Background
As stated by Menon, (2009). Diversity within the varied segments of the creative industry has been of a major concern. The creative industry consists of media and arts, publishing, fashion, IT software and games and many others. In the UK there is a trend that the creative industry generally employs people from their communities. Such trends are generally more prevalent in the fashion industry. The fashion industry in the UK has a huge market share contributing to almost 6%. The domestic market value of the fashion industry is estimated to be about 66 billion pounds with approximately 555,000 people in employment (Altinay and Altinay, 2008). The fashion industry within the UK includes clothing and footwear and leather goods retail, manufactures and wholesalers. Some of the well-known fashion companies in the UK are Burberry, Next Plc., ASOS, Marks & Spencer and so on. The fashion industry develops goods not only for sale within the country but also for export purposes.
A recent spark in criticism row over racism in the fashion industry shows that composition of employees, models and other people involved in the industry do not include black and minority ethnic groups (BME) groups in the UK (Gbadamosi, 2012). The scope of the current study includes recommendations to bridge this gap of ethnic racism within the fashion industry in the UK.
The official statistics of the British Government show that white men in the creative sector are dominated by women, less than 40 percent of jobs, although the gap is diminishing in architecture and design. The economic growth of the Digital Culture, Communication and Sports (DCMS) published in late July was strong but also highlighted the lack of racial and gender gaps (Kaiser, 2012).
It has been shown that the creative industry, one of the eight DCMS sectors, has been the strongest employment rate in the last five years. DCMS statistics also showed that workers in the sector were mostly white. Of all jobs in the DCMS sector (without tourism), they account for 88.8 percent of the jobs of these white ethnic groups, representing the total United Kingdom population (88.2 percent). This ranged from DCMS sectors, from 93.0% to 84.9% in sports (Lucas, Deeks and Spracklen, 2011). In 2016, BME’s (Black, Asian and Ethnic) staff used only 11 percent of the 32 422 people in creative industries and grew 5.8 percent in 2015. From the design and fashions of nine sectors, BME employs the largest growth areas, an increase of 49.2 percent in 2015 and 2016. Huge but still only 8.7 percent 160.00 Hundred of people are designers and fashion designers. DCMS members, Verity, are 6.7 percent of jobs – they would be in danger if the Brexit immigration brings more control.
Prevalence of more white population within the UK creative industry, especially the fashion industry has led to criticism. This could lead to more ethnicity-based discrimination and create a wide gap between people from the black and other ethnic background and the whites (Peacock, Gladwin and Morrow, 2012). Ethnic-based discrimination in an industry can have an effect on other sectors of life as well, creating a disparity in income and representation of the community. Though the black and other ethnic monitory forms a sizable portion of the population, there remains unfair amount of representation. The scope of this project is, therefore, to recommend steps that can help overcome discrimination with respect to the community in the fashion industry in the UK.
Rationale
Research Aim: To recommend steps that can understand BME group representation within creative fashion industry of UK’s.
To attain the above research aim, the following research objectives have been designed.
- Research Objective 1: To analyse diversity issues of BME presentation within the fashion industries
- Research Objective 2: To analyse the employment share of BME within the UK fashion industry
- Research Objective 4: To recommend ways to overcome ethnic diversity issues within the UK fashion industry
To attain the above research, aim and objectives, a thorough research methodology has to be followed. The research procedure will follow positive philosophy procedure with secondary research methodology. The methodology has primarily interpretivist, indictive and qualitative in nature adapted throughout the study. Concepts have been primarily guiding factor that allowed arriving at the results of the study. Two interviews have been undertaken for this study so that views regarding black and ethnic minority in the fashion industry can be understood. Thereafter a inductive analysis has been followed to arrive at the results of the study. Clear data collection and analysis technique has been provided for accomplishing the goal of the study.
The report is organized by starting with introducing the topic, thereafter discussing the concepts through the literary framework, a methodology for the study and then going to findings and discussions for the same. A conclusion and recommendation have been included in the study. The study gradually progresses by way discussing concepts regarding black and other ethnic minority groups, then the challenges faced in the fashion industry in the UK is discussed.
Figure 1: Organization of the Report (Created by Student)
Introduction
A literature analysis includes an evaluation of relevant concept and theories for the study. Creative industry has faced many issues related to workforce diversity, for which varied concepts need to be evaluated. In the current study it is important to discuss regarding the various concepts related position of the black and minority ethnic group, diversity in creative industry workforce, BME workforce in the fashion industry and exploring various recommendations from several recommendations from varied sources so as to arrive at a set of recommendations for the fashion industry to include workforce diversity.
Analysis of Creative Industry
The UK creative industry has strengthened its position in the field of work. The creative industries in the United Kingdom consist of different sectors. Employment growth is four times higher than in the United Kingdom (Wessendorf, 2013). The creative industry currently operates around 2 million people, 5% more than last year, compared with the highest digital, cultural, Mass media and Sport (DCMS) of 1.2%. Besides the general trends of industrial occupation, the creative industry in the problems related to the lack of employment on the diversity front. The BME creative industries (black and minority) have grown from 2015 by 15%, which have grown in the British business for more than two and a half times. BME’s introduction rose from only 40% in cinema and television, almost 50% in design and models. These positive data is that the British creative industries are good at all. The creative economy is a British heritage and plays an important role in the formation and changing of observations at home and abroad. The fashion industry in the creative industry in the United Kingdom has a great workforce.
Aims and Objectives
Figure 2: Creative Industry in the UK (CIC Retrieved on 2nd September 2018)
Cinema and TV business in Yorkshire and Humber in the UK and the increase last year is 40%. In the Northwest, advertising and marketing continue to grow by more than 20%. The Manchester and MediaCity centers, such as Salford, have been competing across the world in this sub-sector. Smallbone, Kitching, and Athayde (2010) say the Midlands continues to develop as a design and fashion design centre, a 66% increase in West Midlands jobs and 54% in the Middle East. There are several world fashion brands and forms for management and design courses in the world. Fashion entrepreneurship has increased tremendously in the UK in the past decade.
Figure 3: Employment of Creative Industries (News Retrieved on 2nd September 2018)
Fashion industry consists of a sizable employer of the UK’s creative industry. With most fashion houses belonging to the white, there has been a trend to employ mostly whites. The BME community is an increasing population in the UK (Cantle, 2018). The community not only comprises of employees but due to their hardworking characteristics, they also constitute a sizable portion of the consumers. Fashion products from manufacturing, retail and wholesale can be best undertaken in presence of an ethnically diversified workforce.
Black and Minority Ethnic Group
The Black and the Minority Ethnic (BME) consists of three conditions, giving each other and recognizing historical, political and social movements depicting people belonging to minority groups. They are optimized for color or nationality. Andall (2017) expresses the concept of “black” that was used originally in African additions and has changed many interpretations and observations. Since 1950, it has been biologically described as “black” with a very dark tone. Initially, he was replaced by Africans or “Black”, “Black” people and other exceptional events. The word “black” has a positive role. Next and North American citizenship is just an expression referring to people who are suffering from white racism but have also been able to encourage blacks who know each other. In the United Kingdom, there were a few companies with “black” political and social roles, against people and the population and against anti-violence minorities (Baggio en Papyrakis, 2010). Currently, the registration of ethnic / Caribbean ethnic classifications and other groups, including Asians and Chinese are based on nationalities such as India, Bangladesh, and Pakistan. Size or Nationality of Black is not a sign of skin and refers to people with different pigments in the skin. However, the word “black” was always disputed by the “visible” and “invisible” members of the minority groups representing the government’s political mandate with BME that the matter of this study was approved and refers to companies in Africa, the Caribbean, Asia, and Africa. Other “visible” minority communities are racism.
Labour Force Diversity
One of the biggest advantages of fashion is the opportunity it offers. The fashion industry refuses to work in four general categories, such as materials, factories, development and retailing. Changes in the sludge industry can be considered as gender, age or ethnicity. Reimer (2009) points out that the age and gender of the population are between 16 and 64 years of age. The British analysis of the fashion industry by sex shows that the British fashion industry is using women in the rest of the economy. The analysis of working conditions assumes that 71.6% of British workers work for women, and 50.3% are unemployed and 46.8% workplace at work. Every third person wearing a coat is a woman. As far as ethnic origin is concerned, the work of the British fashion industry is absolutely comparable to that of the rest of the world. The economy of the United States economy is generally different at the national level (Ram and Jones, 2008).
Overview of the Research Methodology
Overall, 86.1% of fashion workers are white, less than 88.7% of the working population. The British fashion industry faces diversity issues related to ethnicity. This is mainly encouraged for receiving, which leads to a sharp increase in long-term unemployment.
Analysis of employment trends in the British fashion industry depicts various trends along with ethnicities. Data shows that British workers are very young and predominantly female. The economy of the United Kingdom has had a positive effect from the same. Social benefits, which should not only be taken into account with regard to the additional occupation. The first effect is particularly important in the current situation of the British economy. O’Brien and Oakley (2015) provide that the large increase in long-term unemployment among young people has been a major concern of policy-makers. Another problem is the indirect impact on older workers in the textile and manufacturing sector. In any case, over 60% of employees are over 40 years old. The sector needs luring young people into the fashion industry when the UK retains its abilities. With an ageing British population and increasing number of immigrants and BME population, the fashion industry has opportunity to intake young and energetic workers from BME population. This can provide fair representation of the BME population in the fashion industry within UK.
UK employment equality laws
Employment laws in the United Kingdom are stringent and companies within the country must abide by such laws. The laws aimed at prohibiting prejudice in the workplace and protect against race, age, gender, disability, marriage, religion, civil partnership, religion or belief and sexual orientation discrimination. The Equality Act 2010 aims at removing discrimination in education, private goods or services as well as in public services. Discrimination laws have been criticized often as discriminants claims are often blind in nature. Tatli (2011) states that there might be cases of positive as well as negative discrimination; in case such discrimination arises then supplement acts are Protection from Harassment Act 1997 and Trade Union and Labour Relations (Consolidation) Act 1992. Disputes are resolved through discussion with the employer, through advice from a solicitor or ACAS or from the Citizens Advice Bureau. The UK employment and labor laws are totally against discrimination and legislation in the UK accept fair and equal representation among all communities.
Barriers to BME diversity in UK fashion Industry
When assessing the relevant factors in the BME community, it can be understood that they are lagging in comparison with the white community. Atewologun and Singh (2010) argue that although people from the community participating in higher education or training in fashion technology lack leadership skills amongst them. Depending on age and disability, ethnic and racial diversity is an audio-visual issue, such as colour or focus on workers’ skin. There is an analysis of the relationship between public reaction to race and ethnicity on the screen and screen with sorting options, especially for BME sources. Tulloch (2010) provides that people with disabilities, the fashion industry to continue to deal with ethnic workers’ problems in the BME, reproduce existing concepts and ethnic decline and prevent real racist or ethnic through integration into its field.
Organisation of the Report
Population census of the United Kingdom, Asia, and minorities (2001) amounted to 4.6 million, which comprised of 7.9% of the population. Since such time, the UK has grown by almost 6.4 million. People Half (42.3%) live in London. Minorities are West Midlands (12%), Southeast Asia (9%), Northwest (8%), and Yorkshire and the Humber (7%). In some regions, minority groups are faster (Kafai, Cook & Fields, 2010). According to an Interfocus survey, in 2011, There are Black and South Asian citizens. White areas like Birmingham and Leicester. Based on 2001 Census, 2% in England and Wales in India, Bangladesh, and London (33.4%) was 0.5%. Black Caribbean, 0.9% in Black Africa and 0.2% Black. China’s population is over 0.4%. Population, more than 2% – Westminster, Cambridge, London, and Barnett (Interfocus Survey, 2011).
The diversity of the fashion industry is usually divided into two groups. Firstly, actions often result in inappropriate reporting groups as it improves the existence and growth of individuals in existing industry paths. Secondly, they are trying to transfer significant barriers to the industry. These efforts are often at the strategic level. Increasing the power of text groups is a key area that is in line with the lack of diversity in labor markets. Most are in the form of educational programs that help people with talent, resources, and resources. BME is more likely to develop and socialize in a significant socio-economic status and cultural distances of the white middle class. BME employees are less likely to play in the fashion industry. This will probably stimulate social capital that facilitates a fashion career. BME employees know their exclusion as a sense of race-based discrimination, which is also widespread among fashion designers (Mercer, 2013). It is important that ethnic and tribal studies continue to be analyzed by the British Black and the Asian Caribbean. Such a perspective is predominant in the UK. But narrow Outlook policies are likely to be limited in a carefully structured way to include modern British ethnic affairs.
Conclusion
The UK fashion industry contributes tremendously to the total GDP of the country. It also amounts to significant amounts of exports. Description of the importance of the fashion industry within the creative industry in the UK is due to large number of the workforce employed by the sector. Literature analysis reveals that the existing challenge related to BME workforce in the UK is widespread and prevalent. The community not only lacks leadership skills to take up challenging roles in the fashion industry but also lacks the opportunity to participate in the sector. Aligning with the research question, it can be said that concepts and factors which affect ethnic workforce diversity in the UK have been evaluated. There is a literature gap which can directly provide a recommendation in order to overcome the challenge related to the ethnic diversity of BME in the fashion industry.
Introduction
Research methodology is one of the most important factors in the implementation of a work and therefore requires a great deal of attention. In this research area, the researcher has implemented a point-of-point presentation of the research methodology to effectively complete the study and ultimately achieve the objectives (Hughes and Sharrock, 2016). Initially, the chapter includes various aspects of the research methodology and then provides reasonable reasons for choosing this method to complete this research.
Literature Review
Research Approach
The research philosophy controls the entire research structure. A researcher has the freedom to choose the philosophy of epistemology, ontology, rhetoric, interpretivist and axiology. Epistemology is the study of knowledge, which means that certain aspects of reality take place, and it tries to find out what is known and how it is known, and ontology centre is linked to a problem. The rhetoric considers the basic points and evaluations of each topic, the investigation, and understanding of the results (Sekaran and Bougie, 2016). Axiology’s philosophy of this aesthetic research field works as a researcher who tells the world or foresees or understands the world. For examining this research problem interpretivist procedure has been used. The qualitative approach is usually selected by the researcher. Reasons are common to understand reasons and underlying motivations. The scholar has adopted interpretivist, indictive and qualitative procedure for arriving at findings related to the study. It gives information about the problem or helps to develop ideas or hypotheses (Neuman, 2013).
However, quantitative research is used to quantify the problem by creating numerical data or data and has not been adopted in this study. The deductive method is based on more general theories for more specific theories. The inductive approach begins with observations and specific measures, beginning to formulate some preliminary hypotheses that the researcher can investigate and notice the order and orderliness. The scholar has selected interpretivist procedure for analysing concepts related to the BME in the UK. In order to arrive at findings for the study, the scholar has assimilated various concepts using the deductive technique for representation of BME within UK fashion industry.
Research Methods
The research design is an operational research process and should be considered prior to selecting an appropriate research method. There can be four types of research design such as exploration Research Design, a descriptive research design, explanatory and exploratory research design. The use of a specific research design depends on the problem being investigated. The purpose of the preparatory study is to collect the preliminary information. The described method allows you to work with a variable depth. Descriptive research is often used as a pioneer in quantitative research designs. The estimated research uses statistical models and forecasting techniques to understand the future. In this case, a descriptive process for various phenomenon observed in the UK has to be followed.
The process of collecting information and data to conduct a successful research. The method may involve several research techniques and may include primary and secondary information. Research method might include varied types of research tools such as observation, questionnaire, interview and focus groups. A scholar might select from amongst the various research tools available. For this current study, the scholar has selected interviews to obtain feedback from respondents. There are 2 interviews which have been conducted. These two interviews and provide insights into the topic and have several data which has been used for arriving at findings related to the study.
Data Collection
Data is usually collected in two known ways primary and secondary ways. The primary data source is data collected from the first-hand basis. Whereas secondary data sources compiled from previously published sources are legitimate (Vivilaki, 2008). Primary data for the study has been collected by two interviews conducted with participants. Secondary information has been derived from journals, books, magazines, newspapers, government newspapers, newspapers, and internet publications. Moreover, the study has made use of mostly qualitative data and quantitative data has been not been taken into consideration. Through interview and secondary data research also, the study was aimed at the adoption of qualitative data.
Data Analysis
The qualitative data obtained from the interviews were analyzed using a descriptive analytical method. Secondary data that was obtained from journals, articles, websites and books and other sources had also been analyzed descriptively.
Ethics
The study had followed an ethical procedure so that there are no ethical implications for the same. An ethics form is attached in the Appendix 7.4. In order that the study follows ethical procedure, the below-mentioned procedure had been followed;
- Interviewers confidentiality has been maintained and security of information has been kept intact. Their names have not been disclosed in the study and secrecy of information has been maintained. The data will be stored in my personal laptop for a period of 6 months, till I am able to arrive at findings of the study.
- Participants helped on their own initiative and participate fully in informed consent is involved in the study.
- The scholar had explained the purpose, scope, and purpose of the study prior to taking part in the study.
Reliability and Validity
The study has made use of limited resources because the sample studied here is very small compared to the actual size of the population. This fact leads to the fact that the test cannot be considered a true representative of the whole population.
Introduction
Based on the literature review and interview undertaken for the study, there have been various findings arrived at.
Finding 1: BME in the UK fashion industry ways to Increase in Intervention
Measures to change industrial practices are less widespread, often at the political and financial levels. It should be noted that audited countries do not include organizations and that these systems are often organized and organized. Many experiments show that it is unlikely that the effectiveness of the public opinion assessment is limited. The interviewees are of the point of view that the main factor is the lack of workplace diversity and lack of self-esteem. A variety of active lives did not provide a trust system that supports subgroups and allows for a gradual reduction of workplace diversity (Mears, 2010). Repair functions each group must be in the right direction. However, they do not meet the common challenges that contribute to the biodiversity of the fashion industry, such as the uncertainty of working time or the prohibition of income. Strengthening initiatives must be complemented by a systematic approach to the implementation of sustainable and sustainable development. The improvement of many forms of labour market diversity in the fashion industry has had many positive results. From the point of view of both the interviewees it could be understood that they faced the issue of ethnic representation of BME in the fashion industry. Though they had suggestions regarding ways such challenges could be overcome, intervention was not suggested by them. But this finding has been discussed in consistence to the literature review to provide broader aspects in overcoming of the issue.
Finding 2: Barriers to ethnic diversity in the UK fashion industry
The main purpose of this study is to identify the British fashion industry and evaluate its contribution to the United Kingdom. At first, this is a study of economic impacts, but this analysis leads to a broad range of future research, political or communication areas (Wright, 2013). The benefits of the industry in terms of growth, success, and contribution to the economy and society of the United Kingdom. There are some obstacles in the fashion industry in the United Kingdom, which creates an obstacle for the BME community to define its own position and become clear. Suggestions suggested reflecting the information combination collected during the interview. The process, the analysis of related literature and the careful study reveal various interventional strategies that can be used. The purpose of these interfaces is to encourage and encourage new developments – a unified, successful, inclusive and inclusive industry, which fully contributes to the economic and cultural life of the United Kingdom. Both the interviewees agree to the presence of barriers faced in the fashion industry in UK.
Among companies and operators, the difference could prevent young people from different communities to be accommodated in the British fashion industry (Bridgstock, Lettice, Özbilgin and Tatli, 2010). Promote commercial content in modes, because there are signs that British young people are not fully aware of the diffusion and scope of the British fashion industry. As a result, the sector faces a lack of capacity in areas such as design and store. Regarding business committees, more detailed and coordinated campaigns can reinforce and eliminate diversity in diversity. These initiatives will help show career routes in the fashion and youth industry, especially employment. Objections can be highlighted. This could help to balance current skills, resulting in more surplus for those looking for a career as a designer. It would also be useful if the college courses in the fashion industry include a more profound spirit. London Fashion College offers modern EMBA design of 2011 and their success and efficiency must be monitored and built.
Promote partnerships to help business growth in labor diversity One of the most effective models of fashion companies is the creative potential of a designer with a business partner. This association is among the world’s most successful coasts, such as Gucci, LVMH, Burberry, where a strong sales partner performs the work of the designer (Olfert and Partridge, 2011). Not only allows the companies to successfully assign a significant amount of creative investment to the designer as business challenges beyond their abilities are removed from your list of activities. It requires two-level support that encourages business graduates to look at this collaboration. Opportunities such as career opportunities and improvements in the future of business, and motivations for such an agreement. In addition, local business associations (LEPs) have specific advice or administrative support, and other agencies should have better information on stores. The combination of these tools can help reduce the current high percentage of small stores that fell in the first year of activity. The finding has been derived from interviewee point of view, as they too expressed the need to adopt steps to overcome these potential barriers faced in the industry.
Finding 3: Lost Opportunity
The lack of BME in the fashion industry works on this basis diversity problem, not only from the point of view of equality. The underlying assumption is that BME workers often possess a variety of gifts of creative workers. The unavailability of talent the appropriate creative role of the industry. The opportunity to earn income is another major lost opportunity for the BME community. Lack of their participation in the fashion industry and other creative industry creates a disparity in their social status which leads to the creation of disparity amongst them. Findings from interviewees point of view reflects that most of the people within UK fashion industry have opportunities lost, which they are not able to take advantage from.
Discussion
The above-detailed finding regarding the study has provided an opportunity to discuss the various impacts that can be generated from workforce diversity. This leads to arrive at the discussions regarding the study. Recommendations must be included that can create an opportunity for BME related diversity in the fashion industry. Below is discussed some of the opportunity that might be created from accompanying BME diversity and by providing them equal opportunity in the UK fashion sector.
Workforce Diversity and Company Performance
The analysis revealed statistical links between the groups of flexible guides and better results. People who work in the sexual sciences have 15% of financial assets above the national average and ethnic neighbourhoods are 35% more likely to produce the average national industry’s performance; and the foundations of sex and sex. The national group is less likely than the average economic advantage. A wide variety of reports shows that these relationships can explain some of the problems that can be applied in Britain. They are part of an attractive staff; the strength of women and ethnic minorities increases and increases a talented group.
Other factors increase customer attention, women and minorities play a key role. Consumers are an integral part of women who consume constitutes 80% of the buyers in the United Kingdom. Homosexual men and women have an average family income, almost 80% above average. Increasing employee satisfaction is another aspect in which diversity adds employee satisfaction. Reduce conflict, improve cooperation and loyalty can enable a better solution which can add improved variety, innovation, and innovation. They differ to create problems to resolve them. To improve the image of a company, social responsibility, even the most important countries have legal conditions, the equality in the British law of 2010. The largest operation of the company adjusts the financial performance of the company or informs us of other underrepresented groups. The fashion industry differs from other characteristics, the size of the company, the organization, the methods of work or negotiations. British research has been carried out to demonstrate the positive business benefits of diversifying employment in the creative industries. Given the adaptation of ideas to the diversity of cultural and cultural factors, the creative industry confirms that the creative industry sells ideas and materials and that products can benefit from a greater diversity of other societies. This will help to understand different people. However, it is interesting to note that creative diversity cannot be achieved. Obviously, diverse work is growing. The review of the literature to evaluate the diversity of commercial and commercial activities. It is assumed that the diversity of work seems to be greater.
Policy Initiative
In 2015, Prime Minister David Cameron tried to bridge the gap between BME and British white workers 20 percent of the target in 2020 was a controversial demographic change. He provided the fight against “incorrect unfairness” as different groups face, including low-income families and disadvantaged young people. Although the history of employment, work, quality and quantity of work is a problem and is analyzed by the government and a low level of productivity in stopping the UK (Taylor, 2017). Strategies developed for government technology, industrial, where high productivity. The third difference between Great Britain and other European countries can be represented in the retailer, hotel, and restaurant. With an emphasis on this area, can help them help employers to combat employee poverty. Consulting newspaper shows a growing interest in the development of the economy, which benefits everyone, including people with low incomes, and create safe jobs and opportunities Education and development But political challenges remain, it can be depicted one in eight UK workers is living in poverty and the compensation system is confused. Even if a universal credit is a progressive worker, the risk of over-indebtedness, displacement, and violence against people must be used after the first payment.
The promise promotes the benefits from 2016, with the rise in inflation, high housing costs and labor costs. Editing family income and increasing the risk of poverty for many. The government commissioned McGregor-Smith to change BME talent and progress at work. They believe that BME’s employees in the labor market with improvements are fully represented. The development of a low levy will lead to their availability. The best work will benefit the United Kingdom economy at 24 billion pounds a year. Supervision of employees and the politician of the government began in 2016 to recognize the differences in racial, 2006, the results of all public services, including recruitment, would be useful. However, data on national level observers at the employer level are important for the promotion of employment. Exceptions are uneven in nature.
Poverty and unemployment amongst BME
The number of poor people varies among the British ethnic groups. In addition, poverty eradication is particularly difficult and citizens in the Caribbean, Africa, and Pakistan remain in poverty, 23%, 24%, 31% and 37%. This corresponds to white groups of 13%. People living in poverty live more often in social housing, are young, deserve and get unemployment and a greater risk if they are first-generation immigrants. Even BME groups are usually higher than white groups, poverty rates are different, although some white British groups are higher. For example, a Romani / Irish traveller knows the highest unemployment rate for all ethnic groups. EU immigrants also have a median income. These variants have several controls. Although the employment rate is high in all ethnic groups, unemployment remains particularly high. Although the rate of failure is calculated in all groups, they are still higher.
Employment features include some ethnic groups focus on low, bad, often insecure salaries that are poorly performing. The salary level covers the lowest wage levels of Pakistan’s ethnic groups, regardless of where you work. In most cases, BME teams are qualified for their work. Employment in Britain has been the largest in the 1970s since the Alto 74.9% (May 2017) and unemployment is at its lowest since the 1975 employment rate for the white population for ethnic minorities and 0.5% from 2014 and over 670,000 BME employees. Since 2010, employees have been active. The groups report a significant increase in employment. For example, Pakistani groups in Bangladesh and Bangladesh have suffered strong growth in employment for both men and women. Unemployment of BME groups remains high and figures hide huge differences. in different ethnic groups. For example, unemployment was 4.8% vacant, 11.5% in Pakistan and Bangladesh and 14% in black. Gender differences are also important, for example, the level of unemployment, especially for white and black men, but not for Caribbean women. There are also big differences between the place of residence. For example, in the United Kingdom, regions with access to the labor market are particularly difficult for certain groups. In some areas West Midlands, unemployment rates in Birmingham, Pakistan (18%), sandwiches (18%), unemployment rate Walsall (17%) and Dudley (16.6%). Hackney (21%), Chelsea (18.7%), Lambeth (18.5%), Hammersmith and Fulham (18%) and Islington (17, 7% including Birmingham, India, Pakistan, China and Africa) (50% in Kingston, 50% in Purseck Dorset) Committee white / black Caribbean mixed (32% Wolverhampton) and African groups (34% Liverpool) If People’s lives, BMP, risk is important to assess access to the labor market, unemployment does not seem to be associated with population density Although the Black Peoples of the Caribbean and the unemployment rate of 21%, for example, Hackney, London, the highest national average is also the risk of unemployment in South Wales and Cornwall,
Emerging issues
The importance of increasing the level of education of BME beneficiaries helping to prevent poverty. Others are probably BME groups too high for positions that work and less likely to be good at the university level. 40% of Africans and 39% Bangladeshi officials were too qualified to perform their duties, compared to 25 percent of white workers. In general, the school success chart is one of the successes with. At the age of 16, he was shortened in time between the majority of BME and Caucasian children. Indian and Chinese children continue to surpass all ethnic groups at all key stages (Letki, 2008). But the influence of low income and wide environment among ethnic groups, and the difference between whites was considerably high. Distribution of benefits, and for black Caribbean students who are starting well in scientific facts. It is possible to use pre-coloured joints, but it is also used to change the school career. While most BME groups start higher education 29% in 2015/16, they experienced high underemployment as graduates.
In 2011/12, 24% of learning requests were made by people with BME, but only 8% were successful BME groups are twice as likely to be associated in a region of high deprivation with skills for poor adults and for those who do not have. Odds are in economically weak areas. There are high rates of low qualifications.
Participation in certain groups 25.4% of Bangladesh’s inhabitants are qualified professionals in no way compared to 16.7% of the majority of the white group. Low English skills can increase and last longer than continuous earnings. In the 2011 census, 1.3% of the population said they did not speak English well and 0.3% could not say anything. There is a great reconciliation of the promise of a promise Knowledge of English in migrant communities. The ESOL Competency Budget reduced from £ 203 million to £ 104 million in 2014/15 in the 2009/10 season. There is no national strategy to offer ESOL in England (Maylor, 2010). In case language skills are weak. The labor market is limited, but it is necessary to increase and activate the ESOL classes to improve them.
Improving counselling for people in wider workplaces, better pay and better development opportunities are one way of getting insecure and low paid jobs by some BME groups. Employment aid providers play an important role, interaction with long-term unemployed and inactive but with working people not paid at home people. At the national level, the presence of using DWP, by learning more about the impact of universal loans on people could provide a link to the labor market. These include particularly vulnerable groups, such as new immigrants. Considering regional and local work, possibly including mayors. Support for employment, counselling, and responsibility for services. Population and employment opportunities. Thus, there have to be Beneficiaries of employment aid, labor centres, and employment services Counselling and assistance to high-quality work for the needs of local employers and Plans for economic development advice on the quality of the careers of local employers, information common learning opportunities with schools and universities. To support organizations that support work different BME groups in the local area. Recognizing that job promotion should focus more on access and progress than on employment. By simply eliminating the benefits of Employees, Jobcentre Plus and Employment Advisers. One should focus on paying people with low wages to better paid, better jobs. The counsellor will assist you in helping your clients work. This may include providing consultants (Moore & Rees, 2008). Access to training and support as their role is more concentrated on them. unemployed at work, sometimes in any capacity. The following practical solutions apply to new immigrants and English fighters Competition, personalized counselling, which combines employment aid with information. Eligibility for benefits can be very useful, Use of existing practices such as West Midlands information activities with evidence. The success of the Ethnic Minority Awareness Program to promote Jobcentre Plus Flexible Employment Funds and BME
Conclusion and Recommendations
The UK creative industry is a fashion industry, film, and television, multimedia art, publishing, information technology, and games, etc. Employment with diversity Employees is important for many reasons. Employers of creative industries in each industry are concerned about their own community. While analysing findings related to research aim, regarding challenges faced in the fashion industry in UK, it was understood that creative industry does face ethnicity representation related challenges. However, the diversity of the British fashion industry was a big problem. The fashion industry is developing dynamically, and a major change has taken place over the past ten years. Changing the traditional fashion industry is indispensable for many skilled workers. The UK fashion industry can be described as racist and has been a great news of the ethnic form of fashion designers. The current field of analysis assesses the amount of literature and develops appropriate methods to understand the diversity of the British fashion industry. Analysis of findings from the interviewees reveal that there prevails lost opportunity and several barriers in relation to ethnic representation within the fashion industry.
Literature shows that the British fashion industry is dominated by British people who are less receptive to other communities. This led to the employment of ethnic origin. The secondary research method was then applied to the results of the study. The secondary study was conducted by two interviews that addressed the subject in detail. From the second objective of the study, the scope of representation of BME within the UK fashion industry has been discussed. The results and detailed analysis give us the opportunity to make recommendations on the challenges of the fashion industry. Discussions and results show that diversity differs from the diversity of UK labor law. The challenge is also the ethnic background skills and knowledge. Therefore, the UK legal class must take up a serious challenge and the fashion industry can develop measures to receive a variety of ethnic backgrounds. Thus, in relation to recommendation objective defined in the initial part of the study, such procedures have been developed.
There are currently significant differences in the number of employees in the fashion industry. The diversity of employees within the industry is limited. These restrictions are aimed at exploring diversity. To be a concrete example, if there are few groups in the world, such as the production of films with people with disabilities, researchers have difficulty finding empirical cases to investigate the company. There are two challenges in this area, need for more research, implying increased investments in research and development require resources. This requirement is particularly difficult to check only for limited medium and large employers. Tests and positive practices that can improve resource diversity and take risks and in case they form a significant part of British control. The diversity of stakeholders is a challenge in terms of both practical costs and transactions. Consequently, the following recommendations were formulated as an urgent need for coordinated efforts and the efficient use of resources. Other ideas and initiatives to increase biodiversity in the UK
Improve research quality and demonstrate consistent and sectoral monitoring of international comparability. These efforts groups are likely to be carried out in cooperation with experienced academic or industrial organizations. More intensive integration of quantitative and qualitative research. On a smaller scale, qualitative research provides a thorough analysis of statistical practices, processes, and processes. Then examination of reliable job statistics can be done. Adaptation or motivation is recommended through convincing or persuasive intervention. The diversity of attitudes and diversity management culture. Improvement of cooperation between universities and methods of industrial research and research. It improves access and dissemination of information. Creating a lot of databases for intense work, description, and evaluation of diversity, preferably initiative. To increase the diversity of employees, one can familiarize yourself with the relevant industrial practices. Establishment of the Intergovernmental Finance Program financed by the State Treasury. Such a funding program could provide targeted research capacity that organizations cannot afford. R & D in England, culture, and art at the project level. Considering the stakeholders involved in biodiversity and skills created in the UK, they provide a better understanding of employee diversity and development potential. Industrial organizations and associations play a key role in improving research and research methods. Shareholders control companies, organizations, teachers, scientists and so on. They have different resources, impressions, skills, interests and goals, sectoral culture. The diversity of attitudes and culture of diversity management. Improve cooperation between universities and industrial research methods and research direction. Improve access to knowledge and dissemination of information generate a national and periodically updated database of the diversity of labor market studies. Create a practical database of intensive activities, description, and assessment of diversity, preferably initiative. To increase worker diversity, you can study relevant industry practices. An intergovernmental funding program that funds initiatives and projects that are important to employee diversity and research.
Such a funding program provides a specific research capacity in a field where many companies or organizations cannot prepare for or intervene in exams. The program can be configured using a digital R & D database in England, culture and art are rewarded in a project competition to fund sectoral / research alliances and facilitate learning between projects. At this time, particular attention is paid to the diversity of British industrial filter workers. Given the diversity of communities involved in biodiversity research and the skills we create, the UK will be able to better understand the diversity and potential for development of workers. Industry organizations and associations play a key role in improving research and research practices. As shareholders (research companies, organizations, teachers, researchers, etc.), they differ significantly in terms of size, resources, impressions, capabilities, interests and goals, sectoral organizations such as BFI. They are particularly involved in mediation and strive to make a difference to the situation in the UK.
The study was aimed at covering various integral topics related to BME representation in the UK fashion industry. Starting from defining of BME to explaining the representation in the fashion industry and analysing their barriers in the industry. Analysis of various factors leads to the limitations of the study as highlighted below;
- The study has been conducted in the UK and does not include any other country. Meaning the scope of the study cannot be applied to any other country a separate study has to be conducted. The study is thus limited in nature as its scopes extend to the UK only.
- The study does not consider the presentation of other communities and only concentrates on BME. The study could not include a representation or analyse barriers relative to other communities. BME includes diversity of characteristics, culture and backgrounds hence variables in the domain would be extensive in nature. Hence, incorporating such a detailed study it was not possible to conduct more analysis related to the same.
- This study has been conducted using two interviews only. Due to lack of time and budgetary restriction, it was not possible to undertake extensive primary data research. Though there are two interviews that have been undertaken for the study, yet there is no collection of data and its analysis to arrive at facts and findings related to the topic.
- The recommendations provided by the study does not include extensive coverage. Meaning due to lack of primary data collection and its analysis, the recommendations developed could not be extensive in nature.
The study has concerned itself only with the evaluation of diversity in the UK fashion industry. Apart from the BME community in the fashion industry, there are prevalent other challenges, which the industry is facing. The scope of this study can be further extended to include quantitative analysis and including primary data for the work. In case primary data is collected and such data is analyzed then it can reveal the actual employment status of BME in the UK fashion industry. Thus, in future work, more recommendations can be made which can be applied to reveal better scopes of improvement for the BME sector.
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