Saja - Project

The client

State of Black Design

The brief

Ouras, conceived as a toolkit, has a dual objective: to empower managers and directors to actively promote workplace diversity by nurturing individual identity and voice within teams, and to instill in both managers and entry-level hires an appreciation for unique perspectives and contributions. This toolkit envisions catalyzing a cultural shift in organizations, actively cultivating an inclusive and diverse professional landscape. Ouras aims to be a transformative force, promoting not just tolerance but a genuine celebration of diversity in the workplace.

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general info

Timeframe

3 Months

Role

Product Designer

Responsible for user research, ideation, and overseeing design implementation

Team Interactions

2 Design Ops
6 Product Designers
3 Content Designers
3 Researchers

Results

Improved team dynamics; 13 of 18 users more open to discussing sensitive topics.
Positive impact on productivity, innovation, and work culture.
Key lessons: Integrate tools innovatively, consider psychological aspects, and empower open conversations.

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Understanding barriers in the design space

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Secondary Research Insights:

Utilizing a literature review, we analyzed 89 scholarly articles, professional association materials, 12 podcast interviews, and 11 conference panels. Key findings on Representation and Discriminatory Systems in the tech industry reveal:

Less than 5% of designers are of color, highlighting severe underrepresentation of Black and Latinx designers.
Limited commitment to advancing Black and Latinx designers into leadership roles.
Actively restricted discussions on race in various settings.
Black and Latinx designers often feel the need to disconnect from their culture to assimilate into the industry.

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Primary Research Findings:

Our primary research involved 7 interviews with U.S.-based designers working in various settings. Key insights revealed challenges:

Black and Latinx designers often feel unseen and lack industry representation.
Limited resources hinder their leadership advancement.
Frequent experiences of passive discrimination lead to work-related exhaustion.
Strong diversity statements by companies often contrast with insufficient tangible actions, creating a perceived facade.

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