In the five years since the pandemic, fashion and beauty workplaces have undergone seismic change. Amid mounting economic uncertainty, geopolitical instability and the ongoing climate crisis, a workplace reckoning is underway. Employees are re-evaluating what truly matters at work and for many, t...
In the five years since the pandemic, fashion and beauty workplaces have undergone seismic change. Amid mounting economic uncertainty, geopolitical instability and the ongoing climate crisis, a workplace reckoning is underway. Employees are re-evaluating what truly matters at work and for many, that means reassessing everything from their employers’ values to compensation and flexibility.
According to BoF Careers’ 2025 global survey of over 1,000 professionals in 74 countries, only 15 percent of respondents said they were satisfied in their current roles. Meanwhile, 45 percent are actively looking for new jobs and workers today are prioritising fair pay, career progression, flexibility, value alignment and transparency over legacy prestige or perks.
On this episode of The Debrief, senior correspondent Sheena Butler-Young speaks with BoF’s commercial features director Sophie Soar to explore what talent really wants today and what employers need to do to attract and retain the best.
Key Insights:
- Employees don’t just want transparency; they expect it as a foundation for trust and progression. From salaries to promotions, clarity enables professionals to visualise their future and stay engaged. “Transparency allows people to see their career trajectory at a business, as well as really visualising their future there and what it will look like,” said Soar. “Maybe they don’t find that motivating, but it can also set clear expectations and goals for them to work towards.”
- Hybrid work remains popular, but it’s not just about flexibility. Without visible leadership, the in-office experience falls flat and fails to deliver meaningful career support or culture. “If you are just providing a space that has a few desks and Wi-Fi, that is not creating the right kind of environment, the right set-up for community, as well as a comprehensive and effective working culture,” said Soar. “If you want employees to be back in the office, then leaders need to be there as well. They need to lead by example.”
- While high-profile brands still appeal to candidates, they’re no longer enough on their own. Employees are increasingly prioritising ethics, compensation, and leadership over legacy status. “When we were asking individuals as a part of the survey to share which companies they would most like to work for within the fashion and beauty industries, leaders were quite often called out by name,” said Soar. “Lina Nair at Chanel and Brunello Cuccinelli, they were called out individually as being very inspiring to individuals and a very motivating reason to want to work at a company.”
- As jobseekers increasingly rely on tools like ChatGPT to craft their CVs and cover letters, authenticity and personalisation are becoming critical differentiators. Top employers aren’t looking for generic admiration; they want thoughtful, tailored applications that clearly map experience to the role. “You kind of need to emphasise past the point of saying, ‘I love your brand, and it would be great if I could work at your brand’ – that is really not going to resonate with individuals hiring,” said Soar. “I would highly recommend making sure that if you're using this technology, you try and think about how you can put yourself into it.”
Additional Resources:
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