Summary
Often times our design principles become a propped-up trophy that we're proud of but never truly use. Or we don't even realize this trophy may be dusty and needs some cleaning up. This ideology could be applied to our design principles or design process, and hinder us from creating a more updated practice that is inclusive and equitable for our teams to interact with, understand, and improve our products. The very practice and values that our teams live by should be embedded with inclusion and equity at the forefront of what we do, not the end. This talk is meant to help reimagine what an Inclusive design practice could look like for you and your teams, in hopes that you'll be able to walk away with a framework or awareness of a streamlined practice that's conducive to a diverse team. As an Equity-Centered UX Strategist, I collaborate with Design teams to ensure we're building toward a more equitable practice that's foundational and not faulty.
Key Insights
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Performative equity often exists where organizations claim to support D&I but fail to take actionable steps.
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The layoff of D&I roles rose by 12% more than other positions post-2020, indicating a decline in true commitment to equity.
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Inclusive design must be a collective responsibility, not just the job of a single person or small team.
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Proper inclusion requires understanding the narratives and lived experiences of the communities served, not just their demographics.
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Accountability in inclusive design practices is crucial and should involve all levels of leadership within an organization.
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D&I practices should not be limited to specific events or projects but should be integral to business operations.
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Design processes must actively include diverse perspectives to reduce harm and improve efficacy.
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Intentional practices such as the Ethical Research Checklist can help mitigate harm in design research.
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Cultivating an inclusive environment requires acknowledging power dynamics and ensuring shared decision-making.
Notable Quotes
"Inclusive design should be who you are, not just what you're about."
"Land acknowledgment should be embedded in practice and not just a checkbox."
"Performative inclusion occurs when there's no practical action behind advocating for equity."
"Good design ops cannot be executed without inclusive design at the center."
"We have seen a mass departure of D&I talent; this signals companies' value on equity."
"It's not just about the product; we need to understand both employee and customer experiences."
"Relational design considers not only current needs but also plans for the future."
"We must ask who is missing from the room and why that matters."
"Lived experience is richer and deeper than mere technical know-how."
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