Google released its seventh consecutive diversity report on Thursday, revealing modest gains in representation for women and people of color, and a disproportionately white, Asian and male workforce.



The percentage of black hires in the U.S. grew from 4.8% in 2018 to 5.5% in 2019, a .7% increase. The percentage of black hires in technical roles also grew by .7%, the largest increase in the share of black technical hires since Google first started publishing diversity data. Latinx employees, on the other hand, saw a dip in hiring, dropping from 6.8% in 2018 to 6.6% in 2019. The percentage of Latinx employees in technical roles increased by a mere .2%.



Female employees didn’t fare much better, dropping from 33.2% of global hires in 2018 to 32.5% in 2019. Over that same time period, the percentage of women hired for technical positions remained at about 25.6%—a far cry from gender parity. But hiring only shows one side of the coin, which is why Google began to include attrition rates in 2018.



As in previous years, women continued to have a lower than average attrition rate in 2019, while Latinx attrition in the U.S. dipped below the Google average. Attrition was highest for Native Americans and increased significantly for black women.



Overall, Google’s workforce representation—defined as hiring minus attrition—saw a slight uptick for most underrepresented groups. Black and Latinx employees represented 9.6% of the U.S. workforce in 2019, up from 9% in 2018, and women represented 32% of Google’s global workforce, up from 31.6%.



The representation of women and Latinx employees in leadership roles also grew, increasing by .6% and .4% respectively. The percentage of black employees in leadership positions didn’t change year-over-year and dropped by .2% for Native American employees.



Although the needle has barely budged for women and people of color in tech over the last year, Google has made it a point to invest in diversity programs. Through its philanthropic arm,&nbsp;Google.org, the company committed $10 million to support low-income students and students of color in Bay Area STEM classrooms in 2019.



Internally, the company has launched smaller initiatives, such as running all job postings through a bias removal tool, which it says has led to an 11% increase in applications from women. And in an effort to retain diverse talent, Google expanded its retention case management program for underrepresented employees who are considering leaving the company.



Looking at its most recent diversity figures, however, Google concedes that there is considerable room for improvement. “The Native American population is one of those areas where we remain flat and so we will continue to invest more focus in 2020 to make sure that we&#8217;re targeting this population as well,” says Melonie Parker, Google’s chief diversity officer.



While she wouldn’t specify what that investment would entail, Parker says that the company is moving forward on its 2020 diversity goals and will continue to focus on representation and creating an inclusive culture companywide. She also notes that&nbsp;even the smallest percentage gains represent&nbsp;thousands of jobs for underrepresented groups.&nbsp;



One area where Google has seen significant progress is in its internship program: Globally, 40% of interns in technical roles were women in 2019 and 24% of U.S. interns were black and Latinx.



&#8211;<a href="https://www.forbes.com/sites/ruthumoh/">Ruth Umoh</a>, Forbes Staff, <a href="https://www.forbes.com/diversity-inclusion">Diversity &amp; Inclusion</a>

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Google Diversity Report Shows Little Progress For Women And People Of Color

Twitter published its latest diversity report on Wednesday, revealing, for the sixth consecutive year, that the bulk of its staff is white or Asian and skews male.



Still, the social platform did make good on its two-year&nbsp;<a href="https://blog.twitter.com/en_us/topics/company/2018/growingtogetherattwitter.html" target="_blank" rel="noreferrer noopener">diversity targets</a>&nbsp;for female, black and Latinx employees—meeting and, in some cases, exceeding its goals.



Globally, women represent 42.5% of all roles, just half a percentage point shy of Twitter’s 2018 target, and a bump from 38.4% two years ago. Black and Latinx employees make up 5.8% and 4.9% of all roles, compared to 3.4% for both groups at the end of 2017. Twitter’s two-year timeline was 5% for each.



While Twitter’s 2018 goals weren’t exactly ambitions, the results are a promising step in the right direction and show a slight headway on an issue that has long eluded the tech industry.



Broken down by technical and leadership roles, however, the diversity numbers aren’t so laudable. Women represent just a quarter of all technical positions and nearly 36% of leadership positions, while black and Latinx employees combined make up almost 8% of technical roles and 8.7% of leadership roles. Interestingly, a majority of the small percentage of black and Hispanic employees are in leadership positions: 86% and 76% respectively.



Twitter says that its vision is to become the world’s “most diverse and inclusive tech company,” but the company’s relatively homogeneous workforce still mirrors the broader industry’s, and doesn’t fully reflect the community that it serves.Take, for instance, the popularity and influence of Black Twitter. About&nbsp;<a href="https://www.walterkaitz.org/wp-content/uploads/2019/01/nielsen-from-consumers-to-creators.pdf" target="_blank" rel="noreferrer noopener">28% of Twitter’s 67 million users</a>&nbsp;are African-American, though they represent just 14% of the total U.S. population, and 40% of African-Americans are on Twitter.&nbsp;



“The stakes are incredibly high and we don’t have the luxury of time or incrementalism. We have a unique responsibility to be bold, move fast–and get this right,” Dalana Brand, Twitter’s head of inclusion and diversity, writes in a blog post.



For Twitter, that means committing to new diversity goals. By 2025, the company pledges to have women comprise half of its global workforce, 42% of technical roles and 41% of leadership positions. The company also set a 25% target for the representation of minority ethnic and racial groups–specifically black, Latinx, Native American, Alaskan or Hawaiian/Pacific Islander or multiracial–and is launching an Inclusive Hiring Program, although no details were given on when that initiative will begin.



Later this year, Twitter plans to publish its progress on workforce representation of military veterans, employees with disabilities and LGBT+ workers for the first time.



Since introducing diversity targets in 2018, the company’s global representation of women has increased by 4% and the figures for black and Latinx employees in the U.S. has climbed by 2.4% and 1.5%. In 2019, nearly half of all new hires were women, 47.1%, and 15.7% of U.S. hires were black or Latinx.



&#8211; <a href="https://www.forbes.com/sites/ruthumoh/">Ruth Umoh</a>, Forbes Staff, <a href="https://www.forbes.com/diversity-inclusion">Diversity &amp; Inclusion</a>

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Twitter’s 2020 Diversity Report Shows Modest Gains As Company Sets New Goals For Representation

<h2>Q&amp;A With… Busi Mabuza</h2>
<img loading="lazy" decoding="async" class="alignnone wp-image-32015 size-large" src="http://www.forbesafrica.com/app/uploads/2017/05/Busi-Mabuza-0371-1024x681.jpg" alt="" width="1024" height="681" srcset="https://cms.forbesafrica.com/wp-content/uploads/2017/05/Busi-Mabuza-0371.jpg 1024w, https://cms.forbesafrica.com/wp-content/uploads/2017/05/Busi-Mabuza-0371-300x200.jpg 300w, https://cms.forbesafrica.com/wp-content/uploads/2017/05/Busi-Mabuza-0371-600x399.jpg 600w, https://cms.forbesafrica.com/wp-content/uploads/2017/05/Busi-Mabuza-0371-768x511.jpg 768w" sizes="auto, (max-width: 1024px) 100vw, 1024px" />
<h4>IDC Chair Busi Mabuza on diversity and development.</h4>
<ol>
<li>
<h4>There are many female executives at the top at the IDC; how is the organization driving gender to resolve challenges in the African economy?</h4>
</li>
<li>The pleasing part is that the more we improve, the more we see opportunity to get better. Just over half of our staff complement at the IDC is female. We have focused on nurturing talent in a fair and equitable manner. The CEO [Geoffrey Qhena] pays specific attention to promoting equity in the management and executive levels of the organization. My interest is to also ensure that our professional level, which is our natural leadership pipeline, continues to be representative.</li>
</ol>
<h4></h4>
<ol>
<li>
<h4>How does the IDC develop female entrepreneurs and ensure they contribute to the economy and nation-building?</h4>
</li>
<li>The funding of women-owned business is one of our specific corporate key performance targets which we monitor and report on. This has focused everybody’s mind and is an integral part of our conversations at board meetings. We recently hosted a conversation session with women entrepreneurs specifically focusing on manufacturing. Management is now synthesizing the very constructive inputs received. We aim to be an accessible funder and to be one of the first ports of call for entrepreneurs requiring funding in our areas of focus.</li>
</ol>
<h2>Zama Luthuli</h2>
Past the tight security at the Industrial Development Corporation’s (IDC) stately headquarters in Sandton, Johannesburg, and up a couple of floors, we meet Zama Luthuli as she steps out of one of the glass-enclosed offices. She is slender, in a striped skirt and killer heels; one could have easily passed her off as a model.
Luthuli laughs when you suggest this. She has considered becoming a model and owning her own makeup and clothing line, she admits, so we are not far from the truth.
At 40, this self-confessed fashionista is the IDC’s youngest executive. As Divisional Executive: Corporate Affairs, she holds a critical role. This is evident when she points to the files she has in front of her, of entrepreneurs the IDC has developed. She speaks animatedly about them. This job, clearly, is more than a job for her.
“I see it as a contribution to the continent,” she says, which makes the long hours and lengthy Exco meetings worthwhile.
“It’s something bigger than us, it’s about other people. We work long hours, we get so tired but we look at people’s businesses and see the impact in their lives, and then the long meetings no longer matter.”
The IDC is a 75-year-old national development finance institution in South Africa set up to promote economic growth and industrial development.
Luthuli was only 37 when she assumed an executive role for the first time, in her previous job, at PetroSA. She joined the IDC in July last year, working with four heads in marketing, CRM, CSI and facilities management. Her work is in perfect alignment with her goals.
“A woman’s role is in the kitchen? A woman’s role is in bigger kitchens nowadays, [kitchens] that make stuff, create stuff and create employment,” says Luthuli, referring to the umpteen factories and industries that women lead today.
It’s a far cry from when her mother struggled to send her to university. Born in KwaZulu-Natal, Luthuli worked very hard in order not to disappoint her mother, and graduated in communications.
Thereafter, she says she was always fortunate finding employment.
That’s also because she was willing to take risks. “I always knew I wanted to be in a corporate environment.”
But she has a piece of advice for young people. “If you want a job, make one,” she says.
“With challenges, you learn, you grow, you adjust. There will be a woman who has been there before, so rely on her skills. It’s important to have a mentor. You need to understand the lay of the land, understand the organization.
“And always look for a business opportunity in what you do while you are employed. There are so many creative ideas we encounter on a daily basis. Whilst you are working, work on your dream, work on an idea, have a back-up plan.”
What are some of the most offbeat entrepreneurial ideas Luthuli has seen come her way?
“We find quite a few blueberry farms in South Africa!” she offers.
A single mother, with two girls aged 13 and nine, Luthuli says it’s important to rely on support systems. She took up an MBA degree after the birth of her children. But in the end, it’s about finding what works.
“Balance is something you create that’s relevant to your own situation and environment. Balance is also taking into account your own personal journey at a given time.”
The articulate executive says she has gone through enough pain and loss in her life that she knows it’s teaching her something every day.
“Our challenges may be different but let’s not dim our lights, let’s help each other,” says Luthuli, and you know that’s exactly what she’s doing at the IDC, lending her creative energies and late hours for Africa and its people.
&nbsp;
<h2>Lizeka Matshekga</h2>
<img loading="lazy" decoding="async" class="alignnone wp-image-32014 size-large" src="http://www.forbesafrica.com/app/uploads/2017/05/IDC-046-1024x681.jpg" alt="" width="1024" height="681" srcset="https://cms.forbesafrica.com/wp-content/uploads/2017/05/IDC-046.jpg 1024w, https://cms.forbesafrica.com/wp-content/uploads/2017/05/IDC-046-300x200.jpg 300w, https://cms.forbesafrica.com/wp-content/uploads/2017/05/IDC-046-600x399.jpg 600w, https://cms.forbesafrica.com/wp-content/uploads/2017/05/IDC-046-768x511.jpg 768w" sizes="auto, (max-width: 1024px) 100vw, 1024px" />
Ten minutes into the interview and it’s easy to tell Lizeka Matshekga is a soft-spoken powerhouse. While that may sound an oxymoron, this is a person with enough years in the financial services industry and multiple accolades in her trophy cabinet.
“I don’t want to call it success,” says Matshekga, with a quiet confidence.
“I am hungry. When you have hunger, you keep growing. I am hungry for information and knowledge. It has nothing to do with success. It’s really about wanting to know more every day.”
Matshekga has been with the IDC for 10 years, and is the Divisional Executive of Agro, Infrastructure &amp; New Industries.
With a master’s degree in Development Finance from the University of Stellenbosch, an honors degree in Financial Analysis and Portfolio Management from the University of Cape Town, and a BCom degree from the University of Western Cape, she has had 22 years in the financial services sector, in areas such as investment banking, treasury, turnaround and restructuring management, BEE financing and post investment management.
Last year in November, at the IDC, Matshekga scooped four awards, the most anyone won that year.
From Gugulethu, a township in the Western Cape, she stumbled into finance studies quite by accident.
“I wanted to be a scientist or doctor. I applied for BCom by mistake. My mother asked me to try it for a week, and I loved it! It was in my destiny.”
Matshekga’s mother, now 68, was a domestic worker who raised the children on her own.
“I had no access to bursaries. It was my twin sister’s biology teacher who helped me get the R1,000 ($73) registration fee for my BCom. It’s people like that I am grateful for today because he saw something in me. That’s the seed I needed.
“I always have this notion that your circumstances do not define your future. Almost every black child has faced poverty in childhood. In Gugulethu, most kids didn’t have hope. I was hungry to make a difference.”
She came to Johannesburg, which further fueled the hunger in her. Matshekga worked with Standard Bank Corporate Merchant Bank, and was with the National Empowerment Fund for three years. She joined the IDC and “has not looked back since”.
“I have been through the entire investment cycle at the IDC,” she says.
In 2011, she was asked to head up forestry within the IDC. She had never been exposed to the sector or been “a deal-maker”, so she thought: ‘how do I start?’
The unit was at its lowest in terms of performance when she took over, going up to “Top 5 in operations in the front office” by the end of the year, remaining that way for a while. Soon, Matshekga was also asked to take over the green industries sector, now called industrial infrastructure. Her mantra?
“I create an environment for my people to feel they are adding value and can be creative. It’s not my way or the highway&#8230; I also don’t limit myself to my focus area, I always look for things beyond my zone.
“I always tell youngsters at the IDC that your mentor needn’t be a senior, your mentor could be a peer. When you have friendships, let it add value. Don’t be shy to ask a team member. There are no stupid questions. You always come out of that engagement empowered.
“I always use the tested approach,” she says. “The IDC has invested so many development tools in ensuring where I am today.”
She is passionate about the new emerging industries of the future, and believes it will be her legacy.
A mother of three children, aged 16, 11 and three, Matshekga puts in enough late nights, knowing the larger purpose of her work. Thankfully, she says she has a supportive husband, which helps as her diary is more hectic than his.

IDC-039

Going Above And Beyond

There is a movement that focuses on ‘consistently contributing to building a peaceful and better world by educating youth through sport practiced in accordance with Olympism and its values’. This is the Olympic Movement. There is no better place to see it than in the Athletes’ Village.
Home to more than 10,500 of the world’s best athletes, from 206 countries, all living in harmony and competing against each other, the Village is a vision of what this ‘better world’ would look like. It demonstrates that unity in diversity is not just an idea, but a possibility.
One of my favorite moments at the Olympics is arriving at the Athletes’ Village. The 206 flags towering over us greet us with a splash of color, representing different languages and cultures from around the world.
Arriving at my first Olympics in Sydney in 2000, I remember trying to take everything in at once and desperately wishing for a glimpse of anyone famous. Excitement is rampant; everywhere you look, photos are being taken and fingers are pointing. Some athletes stare in bewilderment or talk with no sense of purpose, while others have tears streaming down their faces. There are shrieks of delight as the younger athletes spot their first celebrity athlete. There is laughter as the older ones remember how they felt at their first Olympics. The wind in the flags, thrill of the athletes and the vibrant anticipation in the air generates an energy that will hum until the Olympic flame is extinguished and the last athlete leaves the Village.
There is a deeper purpose than just us athletes competing for the world to see and the Olympic Truce Wall reminds us of this. Positioned near the entrance among the flags, the Wall is a symbol for all athletes, coaches, team officials and heads of state to sign as a public declaration to observe and promote peace. At the 2014 Winter Olympics in Sochi, I signed the Wall with UN General Secretary Ban Ki-moon after he reiterated the importance of our responsibilities.
“We are joining our forces together for our shared ideals: sustainability, universality, solidarity, non-discrimination, the fundamental equality of all people,” said Ban.
This equality is what the Olympic Movement – portrayed in the Athletes’ Village – aims to achieve. Every athlete here has the same access to the same resources. We all sleep in similar apartments, train in the same 24-hour world-class gym, have access to the clinic (doctors, dentists, physical therapists, and in-house pharmacy), we ride the same buses to our venues, and eat the same food at the same tables in the same 24,000-square-meter dining hall. Everything provided for all the athletes here is  free. If this is overwhelming and the stress is too much then there is an Athletes’ Area filled with video games, billiards, table tennis, a music area and a mini movie theater to unwind.
As a swimmer, I thought I got up early. That is until I see the boxers drenched in sweat from their morning run or taekwondo athletes going through their routines. Watching the speed walkers train is always interesting, as is guessing which country athletes are from by trying to identify their team kit. The Village is big and it bustles with an endless movement of athletes training, chatting on benches in the landscaped park, or walking to and from the dining hall. Serving about 60,000 meals a day is no joke, athletes like to eat! The dining hall is the most frequented area and a place where you could find yourself (like I did during the London Olympics in 2012) having lunch with younger athletes, sitting next to Roger Federer and laughing at something Kobe Bryant was doing.
This is the culture the Village creates by bringing all of us together on an equal platform. It is also an essential part of a young athlete’s life because they are exposed to such an elite level of athletes which they may never have had access to. I saw Muhammad Ali when he visited the Village in Sydney and this left an indelible impression on me.
We may play different sports, wear different colors, believe in different things and speak different languages but we all have the same determination, the same goal and share the same fact that no one here has given up. Some of my fiercest competitors are my best friends, despite our different backgrounds, because we can find common ground in our goals and challenges and use it to get stronger. Unity in diversity is more than just a possibility, it is a necessity for our survival. In this Village there is no judgment, only encouragement. This is the Olympic spirit.

Hopes, Dreams And Rising Costs

This will be the next village of tears, dreams and heroes

There are few fashion events in the world solely celebrating the rich tapestry of talent in Africa. The Africa Fashion Show Geneva (AFSG), an annual event held in the beautiful Swiss city, celebrates the continent’s history and diversity, in turn helping change the way the world perceives Africa.
This year, the show, in its third edition, held in June at the Mandarin Oriental, Geneva, was a feast for the senses.
<img loading="lazy" decoding="async" class="alignnone size-medium wp-image-30620" src="http://www.forbesafrica.com/app/uploads/2017/05/Etita-La-Diva_Nigeria-200x300.jpg" alt="" width="200" height="300" srcset="https://cms.forbesafrica.com/wp-content/uploads/2017/05/Etita-La-Diva_Nigeria-200x300.jpg 200w, https://cms.forbesafrica.com/wp-content/uploads/2017/05/Etita-La-Diva_Nigeria-300x450.jpg 300w, https://cms.forbesafrica.com/wp-content/uploads/2017/05/Etita-La-Diva_Nigeria-600x900.jpg 600w, https://cms.forbesafrica.com/wp-content/uploads/2017/05/Etita-La-Diva_Nigeria-768x1152.jpg 768w, https://cms.forbesafrica.com/wp-content/uploads/2017/05/Etita-La-Diva_Nigeria-683x1024.jpg 683w, https://cms.forbesafrica.com/wp-content/uploads/2017/05/Etita-La-Diva_Nigeria.jpg 682w" sizes="auto, (max-width: 200px) 100vw, 200px" /> <img loading="lazy" decoding="async" class="alignnone size-medium wp-image-30619" src="http://www.forbesafrica.com/app/uploads/2017/05/by-Julius-Reuben_EXN1245-200x300.jpg" alt="" width="200" height="300" srcset="https://cms.forbesafrica.com/wp-content/uploads/2017/05/by-Julius-Reuben_EXN1245-200x300.jpg 200w, https://cms.forbesafrica.com/wp-content/uploads/2017/05/by-Julius-Reuben_EXN1245-300x450.jpg 300w, https://cms.forbesafrica.com/wp-content/uploads/2017/05/by-Julius-Reuben_EXN1245-600x900.jpg 600w, https://cms.forbesafrica.com/wp-content/uploads/2017/05/by-Julius-Reuben_EXN1245-768x1152.jpg 768w, https://cms.forbesafrica.com/wp-content/uploads/2017/05/by-Julius-Reuben_EXN1245.jpg 682w" sizes="auto, (max-width: 200px) 100vw, 200px" /> <img loading="lazy" decoding="async" class="alignnone size-medium wp-image-30618" src="http://www.forbesafrica.com/app/uploads/2017/05/bodhisattva-south-africa-200x300.jpg" alt="" width="200" height="300" srcset="https://cms.forbesafrica.com/wp-content/uploads/2017/05/bodhisattva-south-africa-200x300.jpg 200w, https://cms.forbesafrica.com/wp-content/uploads/2017/05/bodhisattva-south-africa-300x450.jpg 300w, https://cms.forbesafrica.com/wp-content/uploads/2017/05/bodhisattva-south-africa-600x900.jpg 600w, https://cms.forbesafrica.com/wp-content/uploads/2017/05/bodhisattva-south-africa-768x1152.jpg 768w, https://cms.forbesafrica.com/wp-content/uploads/2017/05/bodhisattva-south-africa-683x1024.jpg 683w, https://cms.forbesafrica.com/wp-content/uploads/2017/05/bodhisattva-south-africa.jpg 682w" sizes="auto, (max-width: 200px) 100vw, 200px" />
The models sashayed the ramp in vibrant colors to the beat of African drums receiving a rapturous applause.
The night was indeed a celebration of Africa, its fashion, people, culture and cuisine.
Tayo Ayinla Omotola, Nigerian and the founder of AFSG, who has lived and worked in Geneva for over eight years for the Africa Progress Panel chaired by Kofi Annan (former United Nations’ Secretary-General), is very clear the show is to promote cultural exchange across borders and encourage a positive narrative about the continent.
“I wanted to showcase positive African stories through fashion and in doing so highlight Africa’s creativity, which contributes to its economic development but with potential to do so even more,” says Omotola, who aims to eventually create a greater awareness of the untapped potential of the African fashion industry to spur socioeconomic development on the continent.
<img loading="lazy" decoding="async" class="alignnone size-medium wp-image-30617" src="http://www.forbesafrica.com/app/uploads/2017/05/Afrokulcha-South-Africa-200x300.jpg" alt="" width="200" height="300" srcset="https://cms.forbesafrica.com/wp-content/uploads/2017/05/Afrokulcha-South-Africa-200x300.jpg 200w, https://cms.forbesafrica.com/wp-content/uploads/2017/05/Afrokulcha-South-Africa-300x450.jpg 300w, https://cms.forbesafrica.com/wp-content/uploads/2017/05/Afrokulcha-South-Africa-600x900.jpg 600w, https://cms.forbesafrica.com/wp-content/uploads/2017/05/Afrokulcha-South-Africa-768x1152.jpg 768w, https://cms.forbesafrica.com/wp-content/uploads/2017/05/Afrokulcha-South-Africa-683x1024.jpg 683w, https://cms.forbesafrica.com/wp-content/uploads/2017/05/Afrokulcha-South-Africa.jpg 682w" sizes="auto, (max-width: 200px) 100vw, 200px" /> <img loading="lazy" decoding="async" class="alignnone size-medium wp-image-30614" src="http://www.forbesafrica.com/app/uploads/2017/05/Pistis-Ghana1-200x300.jpg" alt="" width="200" height="300" srcset="https://cms.forbesafrica.com/wp-content/uploads/2017/05/Pistis-Ghana1-200x300.jpg 200w, https://cms.forbesafrica.com/wp-content/uploads/2017/05/Pistis-Ghana1-300x450.jpg 300w, https://cms.forbesafrica.com/wp-content/uploads/2017/05/Pistis-Ghana1-600x900.jpg 600w, https://cms.forbesafrica.com/wp-content/uploads/2017/05/Pistis-Ghana1-768x1152.jpg 768w, https://cms.forbesafrica.com/wp-content/uploads/2017/05/Pistis-Ghana1-683x1024.jpg 683w, https://cms.forbesafrica.com/wp-content/uploads/2017/05/Pistis-Ghana1.jpg 682w" sizes="auto, (max-width: 200px) 100vw, 200px" /> <img loading="lazy" decoding="async" class="alignnone size-medium wp-image-30613" src="http://www.forbesafrica.com/app/uploads/2017/05/Pistis-Ghana-200x300.jpg" alt="" width="200" height="300" srcset="https://cms.forbesafrica.com/wp-content/uploads/2017/05/Pistis-Ghana-200x300.jpg 200w, https://cms.forbesafrica.com/wp-content/uploads/2017/05/Pistis-Ghana-300x450.jpg 300w, https://cms.forbesafrica.com/wp-content/uploads/2017/05/Pistis-Ghana-600x900.jpg 600w, https://cms.forbesafrica.com/wp-content/uploads/2017/05/Pistis-Ghana-768x1152.jpg 768w, https://cms.forbesafrica.com/wp-content/uploads/2017/05/Pistis-Ghana-683x1024.jpg 683w, https://cms.forbesafrica.com/wp-content/uploads/2017/05/Pistis-Ghana.jpg 682w" sizes="auto, (max-width: 200px) 100vw, 200px" />
South African designer Nonkululeko Magi, the founder of Afrokulcha who started her fashion business two years ago, was at the event too, to gain exposure in an international market. She showcased Africa’s current threads and trends.
“It’s time to showcase African talent. The time is now. Africa is rising,” says Magi. Cape Town designer Yumnaa Firfirey of Bodhisattva, agrees: “Fashion does have the power to transform lives. We need to unleash that potential.”
Africa’s creative industry can’t agree more.

Tag: Diversity

FORBES AFRICA SOCIAL MEDIA

Google Diversity Report Shows Little Progress For Women And People Of Color

Twitter’s 2020 Diversity Report Shows Modest Gains As Company Sets New Goals For Representation

Going Above And Beyond

This will be the next village of tears, dreams and heroes

An African Summer In The Alps