Inclusion isn’t just about people with disability or impairments. It means everyone. Inclusion should also embrace the full diversity of being human. Refugees and migrants are a case in point. Sport is embedded in Australian culture, but it also has a common language. So sport is a good way to start the inclusion process. But where to begin? Some good ideas come by way of a new video series – Inclusion in Action.
The video below is from the perspective of participants, their coaches, and program organisers. It features the Mosaic Metros Futsal Club telling us the story of how they started and what they have achieved. One participants says how being part of the team makes him feel welcome. The team manager explains how members of an enthno-specific team can move onto integrating into other teams. He also says not to rush the process.
As the Black Lives Matter movement continues across various industries, it becomes clear that white people still dominate. According to one survey in the US, just 3% of designers identify as Black. Consequently, things we use every day are designed from white experience. And young people don’t see designers who look like them. But just employing more people of colour or from different backgrounds is no guarantee of culture change. It’s culture change that makes the difference – not just workforce diversity.
An article in FastCompany discusses how young people of colour are being offered free courses to develop their design skills. Mo Woods who works for Microsoft explains how design agencies can connect with communities as part of the change process. He runs a not for profit that offers free design courses and workshops. It shows how design can be a viable career. Getting into communities isn’t easy. Mo Woods provides the example of starting a basketball program and then introducing a design element such as sneakers or team logo. This creates an entry point for introducing young people to design. Woods’ project is called the Inneract Project.
An inclusive workplace is one that values individual differences and makes people feel welcome and accepted. Designing for workplace diversity and inclusivity means considering the issues from the outset. Checking out existing workplace policies to see how inclusive they are is a good start.
As Pragya Agarwal says in her article on Forbes website, “Inclusive Design is not an afterthought… it has to be planned beforehand…”This also means that employees are not segregated based on any special requirements they might have. This is a thoughtful article and gives examples throughout. It is good to see universal design and inclusive thinking applied to both the physical and cultural aspects of the workplace. The aim of a “diversity manager” is to make themselves obsolete – that is, the job is done.