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The contribution presented here is the development of the system for qualitative prediction of garment appearance quality. The starting point for designing such a system is a qualitative evaluation of garment appearance quality, based on the study of relation of fabric mechanical properties and achieved quality level of garment appearance, as well as the definition of elements of a system for qualitative evaluation of garment appearance quality level, i.e. its fit.

The purpose of this paper is to quantitatively evaluate the effect of adhesive interlining on the appearance of tailored jackets with different rigidity.

Four tailored jackets having the same pattern and fabric and three different adhesive interlinings or no adhesive interlining were prepared as experimental samples. Criteria and characteristics for assessing jacket appearance were investigated in sensory tests. A paired comparison of the jacket appearance was conducted using a ranking method. Smoothness and constriction values were proposed and obtained using three-dimensional shape data. The smoothness value refers to the degree of wrinkling on the jacket surface and the constriction value refers to the degree of constriction of the waistline. A quantitative assessment model of jacket appearance was proposed using multiple regression analysis.

The sensory test reveals that the number of wrinkles, acceptability of wrinkling and degree of constriction of the waist are important criteria in the assessment of jacket appearance. The smoothness value for the front body and the constriction value of the waist partially agreed with the normal scores of sensory test results. Sensory evaluation values for the entire jacket appearance were estimated employing multiple regression analysis with the constriction and smoothness values. The values of jacket appearance estimated using multiple regression analysis were in good agreement with the sensory test results.

Criteria and characteristics to be used in the assessment of the appearance of a jacket with adhesive interlining were clarified. Employing the proposed methodology, it is possible to predict jacket appearance for different adhesive interlinings, quantitatively.

Appearance is part of a person's non-verbal communication, and looks are often associated with the perceived ‘attractiveness’ of individuals for hiring practices in the workplace. As such, physical attractiveness can be a ‘prized possession’ when it comes to leaving a positive impression on managers who are interviewing candidates. In the twenty-first century environment, our society seems to be more obsessed with physical appearance than ever before because society has conditioned us to associate beauty with other favourable characteristics. Of course, such appearance norms, regarding attractiveness, ‘good looks’ and beauty are linked to years of socialisation in culture, cultural norms and materialistic personality standards.

In a business context, managers and employers often make hiring decisions based on the appearance and attractiveness of the job applicants since outward appearance seems to play a significant role in which candidates eventually might get the job. Physically attractive job applicants and candidates tend to benefit from the unearned privilege, which often comes at a cost to others who are equally qualified. Preferring employees who are deemed to be attractive, and consequently discriminating against those who are perceived as unattractive, can present legal and ethical challenges for employers and managers. In this chapter, we provide a discussion and reflection of appearance-based hiring practices in the United States with relevant legal, ethical and practical implications for employers, human resources professionals and managers. We focus on ‘lookism’ or appearance discrimination, which is discrimination in favour of people who are physically attractive. As such, we examine federal, state and local laws regarding appearance discrimination in the American workplace. We also offer sustainable policy recommendations for employers, HR professionals and managers on how they can be fair to all candidates in order to hire, promote and retain the most qualified professionals in their departments and organisations.