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How do we support forward progress on the gender gap in design leadership?

TABLE TOPIC: How do we support forward progress on the gender gap in design leadership?

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    Yiqing Shao

    Invite them to the table, continuously point out the value they bring to the table, and don't fall victim to the common "good intentions, bad execution" scenario. (Don't kick them off the "glass cliff." Don't say things like, "I brought Jane to this board meeting to get a female perspective." Gross. No. You should bring Jane because she's smart about this topic.) My colleague points out that UX skews female because it requires empathy. For similar reasons, social media is very much a "pink-collar" job. If there's someone at your company who has inherently good interpersonal qualities, generalist/interdisciplinary talents, etc., take advantage. Don't try to pigeonhole them into traditional roles, or limit their growth potential because there isn't a pre-existing track for what they do. That's not how people in design and tech industries should think anyway. Be creative. Come up with a new job title that optimizes their skill set. Help pave a new path to success. And please pay them equally for it.

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