UX Australia 2021 DAY 2
Establishing equity with our creative teams starts with reevaluating our everyday design processes. In this talk, you will learn some of the pitfalls of diversity hiring, why they haven't worked, and ways to create a more equitable design culture that leads to more diverse thinking, innovation, and hires. We'll share some of our QTBIPOC Design organization principles and methods that have guided us in building a thriving and diverse creative team.
Goals for this session:
Encourage designers and design leaders to re-examine their ways of approaching diversity in the creative workplace and inspire them to make a radical shift in how they approach their everyday work.
Learn tactical solutions designers and design leaders can apply in their internal reviews, meetings, design critiques, and design delivery that shifts away from perfectionism and metric-driven processes to a more mindful, equitable, and innovative model.
Feel re-energized to hold safe space for one another that is less judgemental and defensive, and where challenging issues can be discussed without fear of conflict.
DESIGN THINKING FOR
BUILDING EQUITABLE TEAMS
Hi, I’m Steven!
FOUNDER & PRESIDENT
Empowering LGBTQ+ designers of
color with free & accessible
education, mentorship, and
Stop working so hard. LOL
Sustainability and rest are core components
of activism and change.
Your journey and discovery of identity is the
key towards your individual activism.
Creating Equitable Design Teams
Diversity Inclusion Equity
McKinsey (2020): Companies in the top
quartile for both gender and ethnic
diversity are 12 percent more likely to
outperform all other companies in the
Diverse teams perform better
International Labour Organization (2019):
- 59.1% increase in creativity, innovation,
- 37.9% better assessment of consumer
interest and demand.
Inclusive cultures led to increased creativity
Junior Associate Senior Manager Director / VP C-Suite Board
Intention: “We want to hire more diverse teams”
Microaggressions Unequal pay No voice No other representation
No promotion No future
D/E/I starts with improving our existing culture
No matter the DEI quota or intent,
inequitable culture leads to poor retention.
Our focus should first address
systemic cultural patterns.
How are we
How are we iterating on solutions together?
How are we
Creating an equitable team
1. Center in community-first approach
1. 1:1 meetings to assess individual needs
How have people shown up for you in the
past? How have people not shown up for
you in the past?
2. Identify gaps within teams
Cultural, racial, economic, cognitive,
physical, or even aesthetic di
3. Establish guiding principles & goals
Codify mission statement documentation
with regular reminders / check-ins to
evaluate against goals
2. Create safe spaces for dialogue
1. Establish safe spaces
Set the intention with words & language
2. Seek to understand
narrative to understand others
before understanding the work
3. Create emptiness
Open container physically/digitally/
mentally for feedback and thoughts with
silence, time, and space; slowing down
4. Invite healthy banter & braveness
Ask questions, assign devil’s advocate
3. Build solutions that extend
1. Honor the past
Avoid tearing down to create; build upon
insights and lessons from previous
framework; seek to understand
2. Build on top
Plus-up the work of others instead of
creating a separate track; unite e
3. Aim for consistency
ort (even smallest amount)
creates a larger movement
4. Reward with positive encouragement
1. Leverage positive feedback
away from immediate short-term wins
to establishing long-term impact
2. Amplify & echo actions
irm wanted/positive behaviors
3. Lead by example
Exemplify the behaviors you want to see
more of and lead by example; show not tell
Increasing pipeline of diverse candidates
1. Build long-term relationships with local community & orgs
Connect with marginalized communities and their
leaders, engage with projects, questions, consulting, or
un-tethered support, “how can I support you?”
2. Co-create with educational institutions
Universities, bootcamps, and non-profits run initiatives to
provide education to marginalized communities, o
lacking funds and visibility to their projects
3. Connect with recruiters focused on recruitment &
placement of diverse talent
Look for more than just buzzwords, diverse placement
into the right environments
Creating equity and dismantling the
system of inequity is a lifelong process.
If we all took small deliberate actions today,
tomorrow would be a whole new world.
Why should I care?
Our job is to design. Not make art.
Design is about solving problems for
myriad of communities.
toward community-centered design practices
Creative Reaction Lab
National Equity Project
“Empathy is a pretty word for
exclusion. I’ve seen all-male all-white
teams taking ‘empathy workshops’
to see how women think. If you want
to know how women would use
something you’re designing, get a
woman on your design team. They’re
not extinct. We don’t need to study
them. We can hire them!”
- Mike Monteiro, Ruined by Design: How Designers Destroyed
the World, and What We Can Do to Fix It
To design for our communities, we must
design with and include our communities
within the process.
DEI is not a resource issue, nor is it
for an individual or ERG to solve for
an entire company.
DEI is a group e
ort that requires
consistent actions from every one of us.
Our liberation is intertwined - we cannot
be liberated without one another.
To exist in today’s world, means to live &
experience both privilege and inequity
that has been passed down upon us
In the system of inequity, we are all losing.
“Don’t show up for me because
you want to protect me, or you
want to help me…
I would rephrase your question to
be, ‘Can you help me get free?’
not, ‘Can you help me help you.’”
- Alok Vaid-Menon (@alokvmenon) x Man Enough Podcast
Am I ready to design?
Am I ready to be liberated?
Am I ready to diversify my team?
Thank you UX Australia!
FOUNDER & PRESIDENT
COME JOIN US OR BE A PARTNER!