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Summary
So much of the work around Diversity, Equity, and Inclusion is intentionality. Recruiting should be happening at all levels at all times, at times latent and at times active. This is the work of an entire organization but as design leaders we can mandate this in our code of ethics. In the conversation, we talk about the ways to be and remain persistent and committed to building diverse internal communities.
Key Insights
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Code switching in the workplace extends beyond business jargon; it's often a survival mechanism for marginalized individuals adapting to cultural norms.
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People of color frequently cannot 'bring their whole selves' to work, highlighting gaps in authentic inclusion.
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Representation on interview panels matters deeply to candidates for feeling seen and included during the hiring process.
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Remote companies like Envision must overcompensate in recognition and connection mechanisms to create psychological safety.
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Creating a joyful recruiting experience by understanding candidates’ personal goals improves long-term retention and engagement.
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Proactive recruiting—searching in niche communities and using social media DMs—uncovers untapped diverse talent beyond traditional platforms.
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Removing formal education requirements opens doors to more diverse candidates and reduces hiring bias.
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Mandating diverse representation in final interview slates leads to more equitable hiring outcomes.
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Hiring coachable candidates with potential rather than only those who perfectly check every box fosters growth and inclusion.
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Sustained leadership commitment and clear accountability frameworks are essential to embedding justice and equity in organizational culture.
Notable Quotes
"There’s something to be said that you should be able to speak the language of the business, but it depends; you speak differently with friends, family, and at work."
"As a Black woman, I can’t bring my whole self to work, but that’s what I hope will change one day."
"Making sure people who look like candidates are on the interview panels is a small but very important step we can take."
"The bonus sleep program at Envision gives people $25 to $50 a month as a small token of appreciation that goes a long way."
"Recruiting can be tedious, but there are so many opportunities to make people feel like you care early in the process."
"Twitter and hashtags are full of amazing designers; sometimes just DMing someone and saying let's chat is all it takes."
"We removed educational requirements because there’s so much bias baked into requiring degrees for roles."
"If half the people you bring to final interviews aren’t diverse, you’re not pushing hard enough."
"Sometimes you have to take a chance on diverse candidates and believe they can grow into the role."
"We’re at a revolution point, and there’s no more room for complacency; keep working at it with small goals and persistence."
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