2018 was plagued with more than a few insensitive social missteps. Like many of you, I viewed commercials, articles, news stories and advertisements wondering HOW DID THAT HAPPEN? How could they be so insensitive? But a quick perusal of the headshots usually uncovers the unfortunate “how”. To put it simply, there is a lack of diversity at the proverbial table and many are ignorant to the far reaching effects of their decisions. The obvious solution is to identify ways to bring awareness to the organizations, but where does that awareness come from? Where does the diversity of thought come from? While we’re thinking through it, what does diversity really mean? How do we prevent prevent similar missteps in the future? Join me to learn how I’ve overcome a lack of diversity in my professional life and how to apply my learnings to your career and organization

1. Navigating Diversity
in UX

2. Beforewe
begin…
 Who am I?
 Researcher, Design Thinking
Facilitator, Mentor, Mother
 Co-Founder of Dallas Black UX
 Director of Design Thinking @
Usability Sciences – Dallas,
Texas

3. Disclaimer
 This topic causes anxiety, anger, hurt feelings
or trauma
 We are not going to debate the cause of
discrimination in UX, but I’m happy to talk
later
 I will take questions at the end of presentation
 The views I share are mine and do not
represent any of my employers
 Findings & recommendations apply in the
workplace, professional organizations,
conferences, and maybe your life

4. IDIDNOTwant
to dothistalk!
 Equality for women passed in
1920
 Desegregation passed in 1954
 Discrimination outlawed in 1967

5. But…
 Unconscious bias is real
 Self-preservation is real
 Ignorance is bliss
 Empathy is not innate
 Sympathy is not empathy
 Intellectual property is expensive

6. It’skindacrazy…
 “I don’t know that a woman can handle that
group.”
 “So and so “is going to present your deck. We
don’t want your accent to distract the client.”
 “We were the only ones without desks. In fact,
they put us all at a table together.”
 “We figured you wanted to be at home with your
son, so we didn’t bother you with it.”
 “I know for a fact, my co-worker makes about
$20k less than me, and I feel really bad about
it.”
 “Are you married to your dreads? Would you be
willing to cut them off if you get this job?
 “I’m looking for someone who won’t push back.
Someone who will just take orders. Someone
Asian.”
 “Don’t be so defensive!”
 “Am I the only straight person at this table?”

7. Diversityprograms
arecommonfor
goodreason…
Almost every Fortune 100 large company in the
U.S. has a diversity program
 Attracts high quality candidates
 Produce higher returns
 Are more innovative
 Increase job satisfaction
 Have a deeper understanding of its customers
 Strengthens the company brand

8. Diversityistheartofthinkingindependentlytogether
Backgrounds
Education
Experiences
Cultures
Perspectives
Life-Styles
AgeSkillsets
Motivations
Passions
Workstyles
Marital StatusGeographic Location Status/ Rank
Personality Types
Abilities
Race/
Ethnicity
Sight
Gender Ability

9. Diversityisnot…
Compliance Tolerance Sensitivity
Special
treatment for
some people
Ethnic food
celebrations
DiversityisNOT…

10. Diversity means
nothing without
INCLUSION
“But simply throwing a mix of people
together doesn’t guarantee high
performance; it requires inclusive
leadership — leadership that assures
that all team members feel they are
treated respectfully and fairly, are valued
and sense that they belong, and are
confident and inspired.”

11. Organizations
haveto…
 Attract
 Retain
 Protect

12. Attractthe
BestTalent
 Cast a wider net when recruiting
 Referrals are good, but don’t load up your team
or leadership with a bunch of “friends”
 Hire based on talent first, values second,
“fit” last
 If you aren’t attracting diverse talent,
figure out why
 Company or organizational reputation
 Lack of diversity at the table
 Recruiting practices
 Interviewing practices
 Connect with affinity groups

13. Retainthe
BestTalent
 Set clear, consistent expectations
 Evaluate EVERYONE accordingly
 Respect their expertise/ skillset
 Watch out for disassociation
 Develop and grow individuals as well as
the team
 Let people be themselves

14. Cultivate&
Protecta diverse
andinclusive
culture
 Cultivate interpersonal relationships
 Watch out for and address click-ish,
non-inclusive behaviors
 Encourage self-expression
 If you see something, say something

15. For those who have or will
feel left out or
discriminated against…

16. Beingyourself
oftenrequires
coping
mechanisms
 Be self-aware but not self-
conscious
 Assess the situation
 Build a support system
 Know when it’s time to leave

17. Selfaware,not
selfconscious
 Your fears can taint your perception
and WILL become your reality
 You don’t need permission to be
yourself
 Never give your voice away
 Constantly assess your skillset and
grow however and whenever possible

18. Assessthe
situation
 Is this person ignorant or
malicious?
 Is this a pattern?
 Is this particular issue worth
acknowledging or documenting?

19. Builda
supportsystem
 Mentors who share experience
and can help navigate your career
 Can be inside or outside your
organization
 Proceed with caution
 Professional groups

20. Knowwhenit’s
timeto leave
 Sometimes the battle is not worth
fighting or becomes too toxic
 Intentionally build your network
 Protect your brand
 Continuously update your portfolio
 Don’t burn bridges

22. Questions?
@UX_Storyteller
Adrienne Guillory
Usability Sciences
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