1.
Navigating Diversity
in UX

2.
Beforewe
begin…
 Who am I?
 Researcher, Design Thinking
Facilitator, Mentor, Mother
 Co-Founder of Dallas Black UX
 Director of Design Thinking @
Usability Sciences – Dallas,
Texas

3.
Disclaimer
 This topic causes anxiety, anger, hurt feelings
or trauma
 We are not going to debate the cause of
discrimination in UX, but I’m happy to talk
later
 I will take questions at the end of presentation
 The views I share are mine and do not
represent any of my employers
 Findings & recommendations apply in the
workplace, professional organizations,
conferences, and maybe your life

4.
IDIDNOTwant
to dothistalk!
 Equality for women passed in
1920
 Desegregation passed in 1954
 Discrimination outlawed in 1967

5.
But…
 Unconscious bias is real
 Self-preservation is real
 Ignorance is bliss
 Empathy is not innate
 Sympathy is not empathy
 Intellectual property is expensive

6.
It’skindacrazy…
 “I don’t know that a woman can handle that
group.”
 “So and so “is going to present your deck. We
don’t want your accent to distract the client.”
 “We were the only ones without desks. In fact,
they put us all at a table together.”
 “We figured you wanted to be at home with your
son, so we didn’t bother you with it.”
 “I know for a fact, my co-worker makes about
$20k less than me, and I feel really bad about
it.”
 “Are you married to your dreads? Would you be
willing to cut them off if you get this job?
 “I’m looking for someone who won’t push back.
Someone who will just take orders. Someone
Asian.”
 “Don’t be so defensive!”
 “Am I the only straight person at this table?”

7.
Diversityprograms
arecommonfor
goodreason…
Almost every Fortune 100 large company in the
U.S. has a diversity program
 Attracts high quality candidates
 Produce higher returns
 Are more innovative
 Increase job satisfaction
 Have a deeper understanding of its customers
 Strengthens the company brand

8.
Diversityistheartofthinkingindependentlytogether
Backgrounds
Education
Experiences
Cultures
Perspectives
Life-Styles
AgeSkillsets
Motivations
Passions
Workstyles
Marital StatusGeographic Location Status/ Rank
Personality Types
Abilities
Race/
Ethnicity
Sight
Gender Ability

9.
Diversityisnot…
Compliance Tolerance Sensitivity
Special
treatment for
some people
Ethnic food
celebrations
DiversityisNOT…

10.
Diversity means
nothing without
INCLUSION
“But simply throwing a mix of people
together doesn’t guarantee high
performance; it requires inclusive
leadership — leadership that assures
that all team members feel they are
treated respectfully and fairly, are valued
and sense that they belong, and are
confident and inspired.”

11.
Organizations
haveto…
 Attract
 Retain
 Protect

12.
Attractthe
BestTalent
 Cast a wider net when recruiting
 Referrals are good, but don’t load up your team
or leadership with a bunch of “friends”
 Hire based on talent first, values second,
“fit” last
 If you aren’t attracting diverse talent,
figure out why
 Company or organizational reputation
 Lack of diversity at the table
 Recruiting practices
 Interviewing practices
 Connect with affinity groups

13.
Retainthe
BestTalent
 Set clear, consistent expectations
 Evaluate EVERYONE accordingly
 Respect their expertise/ skillset
 Watch out for disassociation
 Develop and grow individuals as well as
the team
 Let people be themselves

14.
Cultivate&
Protecta diverse
andinclusive
culture
 Cultivate interpersonal relationships
 Watch out for and address click-ish,
non-inclusive behaviors
 Encourage self-expression
 If you see something, say something

15.
For those who have or will
feel left out or
discriminated against…

16.
Beingyourself
oftenrequires
coping
mechanisms
 Be self-aware but not self-
conscious
 Assess the situation
 Build a support system
 Know when it’s time to leave

17.
Selfaware,not
selfconscious
 Your fears can taint your perception
and WILL become your reality
 You don’t need permission to be
yourself
 Never give your voice away
 Constantly assess your skillset and
grow however and whenever possible

18.
Assessthe
situation
 Is this person ignorant or
malicious?
 Is this a pattern?
 Is this particular issue worth
acknowledging or documenting?

19.
Builda
supportsystem
 Mentors who share experience
and can help navigate your career
 Can be inside or outside your
organization
 Proceed with caution
 Professional groups

20.
Knowwhenit’s
timeto leave
 Sometimes the battle is not worth
fighting or becomes too toxic
 Intentionally build your network
 Protect your brand
 Continuously update your portfolio
 Don’t burn bridges

21.
Questions?
@UX_Storyteller
Adrienne Guillory
Usability Sciences
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