White Supremacy Trying On a “Diverse” Outfit

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Diversity, equity, and inclusion are words in 2021 that are familiar and heard often. Based on the events of 2020, many organizations are hastily pushing forward anything they can to diversify their companies. Nobody wants to get called out, or worse, cancelled.

The #blacklivesmatter movement created a force to be reckoned with and luckily, more opportunities are opening up for BIPOCs. The “About Us/Team” sections of websites are becoming more colorful, and to a degree, this is a good thing. But, before we get too excited, we must loudly acknowledge that while many organizations may present themselves as “diverse,” they are far from where they need to be. The systematic nuances of white supremacy are alive and well and we need to be able to discern what is truly a movement towards diversity vs an empty, bold facade. 

The reality is this: Many, if not all, organizations are actually created equal. No matter how different they say they are, don’t kid yourself. I write this with 100% confidence. The system has not allowed for any other alternative to exist. Period. 

Working with a wide range of clients over the past 15 years, I’ve seen the inner workings of many organizations. Non-profit, for-profit, and all kinds of hybrid models. Some of them experiment with every ounce of their being with the determination to be different but I’m here to tell you that they are, unfortunately, all the same. Patriarchal values, unspoken assimilation requirements, and reward systems defined by white values are only a few of what defines these spaces.

As of now, besides the sea of anti-racist statements published by many organizations, nothing is really different. Until businesses are built with BIPOCs leading organizations, writing their own policies, and making decisions on a daily basis, it won’t change. It can’t change. If there are any organizations that seem different, they are sadly just more polite and have a greater tolerance for others. Tolerance, not acceptance. There’s a big difference.

In order to navigate the workforce these days, BIPOCs must be extra careful to read between the lines of what is presented to them & make choices that lean in the favor of the BIPOC community. If you don’t know how to assess the condition of an organization’s diversity score, here are 5 ways to take an honest temperature check.

5 things to consider when assessing an organization’s actual diversity score

1) Measure the diversity of the leaders - not just the organization.

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If the wall of faces is diverse, that’s great. Now filter the wall to see only the managers and leaders - especially the core team. How many of them are BIPOCs? If you don’t see a single BIPOC with this filter, this is a big problem. Undoubtedly, you will have major issues about a year into your employment, if not sooner. You’ll feel it subtly at first but it will be crystal clear as you get to know the organization better.

2) Read the diversity statement carefully

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If it’s written in a general and vague manner, that’s a red flag. What this means is the organization wants to change but literally does not know how - which also sadly means it can’t. Change comes with a vision that is married with proactive steps and tactical adjustments. Always look for specifics & goals with time frames that you can ask about in order to hold institutions accountable.

3) See who they have selected to put in front of clients

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This is where the company has decided where to bet their money on, and well, money = value. It’s subtle but very telling. If the entire client team is white, this is a glimpse into their actual diversity statement. If you've been around the block and understand the art of selling business and client management, 2021 is a time to get more granular. Who actually leads client meetings? Who cleans up the mess? Who is operating like they have immunity? Who was given a title just to please the public? Who is kept internal?

4) If a tall white man in leadership talks incessantly about his daughter and/or wife, run.

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Need I say more? I see this a lot and have dealt with it a lot. It’s a calculated strategy, an incredibly oppressive experience to be on the receiving end of, and using the women in your life as social capital is just seriously not cool. This is a very clear way to see what has been accepted into the organization and honestly, we just don’t have the time or energy to be around this kind of person. Here is a link to AOC’s response to Rep. Ted Yoho because it is perfect.

5) When being considered for a leadership/C-Level position, proceed with caution and don’t be afraid to ask for details around the history of the company.

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Ask for a lot of context - specifically org charts and a storyline to accompany the paperwork. If there is a board, be sure to ask about the past 2-3 cycles of who they were & their leadership positions. Look for patterns on how things have been reorganized and who ultimately ends up with which roles. You’ll start to see what is actually valued. This will help you understand what you’re walking into and also help set up your expectations when it comes to navigating decision making. It will also advise you on whether or not you should join the org for the challenge - because honestly, you don’t have to.

Being a BIPOC in the workforce has always been about trade offs. Right now, the BIPOC community needs to figure out what we can tolerate and what we are willing to spend our energy on. This is not easy work and you are not obligated to lead nor to be involved in these kinds of efforts if you desire not to.

Moral of the story is, be careful out there. A lot of companies are throwing money into diversity training and hiring lots of BIPOCs to work for them, but we must understand that this is only surface level change. Branding and perception are powerful and the consequences of overlooking these details will be dire. Let’s not be naive— leaders have and will use statistics on race and gender in their companies (many times without your consent) as a selling point to gain more business. It’s all part of the game.

There’s a long road ahead but it is a super intriguing time. If your organization has put out a statement regarding diversity and anti-racism efforts, ask them to insert specific phrases about leadership diversity, culture expansion, and detailed processes around decision making. Talk to them about the micro-racist behaviors you experience and ask them what they’re willing to do about it. Anti-racist and solidarity statements are a way to give you a perception, and while perception is a start, use this to your advantage and keep them accountable to create real change.

If you leave with anything from this post, leave with this. Changes that are outward facing are easy to do— the hard part is inner work. Let’s get to it.

The Sabbatical that Continues to Give

My yellow boots that could.

I promised a post for what I would be doing when my Sabbatical was over and this is long overdue. For starters, I spent all of January at an artist residency in North Carolina which I will write extensively about later, but I'd like to announce that I am now working full-time for a small start-up in Chicago called DevMynd. Am I happy? Yes. Oh-so-happy. :) I'll write more on that in detail soon.

I haven't written for a while and to be fair, a lot has been going on. I have several posts coming up because I've had time to think, process, and also experience new things that I'd like to share. For those of you who read this, I want to thank you for all of your support and encouragement - and your patience. It really means the world to me that you're interested in the adventure I've been writing for myself, and I hope that I am able to write more about how I'm applying what I've learned during my sabbatical in my non-sabbatical life.

A few of the encouragements that have really floored me throughout this process are the amount of people who have shared with me how they were inspired to make changes in their own lives. To describe a few, a woman I had met in Detroit during my Design Residency told me that she left her job, cleaned out her space like I did, and is redirecting her life with the intention that she wants. Another friend shared that she was inspired to pursue another job where she cared more about the work that she would be doing. Another colleague shared that it inspired her to pursue a job that she had been wanting for quite a while - and that she got it, packed up her things, and left Chicago to follow her dreams.

It's strange for me to share these things with the internet because it feels unreal. Is it true that my actions were inspiring? I am utterly overwhelmed by the kind of responses I've been receiving and all I can say is Shine Theory! I don't shine if you don't shine ;) (If you don't know what that is, you can read about it in this post.)

I was recently asked to give a talk to an undergraduate design class at SAIC regarding my career and recent sabbatical. I gave the talk and reminisced about the past 6 months I had given myself to breathe, recalibrate, and refocus on what I was doing with my life and career. It was during this talk though that the intentions that I felt were manifesting within me really came to light. 

A student asked me, "So what exactly will be different when you go back to work?"

I thought about it and I let myself tap into the unspoken learnings and resolve I had within me. I answered by saying this: I now know that every single day, regardless of what I'm doing, is to be appreciated and met with a larger perspective of where I want to go. Yes - it will get hard at times. Yes - I can't really even predict what will change for me even in the next few months. Yes - I will miss freelance work and complete independence. But, I know how to appreciate work with a greater appreciation than I've ever experienced. I can choose my battles with a greater perspective that involves trust and sincerity. And most importantly, I can stay strong in my beliefs in any given situation - even if that means I need to re-pivot things again in order to stay grounded. I have resolved that these things are of utmost importance to me when it comes to my career and I plan on acting on them wholeheartedly.

I'm writing this with already almost 2 months of working in my new position, and I can safely say that all of the above is being applied in almost a daily basis. A lot of this has to do with the actual company I'm working with and, again, I promise to write more on those details soon. There are a lot of details.

I would like to share something, though, that a dear friend of mine in Detroit pointed out to me during my visit out there, the week before I began this position. I was sharing with him how excited I was to start working with this new team and that I'm happily getting out of bed with the curiosity of what will happen next. He said, 
 

"That's exactly what you wanted when you started your sabbatical. You wrote that in your first post."

- Adam Selzer

I had completely forgotten about my first post until he reminded me of it - as well as the fact that what I had been wanting to achieve was exactly what had come to fruition by taking this time of rest. Thank you, Adam, for reminding me that this leap of faith has accomplished what I had set out to do.

I'm ready for my next chapter.

Design-tervention

Have you ever had a friend-tervention? When your friends stage an intervention regarding something in your life because they know you need it?

I've had several done by those who love me and I've also been part of a few acts of the kind towards the people in my life I care about. At times, it is quite necessary but sometimes, looking back, I think that some of them could have been constructed better in its delivery. A few of them, when evaluating with a bigger picture in mind, most definitely could have just used patience in knowing that the loved one will get there eventually and absolutely needs to get there on their own. Hurt feelings aren't the best way to pursue interventions and during my college and early 20's, my naivety rushed critical understandings that perhaps one was not ready for - I also feel the same way about several things that were thrown in my direction when I wasn't ready for it.

Human Centered Design isn't any different. A lot of times, it is actually, in fact, an intervention. When you're reconsidering a project, putting it on hold to perhaps insert a HCD process, or even when you're reevaluating something that has been done from an HCD lens, you are intervening on behalf of humans. This is a good thing, in theory, but delivery is key. What that delivery consists of is perhaps the greatest piece of the puzzle when designing anything. Designers must know this criticality within the process. 

I'd like to share an intervention that is happening to me during this design residency I am taking part of for two weeks.

A Civilla class that begins and ends with a circle of community and expression of thoughts.

In my past work environment, I will share that it was a bit toxic in the context of management personalities, as well as general advocacy for design as a professional skill. I won't go into detail about specific stories and people, but just know this - it was not healthy for me to be in that environment anymore and I had to pull myself out of it. (This is a great reason to take a sabbatical if you are kicking around the idea. Take a step back and reevaluate who you are in your work environment. If you don't like it, maybe it's time for you to take a step back and recalibrate your compass.)

What I will share, though, are the behaviors that were drawn out of me by putting myself through an environment in which I thought I could handle. To name a few, the following are things that came to surface: Actions that were opposite from 'Shine Theory' with my fellow women workers; Political insecurity which manifested itself by speaking downward towards those who I felt threatened by; Insecurity in the credit and value of my work; and a wretched habit of name dropping just to level up to those in the room.

It was terrible. I was terrible. 

Another goal that I added to my list during this sabbatical is to regain who I am as I despised who I was becoming in a work setting. I am not perfect and I will be the first to say that I am absolutely responsible for these actions because they are mine, but I do know myself and I know that within my beliefs regarding what is right and what is good, it doesn't include any of the above actions. It hurt my heart to know that I had evolved into a person I promised I wouldn't be. So, I put an end to it.

I'm not saying that you shouldn't be smart in how you navigate work culture. You must learn the way the machine works and move through it in your most sincere, truthful, and kindest manner. You must know and master the system so that you don't let it push you around.

Environments and their surrounding cultures are critical to the kinds of people organizations will produce if constructed a certain way. We are always growing as people and when you're young, you're kind of a flaring firework that is just waiting to explode into the air to be recognized as a shining, talented creature. If you deny this, you are lying to yourself. Work culture in America is constructed this way and if you are trying to survive for the many reasons you have on your priority list, all humans behave in this way. Darwin is absolutely right in this context - it is the survival of the fittest.

But, what happens when the ones who make it to the top are monsters? Well, they produce fellow monsters, of course. And what happens when the ones at the top are gentle, kind but firm leaders? They produce fellow gentle, kind but firm people.

I share these thoughts because I have met wonderful leaders during this design residency and I have experienced, again, what it means to be led in a thoughtful manner. It has given me hope for myself that I am actually not this way in work groups when respect and encouragement are foundations for a working culture. I am relieved to know that I am not a monster in the working world and have more confidence in myself and my work than I ever did in the past. This all happened in 1 week.

I'm proud to be a member of Civilla's family. 

I sit in my temporary home in Detroit and think about how miraculous this experience is. The story of how I got here and who I have met is nothing short of a miracle. What I am learning right now, I will never give up for the world. Never have I ever met such beautiful souls with whom I have immediately connected with and wondered, "Why am I meeting these people now? What took so long? What is happening right now?!" 

For starters, Civilla is a social impact/innovation startup that began in Detroit at the beginning of September 2015 (that's last month). This little group has one of the biggest hearts within the range of startups I have consulted with, and the projects they are pursuing are a testament to that fact. Passion is the project. Social intervention is the evolving experiment. 

Civilla has taken a repurposed storage closet as their first home. A great transformation indeed.

Although Civilla is intervening on behalf of the people of Detroit using the HCD method, I am proud to say that they have intervened in my life as a beacon for knowing what exact environment and culture makes me feel safe and confident when it comes to work. I can only attempt to describe the joy I feel of knowing this truth. Perhaps using a food analogy will help. I feel as though I have tasted the simple, yet delightfully thoughtful bowl of porridge that is ever so slight in its first impression but immersed with enriching ingredients that slowly expose themselves bite by bite - teaching you the roots of what food and taste should be while humble in its packaging and delivery. Better? I hope so. I need you to understand this.

From left to right: Lena Selzer, Adam Selzer, and Michael Brennan

There is nothing about this experience that I expected in my lifetime, but I will wholeheartedly accept it and appreciate, in utter awe, the fact that it is happening. The universe is beautifully mysterious like that - I often wondered what would actually come out of my sabbatical but this journey has proved to be filled with more than just rest and goal seeking. Or could it be that through the pursuance of rest and goal seeking that the things that must open our eyes actually come to fruition? At this point, however way you want to look at it, I'm just glad it's happening. 

UX Notes: We are what we experience and our experiences will guide our future decisions and paths. If you are enjoying your current experience in your workplace, bravo. Continue with that experience but don't forget to challenge yourself so that you will grow. If you aren't enjoying your experience in your workplace, I challenge to seek out why that is. Was it the 'Login' process with HR that exhausted you right from the beginning? Or was it the enticing interactions you fell in love with during your interview and when the curtain was unveiled, you saw the reality of what you signed up for? Think about it.