Key Insights

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  The 'how might we' approach has been co-opted in many settings to enforce conformity and suppress alternative ideas, rather than encourage creative problem-solving.

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  Teams using 'how might we' must critically examine who the 'we' represents and whether those communities are truly included in decision-making.

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  Diversity and inclusion efforts often fail because companies seek to engage marginalized communities externally without changing their internal leadership and talent structures.

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  Building local research and design capacity in communities is more sustainable and ethical than relying on outside consultants who lack contextual understanding.

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  Designers need to foster trust and authentic interpersonal connections across organizational silos to drive meaningful change internally.

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  Conversations around values and purpose should be prioritized within teams to align efforts and expose misalignments that hinder productivity and retention.

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  Representation matters critically, especially in research teams, to avoid harm and misinterpretations when working with underrepresented groups.

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  Design teams benefit from diverse professional backgrounds like journalism and engineering, which enrich research and insight generation.

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  Emerging tech fields like Web3 present an opportunity to embed equitable design practices early, avoiding repeating past mistakes seen in Web2.

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  Feeling discomfort or skepticism towards standard design methodologies is a healthy sign prompting critical reflection and potential innovation.

Notable Quotes