Salon International Feb 2022

Page 1

The winning collection of the British Hairdresser of the Year

Budgets make the most of them

Feb 2022 |



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In this issue... Welcome Regulars 4

Industry news Local and international news


The Big Debate Should children be allowed in the salon?

13 Career Focus Education can get you ahead

27 Life through a lens Melissa Timperley

Business 10 Make your money work for you Budgets are big, Jared Hines tells all

17 Discrimination Great advice from EOHCB

Treatments 11 Colour Notes Getting it right

14 Cancer Caring for those affected

Collections 8

Homme Jonathan Fisher

19 The bright future

And here is 2022! How has it been so far for you? Here at Salon International we are busy helping our team to prepare for our first event of the year. In fact our first proper expo since 2019. Exciting times for us and hopefully you will all join us. There will be a great selection of exhibitors and some really good talks as well focusing on the business of running a salon. Don’t miss out and register HERE We are planning to run some features in the magazine this year looking at treatments, equipment and other tools of the trade. If you have anything in particular that you would like us to examine in more detail, do please let me know. I look forward to hearing from you.


Special thanks to contributing editor Joanna Sterkowicz Cover photo Wella

The winning collection from Robert Eaton, British Hairdresser of The Year. Sponsored by Schwarzkopf Professional

Published by T.E. Trade Events (Pty) Ltd 1st Floor, Rapid Blue Building 263 Oak Avenue, Ferndale, Randburg Tel: 011 781 5970




NEWS Wella announce their 1st local group of Brand Ambassadors

Please give a virtual round of applause to the 1st local group of Wella Professionals Brand Ambassadors. The Wella Professionals Brand Ambassadors are hairdressing Influencers, chosen for the role because of their craft expertise and their social media industry presence. Wella were very excited to see what these talented people bring to our “screens” over the Next 12 months! FYI: They recently worked on a “top secret” content creation shoot in Cape Town and we are super excited to share all these amazing images! The Wella Company considers ambassadors worldwide based on the criteria mentioned above and are constantly scouting social media pages for potential ambassadors. Stylists are however also able to apply to be in contention and full details will be posted on their website should any of the talented Wella family out there be interested in vying for such a position.

Global hair accessories market set to expand The global hair accessories market size is expected to reach $31.6 billion by 2028 and is predicted to expand at a CAGR of 7.7% from 2021 to 2028, according to a new study. Research & Markets attributes this strong market growth to a rising preference for fashionable products that serve the purpose of utility, as well as a desire among consumers to look trendy. States the Research & Markets report: “Over the past few years, people have been paying significant attention to their hair care and styling routines, as hair plays a crucial role in self-perception. Lately, hair accessories have become popular among all ages and income groups, and styles can range from schoolgirl staples to runway fashion. The availability of both premium and budget-friendly hair accessories has also boosted product demand and uptake.” The elastics and ties segment led the market and accounted for the leading share of the total revenue in 2020. Hair elastics and ties have always been popular since they serve as a daily essential for women to manage their hair. These products will continue to lead the global market due to their easy availability, relatively lower price, and wide variety. General stores emerged as the largest segment in 2020 as they are the most popular distribution channels among consumers for the purchase of hair accessories due to the convenience and easy availability of multiple brands. These stores are mostly located in densely populated areas with high footfall and offer a moderate selection of hair-associated products in response to growing consumer demand for products such as hairpins and clips, headbands, and elastics and ties. Asia Pacific dominated the market and generated the highest contribution of sales to the market revenue in 2020. The increasing number of working women, especially in the corporate sector and fashion industry, coupled with the rising spending power of consumers has driven the demand for hair accessories in developing countries across the region, such as India, Indonesia, and China. The market players face stiff competition from each other as some of them are among the top hair accessories manufacturers and have a large customer base. online@saloninternational

News Sorbet Drybar and Biosense in hair colour partnership

Photo credit: Candice Thurston

The Sorbet Drybar franchise of hair salons will now offer Biosense’s range of Retail and Bar Back, as well as Technical Colour products. At a recent event held at the Twincare International offices in Johannesburg, Candice Thurston, marketing executive for the Sorbet Group and founder of Candi & Co., said: “The Biosense partnership is the result of our quest for the best in colour as Sorbet Drybar continues to find new ways to ensure that our customers step into our stores and strut out looking fabulous. “Biosense’s use of natural ingredients to ensure efficacy and shiny, healthy hair – and the fact that its range has been specifically developed for South African weather and hair types is what sets it apart.” Thurston noted that Biosense is a professional hair care company that has established itself as a household name in the industry for over 20 years. The partnership launch event featured colour panel discussions and before & after hair colour transformations. Guests, including Mrs South Africa and Mrs

World 2016, Candice Abrahams, beauty influencer Tshiamo Modisane, and TV personality Gillian Seetso, experienced the latest hair trends, while sipping on Bombay Sapphire cocktails and being pampered at nail, hair and make-up stations. In addition to hair services, Sorbet Drybar’s 13 stores around the country also offer nail and beauty treatments. “We are proud to offer a variety of services all in one place, making it convenient for today’s woman who has a busy lifestyle but still wants to look good from top to toe,” concluded Thurston.

Styles to die for at E! People’s Choice Awards One of the most striking hairdos at the recent E! People’s Choice Awards in Hollywood in December was seen on red carpet host and trans actress, Laverne Cox. She opted for purple and lavender-hued locks (to match her intricate feathered gown) in a glamourous genie ponytail that fell forwards to frame her face. Regarded as Hollywood’s pop culture event of the year, the E! People’s Choice Awards, which are voted on entirely by the public, was back this time in full swing with live (as opposed to virtual like in 2020) audiences and a plethora of glamorous stars populating the red carpet. Also sporting similar purple and lavender hues to Cox, but in a structured and braided updo coming off corn rows that were pulled tightly back from her face, was comedienne Leslie Jones. Oscar winner Halle Berry, who won the People’s Icon Award, rocked a twisted top knot that was complemented by a flattering, long, side-parted fringe swept over one eye. A top knot at the other extreme – as in pulled back severely off the face – was seen on Scarlett Johansson. Christina Aguilera won the Music Icon Award and her trademark long, platinum blonde hair was in a half ponytail high on the crown of her head, with soft waves cascading down to her waist. But really the hairstyle, pretty though it was, took second place to Aguilera’s bizarre outfit, which took some figuring out – cowboy style cutaway chaps over fishnet stockings! Singer, model, actress and famous offspring, Paris Jackson’s shoulder-length, messily waved rose gold locks toned in with her brown, grunge-style designer gown. Latina singer Becky G’s long black waves nearly reached the daringly high, waist level slit of her striking yellow and black dress. Actress Sydney Sweeney’s long blonde hair was styled in retro waves, circa the 1940s. Social media star, Charli d’Amelio, also went the 1940’s route, with her long, waved black hair falling over one eye, a la Veronica Lake, the famous actress of that era who was known for her iconic hairstyle. H.E.R. proudly rocked a mass of centre-parted, below-the-shoulder length tight waves, which is becoming a fairly usual look for her, but wonderfully flattering nonetheless. TV and radio personality, Rocsi Diaz, sported an unforgiving blunt cut, centre-parted, shoulder length bob with no bangs to soften the look. Selling Sunset’s Chrishell Stause swopped out her usual long blonde locks for a dark brunette version, while ‘Real Housewife of Beverley Hills’ star and actress, Garcelle Beauvais, went all out glam, with a long, ultra-straight sweep of shiny black hair coming off a very high ponytail. Dancer, signer and YouTuber, JoJo Siwa, ditched the high, tight, side ponytail and giant fabric bow she was synonymous with for so many years, and replaced it with a fun, bubble braid look on each side of her head, with the braids meeting in the middle and fastened by a sparkly clip. (Report by Joanna Sterkowicz) online@saloninternational



The BIG debate

Should children and babies be allowed in the salon? Should little ones be let loose in the salon? Two owners share their point of view



I can count on one hand how I don’t believe the salon is a good many children have actually environment for children and been unruly in the salon. The especially babies. It’s only natural average parent that brings that baby’s needs come first. That their kids in has either no other means if parents need to change option, or the kids are well behaved. them or stop for a feed, it makes work I remember reading an article about difficult for the hairdresser. a woman breastfeeding in a hair salon These eventualities can interrupt our who was given half work at a potentially crucial time – when “When clients a haircut and then colour is due to be washed off, or your refused her service next client is coming in shortly after. Our have supported when she started columns are run with military precision at our business, why breastfeeding her busy times of the year, so this can disrupt should we abandon five-month-old. your schedule, which has a knock-on Unfortunately, this effect for all guests. them when they is not an isolated At Roar we pride ourselves on creating have children?” incident – even a relaxing atmosphere and experience though it is illegal. for all of our guests. We want them to Having a baby have a luxurious pamper session and is such a difficult time – you can encourage them to switch off from daily experience post-natal depression, stresses. Babies are of course adorable lose your identity, and feel incredibly and warm our hearts. However, when lonely. When clients have supported you are trying to relax – as the parent or our business for many years, why another guest – it can be difficult when should we abandon them? A trip to babies are crying the salon makes parents feel great and “I don’t believe the nearby. for someone whose life has changed With that in salon is a good mind, I believe dramatically it is some much needed environment for it’s not the duty normality. Is it fair to deprive a client of this just because they need to feed an children and babies” of our team to infant or cannot get childcare? look after our Understandably, there is a genuine guests’ children concern when it comes to young during their appointment either. We children negatively affecting other offer Roar Cub Cut for children in the guests, but I do not believe the answer salon, however we request that their is to simply dismiss all parents with young parent must be present during the entire children. Whether they be offered the appointment. Not only does this make last appointment of the day, or a set our job easier and allows us to focus on day a month just for them, I believe it is doing their hair, it ensures the children important that we don’t push away our are at ease too. clients when they need us the most.






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HOMME A high fashion, masculine collection that harnesses both hairdressing and barbering techniques



Business Fashion

“The world is full of unique, incredible and interesting individuals and I wanted to really showcase that within my collection. From the crew to the models, this entire collection was bought together by people from different backgrounds and cultures with various skin tones and hair textures.” Jonathan Fisher, Palmer Fisher London










Award-winning salon owner, Jared Hines, provides valuable tips on how to get to grips with that all-important business tool – the budget It’s no exaggeration when people say that ‘every cent counts’. If you’re not planning and tracking where your rands and cents end up each month, you’re missing valuable opportunities to cut costs and put money where it will have the biggest impact. Creating a budget is the only way to see if you’re spending money the way you think you are. Not sure where to start? Hopefully this will help.

What is a business budget? A budget is a detailed plan that outlines where you’ll spend your money monthly or annually. You give every rand a ‘job’, based on what you think is the best use of your business funds, and then go back and compare your plan with reality to see how you did. A budget will help you • Forecast what money you expect to earn • Plan where to spend that revenue • See the difference between your plan and reality

What makes a good budget? The best budgets are simple and flexible. If circumstances change (as they do), your budget should be able to change to give you a clear picture of where you stand at all times. Every good budget should include seven components.

1. Your estimated revenue This is the amount you expect to make from the sale of goods or services. It’s all of the money you bring in the door, regardless of what you spent to get there. This is the first line on your budget. It can be based on last year’s numbers or, if you’re a startup, based on industry averages.

2. Your fixed costs

These are all your regular, consistent costs that don’t change according to how much you make and these have to be your first priority. They include things like insurance, utilities, bank fees, accounting, legal services and probably the biggest cost, salaries and rent.

3. Your variable costs

These change according to production or sales volume and are closely related to ‘costs of goods sold’ (i.e. anything related to the production or purchase of the product or service your business sells). Variable costs might include professional and retail stock, production costs, packaging or shipping. Other variable costs can include staff commission and credit card fees. A clear budget plan outlines what you expect to spend on all these costs.


Since cash flow is the oxygen of every business, make sure you monitor this weekly, or at least monthly. You could be raking it in and still not have enough money on hand to pay our suppliers.


Business The cost of salaries can fall under both fixed and variable costs. For example, your core in-house team is usually associated with fixed costs, while freelance therapists are treated as variable costs. Make sure you file your different salary costs in the correct area of your budget.

4. Your one-off costs

One-off costs fall outside the usual work your business does. These are start-up costs like moving, equipment, furniture, and software, as well as other costs related to launch and research.

5. Your cash flow

Cash flow is all money coming into and out of a business. You have positive cash flow if there is more money coming into your business over a set period of time than going out. This is most easily calculated by subtracting the amount of money available at the beginning of a set period of time and at the end.

Since cash flow is the oxygen of every business, make sure you monitor this weekly, or at least monthly. You could be raking it in and still not have enough money on hand to pay your suppliers.

6. Your profit

Profit is what you take home after deducting your expenses from your revenue. Growing profits mean a growing business. Here you’ll plan out how much profit you plan to make based on your projected revenue, expenses, and cost of goods sold. If the difference between revenue and expenses (aka ‘profit margins’) aren’t where you’d like them to be, you need to rethink your cost of goods or services sold and consider raising prices. Or, if you think you can’t squeeze any more profit margin out of your business, consider boosting the Advertising and Promotions line in your budget to increase total sales.

7. A budget calculator

A budget calculator can help you see exactly where you stand when it comes to your business budget planning. It might sound obvious, but getting all the numbers in your budget in one easy-toread summary is really helpful. In a spreadsheet, create a summary page with a row for each of the budget categories above. This is the framework of your basic budget. Then, next to each category, list the total amount you’ve budgeted. Finally, create another column to the right—when the time period ends – and use it to record the actual amounts spent in each category. This gives you a snapshot of your budget that’s easy to find without diving into layers of crowded spreadsheets




EDUCATION SUCCESS STORIES Inspiring tales show that empowering education changes lives and businesses. Think that sounds too dramatic? Read on… “IT GAVE ME THE CONFIDENCE AND EXPERIENCE TO PERFORM ON STAGE AT SALON INTERNATIONAL”



Farah Naz, owner of Farah Naz Hairdressing says attending Schwarzkopf Professional Colour Masters had been a dream for years, yet as a salon owner Farah struggled to justify taking the time away from the salon to do it. However when she did complete the course, she had the following to say: “Wow, how I wish I had done this course sooner! It has simply transformed the way I colour hair. Not only did we learn creative new ways to colour and all the technology behind the Schwarzkopf Pro colour ranges, we also covered presenting and photography too." And it wasn't just the course itself that Farah loved. "For me, the cherry on the top was gaining a distinction for the masters which led me to being asked to showcase my work on the Schwarzkopf Pro stage at Salon International which has been the pinnacle of my career so far," she adds. "To anyone who is considering this course I’d say do it! It will expand your colour knowledge like you would not believe and progress you to a whole new level as a stylist!”

For Heather Shaw, salon director at Francesco Group Newport, being a certified L’Oréal Professionnel Paris Colour Specialist elevated her as a colourist in the salon. “Standards are set high from day one,” she explains. “The course takes you on a complete journey and is led by some of the best L’Oréal Educators.” On the course learners explore the L’Oréal Professionnel Paris Portfolio in finer detail, learn innovative techniques and take their colour knowledge to a new level. “My mind was blown!” adds Heather. “I have the knowledge to back my passion now. As a salon we promote that we have a Colour Specialist and this has attracted new clients. Every colourist knows that technology is evolving every day and, for me, this is where L’Oréal Education get it right every time. Once you become a Certified Colour Specialist you are invited to training on new products launched.” Alongside this, Colour Speciailists are also invited to an annual Colour Congress Event where they can collaborate and be inspired by industry icons. Heather concludes: “I would not be the colourist I am today without completing this program.”

How do you support a client that has just entrusted you with their deepest, darkest worries? This is a question that our sector has to grapple with on an almost daily basis. Tyler Gray, educator at VTCT training provider Hair@theAcademy says, “Having a good understanding of mental health will help you to be able to listen and understand what your client may be going through.” As an Awarding Body, VTCT recognised the need to not only equip learners with the skills to signpost clients that may be suffering, but also ensure that they can take care of their own mental wellbeing by developing a suite of Mental Health Awareness qualifications. Tyler Gray currently delivers the Level 1 Award in Mental Health Awareness. He says: “I attended Hair@the Academy as a student battling my own mental health issues. They supported me to achieve my Level 2 diploma in hairdressing. I volunteered to help the other students when I had finished my qualification. I enjoy supporting learners with complex mental health as a way of giving back.”




Cancer Care

online@saloninternational online@saloninternational



adventures of a


Maverick Lisa Farrall chats about working on global superstars, championing diversity and how an impulse to rebel has shaped her work

What was your start in the industry? My parents once told me to do something that robots can’t do, so at 13 I started as a Saturday girl and realised the salon was a place that embraced and celebrated my weirdness and rebellion. Years later, I was inspired by Robert Lobetta and Eugene Souleiman in magazines like Vogue so started assisting on shoots including Fashion Week, and slowly made a name for myself.

What have you learnt working with high profile artists such as Coldplay and Ed Sheeran? You are a small part of a big team – you have to be cool, calm and collected. You are there to do a job, not be a fan, so while it’s fun, you need to be on top of your game.

What does equality in the industry mean to you and how can people make a change? No matter who walks through your doors – any skin colour, hair texture or hair type – we can offer them a service. It’s important that we are texture neutral and that means creating a safe space. This passion led me to launch Wig London, where we offer salons training on texture neutrality.

What is your greatest inspiration? I love the pulse of the city and the people who go against the grain, create their own communities and love freely. I always wanted to be an artist as art is so inspiring; I love to see how different people use colour or to hear a song that brings you to tears one minute and then has you dancing the next.

What advice would you give to someone starting out in the industry? Learn and perfect every type of hair, then create your niche. Use social media as a network tool – find out who inspires you, soak up everything you see and create your own network – but don’t forget it’s a filtered perspective. If you see a photo of me on a plane heading somewhere glamourous for work, I’m not as relaxed as I look!



Created the empowering ‘Armour Collection’, showcasing the beauty of black hair and history


Flew to LA to work with Kendrick Lamar on the Black Panther soundtrack


Became a UK and Ireland Ambassador for Matrix


Finalist for HJ's British Hairdressing Awards, sponsored by Schwarzkopf Professional Afro Hairdresser of the Year for the first time in four years.


Professional Beauty is BACK in 2022


Register now for the BIG buzz business Expo and Conference at Gallagher Convention Centre 27-28 March 2022

Strictly for the trade professional, salon owners, managers and industry professionals.

Skin care, nails, lashes and brows, aesthetic equipment, salon equipment and furniture, waxing products. So much to see and do, a fully packed conference programme to include business, spa, aesthetics and innovation, R150 per half day, more details to be announced soon.

Register now Put the dates in your diary Watch this space for more information


online@saloninternational online@saloninternational



Discrimination D

iscrimination occurs when an employer treats a person differently based on physical attributes or other factors such as religion or political belief. The act of differentiation may at times be fair, but it is more commonly found that differentiated treatment is unfair. Discrimination may be fair or unfair. Every employer must take steps to promote equal opportunity in the workplace by eliminating unfair discrimination in any employment policy or practice. Unfair discrimination occurs when an employer shows favour, prejudice or bias for or against a person on a prohibited ground, including a person’s race, gender, sex, pregnancy, marital status, family responsibility, ethnic or social origin, colour, sexual orientation, age, disability, religion, HIV status, conscience, belief, political opinion, culture, language or birth, or on any other arbitrary ground. Where the differentiation is not obviously on one or more of these prohibited grounds, then whether or not there is discrimination will depend upon whether, objectively, the ground is based on attributes and characteristics of the person which have the potential to impair the fundamental human dignity of persons as

Direct discrimination is easily identifiable and involves obvious differential treatment between employees and job applicants human beings or to affect them in a comparably serious manner. There are two main forms of discrimination related to “unfair discrimination”, namely: • Direct discrimination; and • Indirect discrimination. Direct discrimination is easily identifiable and involves obvious differential treatment between employees and job applicants on the basis of any grounds. For example, an employer follows a policy of remunerating women employees on a lower scale without justification, whereas the male employees are remunerated at a much higher



Business scale for doing the same work. Indirect discrimination, on the other hand, is not as easily recognisable. It is a subtler form of discrimination. It involves the application of policies and practices that are apparently neutral and do not explicitly distinguish between employees and job applicants but, in reality, have a disproportionate and negative effect on certain individuals or groups. For example, where the job advertisement without justification, requires that applicants must live in a particular area knowing that the residents of that area are predominantly from a particular race group. The Employment Equity Act (EEA) also emphasises that: Harassment of an employee is a form of unfair discrimination and is prohibited on any one or a combination of the abovementioned grounds of unfair discrimination; Medical testing at the request of an employer will not be allowed unless legislation permits or requires the testing, or it is justifiable in the light of medical facts, employment conditions, social policy, the fair distribution of employee benefits or the inherent requirements of a job; HIV-testing can only be carried out at the request of an employer if such testing is determined justifiable by the Labour Court; Psychometric testing or other assessments at the request of an employer cannot be done unless such tests are scientifically valid, can be applied fairly and are not biased against any employee or group. Essentially one has to give consideration to the impact of actions, policies and procedures when evaluating discriminatory practices, rather than intention.

Harrasment of an emplyee is a form of unfair discrimination and is prohibited It is not unfair discrimination to: • Take affirmative action measures consistent with the purpose of the Employment Equity Act; or • Distinguish, exclude or prefer any person on the basis of an inherent requirement of a job. Affirmative action aims to achieve equality at work without lowering standards and without unduly limiting the prospects of existing employees. This is done through the implementation of measures designed to ensure that suitably qualified people from designated groups have equal employment opportunities and are fairly represented in the workforce. Designated groups refer to black persons, women and people with disabilities who are citizens of the Republic of South Africa (RSA) by birth or descent, or became citizens of the RSA by naturalisation before 27 April 1994 or after 26 April 1994 and who would have been able to acquire citizenship by naturalisation before that date had it not been for apartheid policies. Discrimination based on the inherent requirement of the particular job does not constitute unfair discrimination. An inherent requirement of a job depends on the nature of the


job and required qualifications. If such requirements can be shown, discrimination will be fair. For example, discrimination which occurs as a result of a person with poor eyesight failing to be appointed as a pilot, is not unfair if the quality of eyesight is proven to be an inherent requirement of the job. The law does not allow an employer to employ children under the age of 15 years, or pregnant women four weeks before confinement and within six weeks of giving birth. This is regarded as fair compulsory discrimination by law. It may be fair for the employer to discriminate on the basis of productivity when giving a salary increase, for example increases based on merit. This, of course, would be dependent on the fairness of the criteria utilised for assessing performance and productivity. Any employee who feels that he/she has been unfairly discriminated against or that an employer has contravened the laws may lodge a grievance in writing with their employer. The matter may thereafter be referred to the CCMA within six months if the issue cannot be resolved at the workplace. If the CCMA is not able to resolve the dispute through conciliation, the matter can either be referred to arbitration if the employee earns less than the amount (2021 earnings threshold – R211 596.30 per annum) set by the Minister of Employment and Labour in Chapter Two of the Basic Condition of Employment Act (BCEA). If the employee earns above the amount referred to in the BCEA, the matter may be adjudicated by the Labour Court. However, in these circumstances, if both parties agree in writing, the matter be arbitrated by the CCMA. In sexual harassment matters, the employee has a choice between arbitration at the CCMA and adjudication at the Labour Court regardless of how much he or she earns. Bargaining Councils do not hold jurisdiction for dispute resolution referrals resulting from unfair discrimination within the workplace.





Luminous, lustrous and radiant, we present the 2021 British Hairdresser of the Year, sponsored by Schwarzkopf Professional winning collection from Robert Eaton... online@saloninternational



“This collection represents the best of modern hairdressing and a vision for the bright future of the craft; a world in which diversity is embraced and fresh concepts of beauty are celebrated. Building on this idea of inclusivity, the images seek to showcase each muse’s individuality through cut, colour and styling with bespoke looks chosen to bring to life facets of their personality and personal aesthetic, bathed in prismatic light.” Robert Eaton, Russell Eaton












online@saloninternational online@saloninternational









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Melissa Timperley

Salon owner Melissa Timperley started her career young – in fact, family photos show her cutting her dolls’ hair aged four! She’s come a long way since then…

Balayage and bobs


Shot by Michael Young, this image is the epitome of what we stand for as a brand and my personal aesthetic as a hairdresser; it’s creative and beautiful hair.


Short and sweet

Precision is key


I shot this when I was at Sassoon, and it was part of my first British Hairdressing Awards, sponsored by Schwarzkopf Professional collection for North Western Hairdresser of the Year.


Behind the mask

During the pandemic, mental health and the masks we wear preoccupied me. I brought this theme to life in a series of images, shot by Roberto Aguilar using Unite products.


The collection was all about short hair, precision cutting and innovative colour placement. I worked with a designer whose debut collection was being shown at LFW.


Art attack!

This was fun to shoot! Inspired by the artist Jackson Pollock and his drip technique, the model was splashed with different coloured paints. I love her raspberry ripple pixie cut. online@saloninternational

Two tone


I feel like this image from our most recent collection fully represents me. Honing your style takes confidence, time, experience and a lot of effort, but I love what I do.

Curls aloud


We’re proud to work with all hair types in our salon. I found there was a lack of inspirational curly hair imagery, so this shoot celebrates the beauty of curls – on real clients!


Business Business


We hope that you have enjoyed this edition of Salon International Magazine

We would welcome your


Plus, we would love to recieve contributions for articles to include in future issues.

If you have a collection of work that you would

like us to include, please do send that through for us to use.

Let’s show off the huge pool of talent that is

here in South Africa and show the world how inspirational we can be. 28

online@saloninternational online@saloninternational