Why I Left Research
Summary
Key Insights
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Early mentorship and a supportive diverse team were critical to Dr. Norman's initial success in UX research.
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Large tech companies often have majority white, male teams with little diversity recruitment or clear career paths for researchers of color.
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Microaggressions and assumptions about leadership roles can undermine the authority of Black women in UX research.
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Pay inequity persists even when Black women researchers deliver more work and leadership than their white counterparts.
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Startups may posturing about diversity but often replicate exclusionary cultures with favoritism and poor management.
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UX researchers of color frequently take on extra DEI and recruiting responsibilities beyond their official roles.
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Being authentic in the workplace is exhausting when constantly navigating where vulnerability is safe.
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There is a critical lack of data and conversation about the demographic makeup of UX research teams.
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Effective change requires systemic action: consistent bias training, managerial support, diverse recruiting platforms, and accountability tied to reviews and bonuses.
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Embedding DEI into education, onboarding, and continuous team evaluation prepares organizations to be genuinely inclusive.
Notable Quotes
"The best job I ever had was with those two female VPs who believed in me and gave me a chance."
"At Dell, 90% of my design team was white and overwhelmingly male—a sharp contrast from my earlier team."
"I literally would have to jump up in meetings to introduce myself as the director just to be recognized."
"I learned about gross pay equity between me and my white counterpart despite doing more work."
"Startups promised limitless growth but often had cultures of microaggressions, isolation, and favoritism."
"I found myself doing recruiting and DEI work on top of my UX research job—work that wasn’t mine to do."
"You constantly perform calculus every day figuring out where you can be your authentic self."
"We need more co-conspirators who actively use their privilege to interrupt microaggressions and bias."
"There isn’t a pipeline problem; there are people out there—you have to invest in networking and recruiting properly."
"Diversity, equity, inclusion, and belonging goals need to tie into annual reviews and bonuses—it's everybody’s work."
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