Does Gender Equality Exist in High Fashion?

Does Gender Equality Exist in High Fashion?

Let’s be honest: gender equality in high fashion still feels like a distant dream.

In 2025, out of 9 major announcements for creative director positions at top fashion houses, only 3 went to women: Sarah Burton at Givenchy, Louise Trotter at Bottega Veneta, and Veronica Leoni at Calvin Klein. Meanwhile, a viral photo of six white male creative directors working under the Kering umbrella sparked fresh debates: Why is it that in an industry catering primarily to women, men continue to dominate the decision-making roles?

Sure, we have powerful female designers shaping luxury fashion—The Olsen twins (The Row), Grace Wales Bonner, Martine Rose, Catherine Holstein (Khaite), and Yoon (Ambush)—but most of them lead the brands they founded. When it comes to being appointed as creative director at major heritage brands, women remain significantly underrepresented.

To put things into perspective:

• Out of the 30 top luxury brands listed on the Vogue Business Index, only 8 currently have a female creative director.
• At Central Saint Martins, around one-third of students are women, but over 70% of senior design roles are held by men.
• According to the British Fashion Council’s 2024 Diversity & Inclusion Report, the number of female creative directors in luxury fashion is even lower than it was 15 years ago.

Even though names like Grace Wales Bonner, Martine Rose, or even the beloved Phoebe Philo are often fan-favorites for top jobs, luxury conglomerates still tend to favor men when it comes to making appointments. A recent example: Matthieu Blazy replacing Virginie Viard at Chanel, which quietly sends the message, “If Chanel does it, why shouldn’t we?”

So why is this happening?

There’s no simple answer. Gender equality is deeply tied to history, culture, biology, and social structures. For example, creative directors often reach their peak between the ages of 35–45—exactly when many women are navigating pregnancy and motherhood. And unlike other fields, fashion—especially luxury fashion—demands constant travel, overtime, and extreme intensity. Taking 1–2 years off to raise children can seriously derail a woman’s career in such a fast-paced industry.

Phoebe Philo is one of the very few exceptions. She left Chloé in 2006 to have a baby and returned in 2008 to lead Céline. That kind of comeback is rare. Most companies won’t wait.

Another issue is the hiring mindset. When choosing someone for a creative role, decision-makers often go with their gut—“Who feels like the right fit?” And in boardrooms dominated by men, the person who “fits” often happens to be… another man. It’s not always intentional, but men naturally click more with other men in a work setting. That’s just human behavior.

Also, from a business standpoint, it’s risky to appoint someone who might need to step away for a year. Love and admiration for women aside, what brands care most about is profit and continuity. Until that changes, real gender balance will be hard to achieve.

So no, we’re not there yet. And to be honest, I don’t think we’ll get there anytime soon. But conversations like this matter. Numbers matter. Awareness matters.

And maybe, just maybe, change is slowly coming—one show, one voice, one hire at a time.

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