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Navigating Diversity in UX

  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
  21. Questions? @UX_Storyteller Adrienne Guillory Usability Sciences CONNECT

Notas del editor

  1. Why Inclusive Leaders Are Good for Organizations, and How to Become One, Harvard Business Review, March 29, 2019