Key Insights

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  Performative equity arises when companies advocate DEI but fail to take practical, sustained action.

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  Between 2022-2023, DEI roles were laid off at a higher rate than non-DEI roles, signaling low corporate prioritization.

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  Inclusive design is deeper than accessibility, centering on systemic inequities and lived experiences.

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  Inclusive design should never be a one-person job or a checkbox exercise but a shared organizational responsibility.

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  Embedding land acknowledgements meaningfully can shift from performative to genuine inclusivity.

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  Diverse representation in design includes intersectionality of race, disability, class, and language, not just surface diversity.

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  Practical tools include integrating inclusivity into design systems, ethical research checklists, and mandatory inclusive design checkpoints.

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  Creating safe spaces with multiple ways to share opinions empowers introverted or marginalized voices.

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  Lived experience is often more valuable for inclusive design than purely academic or technical knowledge.

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  Sustained inclusion at leadership and decision-making levels, not just event-based representation, is critical for true equity.

Notable Quotes