Ken brings more than 40 years of highly relevant consumer retail experience to our board and has extensive knowledge in finance, risk and compliance, and more,” said Terry Burman, Chairman of the company’s board, adding, “His experience as a global executive of a world-class consumer products company will be a valuable addition as we continue to drive our business forward.” Prior to Exelon, the company added, Robinson spent nearly four decades at The Procter & Gamble Company, where he held various positions in their consumer and industrial sectors across a wide range of functions. These positions included: vice president, global diversity & inclusion; vice president, finance; and chief audit executive. Additionally, Robinson currently serves on the boards of directors for Morgan Stanley U.S. Banks (national banks) and Paylocity Holding Corporation. “I am honored to join Abercrombie & Fitch Co.’s Board of Directors. I was initially drawn to the company’s progressive nature, particularly in sustainability and diversity and inclusion,” added Robinson. With Robinson’s election, the company’s board of directors expands to 13, comprised of 12 non-associate independent directors, and Fran Horowitz, the company’s Chief Executive Officer. Picture:Abercrombie & Fitch media gallery
http://dlvr.it/RsDnrw

This is how the pandemic is re-designing the future of physical retail

Since the global coronavirus pandemic started almost a year ago, physical retail has been under historic levels of pressure. In the United States alone, some 20,000 to 25,000 stores were expected to close in 2020, more than double the number that did so in 2019. Per the latest State of Global Fashion Index by McKinsey and Business of Fashion. With the pandemic adding to the segment’s woes, many brands have embarked on strategic reviews or have compressed multiyear transformations into just a few months. Over the last 12 months, Nike announced the acceleration of its digital strategy and the reduction of its physical stores’ workforce. Meanwhile Zara, the driving force behind the world’s largest apparel retail group, said that it plans to cut 1,200 stores over two years and invest 2.7 billion euro in store-based digital. Garment factory consolidation cementing worldwide Looking back to February 2020, it can be seen how retail lockdowns started to trigger the crash in sales that resulted in mass garment order cancellations. In a recent report by Forbes, Achim Berg, a Senior Partner at McKinsey & Company and Leader of their global Apparel, Fashion & Luxury Group, highlighted that “We never had consistent store closures in the West except during war.” He described retail in March and April 2020 as “paralysed,” pointing out that the related and sudden avalanche of garment order cancellations by brands and retailers triggered a manufacturing sector disaster in Asia. “Super Winners (the top 20 brands/retailers by economic profit) were in a position to stick to their values and rules. Others had to safeguard some things first, and some behaved in a way they shouldn’t have. That has taken a toll on the production side. Some 10 percent of factories in Bangladesh are expected to not reopen. Consolidation is already underway,” summed up Berg. Brick-and-mortar stores offer ‘human touch’ and potential for modern logistics According to recent research carried out by Ubamarket, over 21 million (50 percent) of British consumers reported that going to the shops or supermarkets in lockdown has been instrumental in combating the isolation and loneliness of the pandemic. “Strategically, there will be an imperative in 2021 to manage commercial opportunities actively and to be acute in picking winning segments, markets, and channel combinations. With tourism in the doldrums, domestic outlets will become more important than ever. We also expect to see a rise in M&A activity as companies take advantage of low valuations and grab share in fast-growing markets,” conclude at McKinsey. A recent session at NRF 2021 conference showcased that retailers and analysts believe that bricks-and-mortar would continue to play a vibrant role. Marc Metrick, president and CEO of Saks Fifth Avenue, said his store’s digital business surged during the pandemic. But the luxury retailer’s business started growing even faster when its physical stores reopened for business, albeit at limited hours. “Stores are still very important,” he said. “Stores are a very important part of the overall customer experience. For luxury especially, it’s theater. To touch, to feel, to experience.” “I was pleasantly surprised by the resiliency of our consumers and how it relates to their desire for fashion. People were buying things at the worst times of the pandemic that there was no functional end use for, but they love fashion, they view the luxury as the comfort food of retail. It was their escapism,” he said. Of similar opinion is Janey Whiteside, chief customer officer at Walmart Inc., who also forecasted that bricks-and-mortar stores would continue to be important. But she noted that there is a robust future in omni-channel services, such as buy online, pick up at store. “We saw the use of services like pickup increase dramatically, particularly as it relates to pickup and delivery of food and other consumable items,” she said. “At the beginning of the pandemic in Q1, we saw a peak of 300 percent growth in those services and four times as many new customers using pickup and delivery services.” Shorter leases, more experiential In countries specially affected by new industry dynamics, such as the UK, smaller units formerly occupied by brands including defunct Arcadia Group’s Topshop or Miss Selfridge, have been easier to let or repurpose than large department stores, like Debenhams. Before the pandemic, chain store closures and a declining demand for retail space caused rents to fall and resulted in shorter lease lengths over the past few years. That was the case of department store chain BHS, which collapsed four years ago, leaving less than half of their 160 stores reoccupied, and around 15 percent repurposed or sub-divided. The reminder have been either completely demolished or left vacant, explain from ‘The Conversation’. “We see brands rethinking store formats and leveraging data and analytics to predict footfall, manage assortments, and built personalized offerings. Flagship stores will be branded as discovery zones and tasked with creating emotional connections with customers,” advance fashion analysts at McKinsey, reminding that “We have already seen Burberry and Nike, as well as digitally native ARIAS New York, invest in hybrid spaces and deploy technologies such as apps and body scans to create more compelling experiences. At the same time, we are likely to see more nuanced assessments of store ROI based on a combination of digital and physical lenses. With companies in China leading the way, brands will engage even more closely with social media to offer shoppers exclusive content and personalized experiences.”
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