Summary
After 7 years of working in UX Research Leadership roles, Lisanne left the field behind to return to education. In this talk, she will discuss the significant challenges she faced as a Black woman in UX leadership that ultimately culminated in a leave of absence and then subsequent decamping from the field. The retention rate for WOC researchers is low in the field, and there is an inherent need to understand what are some of the root causes and what can be the potential solutions to retain and potentially re-engage more WOC researchers whose perspectives, experiences, and expertise are needed in this field.
Key Insights
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Diversity in tech is crucial for creating inclusive products that serve all users.
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Mentorship and advocacy from diverse leaders can significantly impact career growth in UX.
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Microaggressions in the workplace create toxic environments that hinder the potential of BIPOC employees.
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Organizations need to develop clear paths for career advancement and support for diverse researchers.
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Continuous bias training is necessary to foster an inclusive workplace culture.
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Co-conspirators need to actively use their privilege to counteract bias and support marginalized colleagues.
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The lack of representation in UX research correlates with products that fail to serve a diverse population.
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Inclusivity should be a part of onboarding processes and organizational performance reviews.
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There is no pipeline problem; organizations must invest in diverse recruiting platforms to access untapped talent.
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Creating diverse teams enhances creativity and leads to better outcomes for all stakeholders.
Notable Quotes
"I was scared. I was like, wait, what are we doing? How do I do this?"
"This was the best job that I ever had."
"I realized that I wasn’t gonna have the same diverse team I’d grown to love."
"I didn’t see someone else who had sort of a clear path to growth."
"I knew other black and brown researchers in other departments, so there was a sense of community."
"I found myself having to prove myself for advancement."
"It’s about creating support mechanisms, mentorship opportunities, and clear career paths."
"We need more co-conspirators who will step up and counteract microaggressions and bias."
"Diversity, equity, inclusion, and belonging goals should be tied to annual reviews and bonuses."
"This is everyone's work; it can't just be on the director of DEI."
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