Workforce design is no longer just an HR afterthought; it has become a critical leadership challenge for organizations. As administrative work no longer serves as a training ground, companies must create new entry routes for employees. This could include structured rotations, supervised AI use, clearer quality standards, and earlier exposure to decision-making opportunities. Learning models and promotion criteria will need to evolve to focus on skills like judgment and adaptability rather than just pure output.
Organizations also need to plan for a hybrid human and AI workforce. Leaders must determine how many roles are needed and what they are needed for. Rather than focusing solely on cutting costs by shedding employees, companies should consider how to leverage human potential to create value. This requires strategic thinking and a shift in mindset towards using available capacity to further the business mission.
Research Methodology and Demographics
Vogue Business conducted a survey from October to December 2025 to explore the impact of AI on careers in the fashion, beauty, and retail industries. The survey targeted individuals working in or aspiring to work in these sectors, including employees, business owners, freelancers, and students aged 16 and above. The survey was distributed to Vogue Business newsletter subscribers, LinkedIn followers, and 500 industry contacts.
The survey had a total of 1,000 respondents, with a breakdown of 31% aged 16-24, 33% aged 25-34, 24% aged 35-44, and 12% aged 45 and over. The majority of respondents were women (85%), while men accounted for 13%, non-binary individuals for 0.8%, and 1.2% chose not to disclose their gender.
Professionals currently working in fashion represented 60% of respondents, while those in beauty and retail made up 6% and 7% respectively. Students aspiring to enter these industries accounted for 27% of respondents. Among the professionals, 37% were business owners or freelancers, and 63% were employees. The employees were distributed across various sectors, with 41% in luxury companies, 26% in mid-level or accessible luxury companies, 21% in mass-market fashion, beauty, or retail companies, and the rest in fashion councils, agencies, media companies, higher education, and other sectors.
The survey respondents were predominantly from Western countries, with 37% living in the UK, 14% in the US, 13% in France, and smaller percentages in countries like Germany, Italy, Australia, and New Zealand. The survey also captured responses from individuals in countries such as India, UAE, China, Japan, and various European and South American countries.
