Odd one out: embracing diversity in design and technology
summary
Design leadership reframes belonging as strategy, not charity: women sit under 30% of tech roles and Pasifika around 3%, so the team deliberately recruits missing pieces, grows from 11 to 40 in 10 months by partnering with local design schools and the Ministry of Social Development, and introduces te ao Māori into workflows. Practical tools include DISC profiles and CliftonStrengths used together in workshops. Results show stronger culture, more inclusive research and accessibility advocacy, and measurable hiring and retention gains.
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chapters (16)
- 0:00Personal introduction
- 1:06Navigating corporate bias
- 4:23The cost of conformity
- 5:25Breaking the mold
- 6:47Historical context
- 7:21The impact of history
- 12:10The power of introspection
- 12:55Defining team diversity
- 16:18Identifying gaps
- 17:32Effort in practice
- 17:46Creative outreach
- 19:53Cultivating culture
- 22:56Leadership integrity
- 24:23Impact of inclusion
- 25:39Final reflections
- 26:33Closing thoughts
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