Addressing legacy inequities through inclusive design.
Ever wondered why the line for the women’s toilet is always much longer than the men’s? Or why voice recognition systems are not as responsive to a female voice.
Many of the products and services we use today have been designed for a young, white and able-bodied “Reference Man”. The result? Poor user experiences for everyone else.
Talent systems are not exempt.
In this two-part series on inclusive design for talent systems, we look at what it takes for organizations to address legacy inequities and become a truly inclusive and diverse organization where everyone can thrive.
- - Find out why a singular focus on unconscious bias is driving diversity and inclusion off the road.
- - Understand the importance of structural inclusion to make behavioral inclusion stick.
- - Learn about the three pillars of structural inclusion: equality, equity, and inclusive design.
- - Gain insights into what actions organizations can take to address legacy inequities and become truly inclusive and diverse.
- - Understand how the modern world, including many talent systems, are increasingly designed around the white able-bodied man.
- - Look at how inclusive design can address the needs of all potential users, starting with the most marginalized and excluded populations.
- - Discover our four core principles of inclusive design for talent systems and how organizations are already benefiting from these in practice.
- - Learn what actions you can take to apply inclusive design within your organization.
Access both papers using the download form to the right.