Inclusion Hero Of The Week: Harlem’s Fashion Row And Brandice Daniel

Have you ever wondered why there wasn’t more diversity in high fashion? This week’s inclusion hero, Harlem’s Fashion Row (HFR) Founder and CEO Brandice Daniel, wondered the same and found herself on a mission to bridge gaps and change the landscape of offerings in the fashion industry. I selected this week’s hero because I was excited to recognize, amidst yet another exit from DEI, a deep commitment to inclusion and continued passion for bringing others along. I recently interviewed Daniel about her leadership journey, touching upon inclusive Leadership and what it takes to be a trailblazer in the fashion industry. The company’s origin story dates back to 2007 when Daniel’s idea for a fashion show evolved into a bigger mission to close the gap between black designers and retailers in the fashion industry. Since then, HFR and Daniel have thrived for the past seventeen years with collaborations that include Nordstrom, HSN, H&M, and more. The future looks bright as more retailers embrace partnerships with HFR.

Below are several highlights from the conversation that feed into making HFR and Daniel an inclusion hero to learn from.

Leaders Who Appreciate the Value Proposition For Inclusion Will Create Impactful Legacies

Daniel, originally from Memphis, Tennessee, says her upbringing and exposure to segregation have prepared her to navigate non-inclusive spaces. She’s cracked the formula for integrating diversity and business as complementary strategies for sustainable growth. Modeling this approach through the HFR journey has caused Daniel to be an influential voice in the fashion industry, and she sees herself as a bridge to further expand the ecosystem of opportunities for designers. Daniel says that if you have a diverse consumer base, you must serve all of your consumers, which means you have to be inclusive. Similarly, many growth opportunities exist for those who have yet to embrace inclusion. Daniel’s differentiator is that she understands businesses need revenues to survive and can seamlessly mix those insights with inclusion benefits.

Tips Inclusive Leaders Can Take Forward:

1. Look inward to upbringing for lessons that can drive passion around inclusion. What was learned or not learned that can create unique opportunities for inclusion?
2. Expand mindset towards growth to allow new ideas to flourish and influence others to embrace the vision.

Commit To The Transformational Journey For Inclusive Leadership

There are key tenets to thrive as an inclusive leader. In past articles, I’ve highlighted research around the signature traits of Inclusive Leadership, which include curiosity, courage, cultural intelligence, commitment, and more. Daniel aligns with this research, citing advice for those aspiring to be inclusive leaders. She says curiosity and openness are key. Take, for example, the opportunity to innovate through a wider base of people, which yields significant dividends for all involved. When Daniel first started HFR, she recalls tapping into many people to achieve her vision. She was vulnerable about asking for help and being thankful to those who said yes and helped her to grow in areas where she lacked the skillset. She says that vulnerability still serves her today as she embraces new business expansion opportunities.

Tips Inclusive Leaders Can Take Forward:

1. Continue to work on growing inclusive leadership skills. Starting with curiosity will build connections that expand conversations and opportunities.
2. Ask someone new for help and be willing to embrace new insights even if uncomfortable.