Blurred

Blurred never rests on its laurels – its desire to continuously improve is driven by the deep inequalities it sees in the industry and beyond, and its belief that it needs to be part of the solution.

It transparently reports on its journey – openly sharing the good and the bad - in its quest to ultimately show that being good in terms of DEI is not only the right thing to do address inequalities, but is also simply good for business. It recently started measuring – and reporting – 6 monthly across a number of new data points (beyond race and gender) to take into account issues of intersectionality, and to ensure its team is truly diverse. In 2024 it also launched I Am Not a Typo a self-initiated project (i.e. no client) that looks to correct inequalities of autocorrect. It also works with the Fashion Minority Alliance on a pro bono basis, to help improve the diversity in the that industry. Blurred constantly wears its ethical heart on its sleeve and it’s clearly working, as it saw the number of candidates of ethnic origin applying for permanent roles rise to 51% of all candidates, compared to 39% in the previous period. And as its in-house recruitment function also recruits for its clients, it’s also helping improve diversity client side, by always providing diverse long lists.