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.
If there is no photo or graphic to go with a story, it’s often left to someone else to choose a picture. Often this is a stock photo that might not convey the intended message. Stock photos of older people are often patronising: young and old hands, or a young person looking lovingly at an older person. Similarly, stock photos of wheelchair users often use non-disabled models and not people with disability. So this is a timely article and guideline from an illustrator about how to add diversity to your brand whether an organisation, service or a product. The title of the article is, Your Face Here: Creating illustration guidelines for a more inclusive visual identity.
“Words can set the tone for a company, but it’s the pictures that give it a face. Illustration has yet to find its place in the tech world, because it’s often unconsidered and thrown in on the fly. Whether being used to distill complex messages or add a touch of whimsy, illustration is one piece that makes up a company’s visual brand identity.” There are other interesting design articles on this blog site.
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.
The American Society of Civil Engineers has acknowledged that they have work to do on diversity and inclusion within their ranks and the people for whom they design solutions. While the focus of the Special Collection Announcement publication is about educating engineers, it is interesting to see that they are taking the matter seriously and introducing a new section to their Code of Ethics. At the end of the Announcement they lament that there were no articles submitted about disability or socio-economic status and that this needs to be addressed in the future so that all aspects of diversity are discussed.
You can see all abstracts to papersin this collection in the journal’s library link. There are papers on educating engineering students, encouraging women in engineering, and university workplace strategies.
The attitudes of architecture students to universal design is the focus of a Deakin University study. It builds on previous work (Design 4 Diversity) in 2010 on inter-professional learning for architecture and occupational therapy students. The findings of this latest studyshow that while architecture students viewed access to public environments favourably, there was a mixed response in relation to private homes.
Reasons not to include universal design features in homes included cost, client desires and restrictions on creativity. For example, “Over-designing for the sake of making the residence accessible in the future, just in case, is an unnecessary cost”; “Private homes should be designed to the individual”; and “Legislation restricts design, resulting in negative impacts the ‘requirements’ did not intend”. (Ed Note: These phrases have been used many times by practicing architects and designers as followers of UD are aware.)
The study used a quantitative approach and applied statistical techniques to the data. The first part of the document covers the history of universal design (as all such studies do) and there is an extended section on methods and statistics. For followers of UD, the Discussion section might be of most interest.