Chicago Camps- Designing for Diversity in Org Design
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This talk focuses on key questions you can ask to begin addressing the diversity moonshot. Ignoring diversity is not only a business risk, but an implication for the kinds of products we will build.
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Chicago Camps- Designing for Diversity in Org Design
- 1. Designing for Diversity in Organization Design Prototypes, Process and Play August 2017 Eli Silva - @EliSymeon
- 2. Mutual Aid Designing for crisis
- 3. Image Credit: Lucas Jackson/Reuters
- 4. Catherine Barde/American Red Cross via Flickr)
- 6. Image Credit: Piotr Redlinski for The New York Times
- 7. Occupy Sandy was my first experience building an organizational response to real human needs.
- 9. Advanced Persistent Neglect You design what you are
- 11. Every single day, the products you ship show customers, employees and the world what you value. See also: Conway’s Law – Thanks, Jared
- 13. “Approximately 86% of professional designers are Caucasian.” – Antoinette Carol, AIGA.Org, 2016
- 14. “Top universities graduate black and hispanic computer science and computer engineering students at twice the rate that leading tech companies hire them.” – USA Today, study cited by Bonnie Marcus, Forbes 2015, “The Lack of Diversity in Tech is a Cultural Issue”
- 15. Scrap everything you think you know. Listen to the user. Test. Discard. Test again. Listen. Ask more questions. Fine tune. Refine. Clarify at every step. Question each and every assumption. Welcome to your desk. This is who you report to. This is who reports to you. Please keep your hands, feet, and questions inside the dominant paradigm at all times. Product Design Org Design
- 16. No.
- 17. To develop a culture of renewal, reinvention, and resilience we must challenge assumptions where they are most entrenched.
- 18. Lacking diversity is often a culturally acceptable form of dysfunction
- 19. Lacking diversity is often a culturally acceptable form of dysfunction ...and business risk
- 21. “Some people don’t like to take responsibility for their own shit. They blame everything in their life on somebody else.” —Uber CEO, Travis Kalanick, 2017
- 22. - Susan Wu, “Welcome to Diversity Debt: The Crisis that Could Sink Uber”
- 23. Diversity Debt (n.) A concept in organizational design that illuminates the extra work that must be done when decisions about culture and diversity are ignored or optimized for short-term gains instead of long-term sustainability.
- 24. Photograph: Antonio Zazueta Olmos/Antonio Olmos
- 25. In the United Kingdom, senior executive teams proved a 3.5 percent increase in earnings before interest and taxes (EBIT) with every 10 percent increase in gender diversity.
- 26. McKinsey report on the benefits of diversity across 366 public companies Top Quartile Racial and Ethnic Diversity 35% more likely to have returns above the industry mean Gender Diversity 15% more likely to have returns above the industry mean Other Findings Senior-Executive Diversity For every 10 percent increase in racial and ethnic diversity on the senior-executive team in the USA, EBIT rose 0.8 percent.
- 27. A global company survey by Credit Suisse of 2400public companies found Organizations with at least one female board member yielded higher return on equity and higher net income growth
- 30. Your Org is a Product Culture is your artifact
- 31. A design org is a human institution built to validate a product or service under conditions of extreme bias
- 32. We learned to bring organizations closer to their customers, taught them to listen. For a time, it was good.
- 34. The experience of inclusion is the product of organizational design.
- 35. After spending two years and $265 million on the effort, Google’s employee population was only 2% black in 2016, the same percentage as it was in 2014. - Beth Winegarner, “Google’s Hardest Moonshot: Debugging Its Race Problem” Fast Company
- 36. Even the most powerful ideas in the world cannot survive persistent institutional dysfunction.
- 37. Effective product teams align the organization through a regular cadence of interviews, prototypes, and playbacks.
- 38. Participatory Org Design Inclusive Organizations By Design
- 39. Taking ethics seriously as design orgs, means we understand that what we make is a direct reflection of who we are.
- 40. How might we use the design process to build more people-centered organizations?
- 42. Inclusion Creating the necessary conditions for organizational reflection, course correction, and change by design.
- 43. Participatory Design: An approach to design that invites all stakeholders (employees, end-users, designers, citizens, candidates) into the design process to better understand and meet the complex needs that exist in a large system.
- 44. “As designers, we find ourselves not just functioning as human-computer interface designers, but as designers of an interface to systems that never saw ‘users’ coming” – Gretchen Anderson, “Designing for Social Impact”
- 45. Build, Measure, Learn Listen, Include, Empower
- 46. Build, Measure, Learn Listen, Include, Empower
- 47. Listen.
- 48. Image source: All Booked Up
- 49. Who is telling our inclusion story? Ask if the story your company tells about its own diversity and inclusion is coming from the ground up. If not, find out why. Image Credit: William Stitt
- 50. What do we look like to the outside world? Look at job descriptions you control for words like “Dominate, competitive, pleasant.” (Descriptions that use biased language get 42% fewer submissions.)1 Run language in job ads through a Gender Bias Reduction Tool like Textio.com or Gender- decoder.katmatfield.com
- 51. What are the numbers? How many under-represented people are making it into your pipeline? How many are extended offers? How many accept? Do you know the data about your attrition rate in the first 90 days? If you don’t have data, start capturing it. Give yourself and your organization the information they need to design better experiences. Image Credit: William Stitt
- 52. Include.
- 53. How do we value difference? Embrace the value of ‘Culture Add’ and ask yourself where people are most likely to accidentally wash out. Make it a priority to welcome those who are most likely to spark meaningful conflict. Audit your definition of and define the value of ‘Culture Fit’ very tightly, on paper, so there’s no ambiguity. Revisit often to check for bias.
- 54. What about employees? How effective or useful is onboarding? Have you designed that experience to remove friction? How do you help new team members achieve autonomy and success early? What is the employee experience like for your underrepresented groups? Do you offer training on unconscious bias and review practices you control to change known biases? If you don’t do exit interviews, start doing them.
- 55. How does our idea meet the needs we have heard? Before you generate a single idea, pick a feasible goal, that you can align on. Seriously and without question, involve the people you’re trying to include. Listen to them and let them help steer your efforts. Learn from your own internally marginal groups and empower them to generate AND implement ideas for change. (Women, Minorities, LGBT, Disabilities, Neurodiversity) Define a way to measure impact before you start building something.
- 56. Empower.
- 57. Inclusive leaders consistently design experiences of empowerment. They create the conditions for teams to take charge and exercise collective ownership.
- 58. Have difficult conversations. Evaluate against honest, frequent feedback. If your effort focuses on a marginal group, bring them to the table during the idea phase, give them the power to shut you down. Ask, “How might what we’ve built here hurt someone,” BEFORE you release it into the wild.
- 59. Course Correct. Often. Measure your impact often. Don’t wait until you’ve expended your entire budget before you validate. Build a feedback loop into new D&I efforts, as well as existing ones, and react to feedback as quickly as possible. You only get to succeed if you can demonstrate: [ ] We Listened. [ ] We Included. [ ] We Empowered.
- 60. Balanced People Team People Operations Advocacy + Empathy Practices Rep UX Business Technology The Balanced People Team
- 61. Reducing the distance between designers and the many populations they serve is perhaps the single most important charge to the design profession today. – Beth Tauke, Korydon Smith, and Charles Davis; Diversity and Design: Understanding the Hidden Consequences
- 63. Thank You Eli Silva, @EliSymeon White House LGBTQ Technology Fellow. Inclusive Design Explorer. Friend of the otters.
Editor's Notes
- We live in an age where we sometimes forget the power of human togetherness. We sometimes forget the value of intentionality in organizations, and we forget what being on the same page can do for people and the good they can do together.
- I first took org design seriously in the wake of hurricane Sandy. October 2012. Five years ago, in the midst of a catastrophic event, I had to act fast to help people, save lives and transform chaos into effective response. We all did. In the midst of inaction, a few people, a small band of activists and the internet were able to organize mutual aid, provide deep coverage of actual events and feed people long before the Red Cross.
- The Red Cross, an organization with superior funding, more training, and better resources was unable to compete against the efforts of some scrappy protesters with better communication skills. A ProPublica report has accused the Red Cross of misusing resources and idling emergency vehicles for PR opportunities. Meanwhile in Brooklyn and Staten Island a different form of emergency response was emerging.
- The organization that emerged was ad hoc, dynamic and reacted to real needs in the world. Crisis intervention on a massive scale is a stress test unlike any other. We applied the learnings to another ad hoc organization halfway across the country in rural Oklahoma with similar results. Source: http://jothut.com/cgi-bin/junco.pl/blogpost/377/OpOK-Scratchpad-Oklahoma-Tornado-Relief
- At Occupy Sandy distribution sites split between two churches in Brooklyn, hundreds of New Yorkers prepared meals and sorted through donated blankets, clothes and food. This emerged by design, and changed the course of lives in New York forever. The lessons we learned about how to use the internet to respond to crisis had taught us how to design effective organizations from the ground up.
- Wikipedia says Sandy organized 60,000 volunteers in response to the crisis. I was one of them. What I learned from Occupy Sandy has shaped the way I approach design ever since. There is no crisis design can’t help in some way, especially if we think of design and its impact outside the look and feel.
- Design has consequences. Especially Org Design.
- Google has made headlines recently for an internal memo that purported that there are scientific reasons for the under-representation of women and minorities in tech. The environments where design happens are themselves designed. Source: https://www.forbes.com/sites/janetwburns/2017/04/08/u-s-labor-dept-women-at-google-face-extreme-systemic-wage-gap/#4368203e3b5c In their efforts to bring wage equality to Silicon Valley, government officials have accused one of the tech industry's anchor firms of large-scale gender discrimination. According to the U.S. Department of Labor (DOL), available data suggests that women who work at Google suffer from "systemic compensation disparities" compared to their male peers. When accused of underpaying women, Google says it's too expensive to get wage data to pay more fairly.
- Source: http://www.aiga.org/diversity-and-inclusion-in-design-why-do-they-matter
- Source: https://www.forbes.com/sites/bonniemarcus/2015/08/12/the-lack-of-diversity-in-tech-is-a-cultural-issue/#48b80bfe79a2 This is true for people on the autism spectrum, as well as other intersections.
- Recent estimates say that Uber may have lost as mucha s 10 Billion due to scandals. Source: http://www.cnbc.com/2017/04/25/uber-stock-price-drops-amid-sexism-investigation-greyballing-and-apple-run-in--the-information.html Source: https://backchannel.com/welcome-to-diversity-debt-the-crisis-that-could-sink-uber-df0165cccf77#.4y8vo3mkf
- Women are better coders, but only if they hide their gender a recent study from 2013 shows. Source: https://www.theguardian.com/technology/2016/feb/12/women-considered-better-coders-hide-gender-github
- http://www.mckinsey.com/business-functions/organization/our-insights/why-diversity-matters
- Source: http://www.mckinsey.com/business-functions/organization/our-insights/why-diversity-matters
- Source: http://www.mckinsey.com/business-functions/organization/our-insights/why-diversity-matters
- Diversity is not a zero sum game. While it’s okay to point at profit improvements, we need to remember that we pursue and design for inclusion because it makes underrepresented people empowered to live and work like anybody else. People are literally affected by the decisions you make day-to day.
- We decided to fight for users. To get into their worlds, understand them, tell their stories and shape products that fit their needs. We built practices and methods for demonstrating that real needs existed out there that we were missing. We learned to tell stories as a way to course-correct for disaster, and for a while things were getting better.
- Design thinking needs org design to succeed. You cannot transform a product or experience without aligning the organization to how the customer experiences that product.
- It’s no surprise D&I efforts feel like waterfall product design. Many Diversity & Inclusion initiatives are conceived and executed with very little visibility into what real people desire or need. Source: https://www.fastcompany.com/3066914/google-and-tech-struggle-to-hack-bias-and-diversity
- Including our organizations
- Source: https://hbr.org/2017/07/what-we-learned-from-improving-diversity-rates-at-pinterest
- When tackling complex multi-layered systems that need overwhelming amounts of change, the only possible approach that can be trusted is design. We’ve done this before. We were intentional about how to shape the skills and experiences our teams needed to provide value, shape the business and change the course of the organization. Conditions have changed, and we need to do it again.
- Source: https://www.oreilly.com/ideas/designing-for-social-impact
- Lean Product Design. Source: https://eyeondesign.aiga.org/we-all-want-more-diversity-in-design-but-what-are-we-doing-about-it/
- Every individual exists in a multidimensional feature space. Individuals identify with a particular value for each of these traits, and thus diversity can be considered along each one of these dimensions and across them.