The amazing Change Observer is now Design Observer with high quality design material.
Listen to Design Observer Podcast > “The Design of business” and “The business of Design”
Summary. Leaders may mean well when they tout the economic payoffs of hiring more women and people of color, but there is no research support for the notion that diversifying the workforce automatically improves a company’s performance.
This article critiques the popular rhetoric about diversity and revisits an argument the authors made 25 years ago: To fully benefit from increased racial and gender diversity, organizations must adopt a learning orientation and be willing to change the corporate culture and power structure.
Four actions are key for leaders: building trust and creating a workplace where people feel free to express themselves; actively combating bias and systems of oppression; embracing a variety of styles and voices inside the organization; and using employees’ identity-related knowledge and experiences to learn how best to accomplish the firm’s core work.Continue reading
If you’re starting from scratch it’s not always clear what should be in your agency’s marketing plan. If you consider these 6 linchpins you’ll be setting your agency up for the best possible chance of quality inbound new business.Continue reading
[This post is modified from Bio-Inspired Buzzwords: Biomimicry and Biomimetics] I don’t think a week goes by without someone asking me about biomimicry. I’m happy to comply, as the principles and practices of biomimicry is so core to sustainable design (and so fun to talk about!). One question that arises often is: “What’s the difference […]Biomimicry or Biomimetics? — MCAD Sustainable Design Blog
The Singaporean government is committed to creating a more inclusive society, yet there’s a lack of initiatives which will make this a reality for all.
My interactions with designers and the general population point me to three barriers. One, there is a lack of awareness about the need for and importance of inclusion. Two, those who are aware of its importance do not know where to begin or how to move forward. Three, naysayers are dismissive of the idea and say that it’s impossible to cater for everyone’s needs and wants.
Here, I attempt to inch us forward from these barriers, I offer three tips to help you start taking the practice of inclusive design seriously. It isn’t as difficult as many suggest, but it takes a clear understanding of what inclusive design is to see why.
Build on years of workshop planning and facilitation experience.
Reminds you to maintain a dramatic arc, and not get lost in the details of the workshop steps.
Before and After thoughts
Workshops begin way before the participants show up, and hopefully have an impact way after the venue is cleaned up and empty.
In 2011, when I first began my career as a researcher in the context of business and design, I knew almost nothing about the field I had decided to work in. I lacked a basic understanding of how products are designed, how businesses work, and how to work with people in this world.
What I did know was that my anthropology training was highly relevant, but I needed to learn as much as I could to supplement it. I devoured every possible resource I could on these topics, from websites and blogs to journals and books. Doing so helped me effectively transition into being a researcher in industry, translate my skills to non-anthropologists, and do my job with passion and success. I felt less like an impostor and more confident in myself.