{"id":8403,"date":"2020-09-01T17:22:19","date_gmt":"2020-09-01T21:22:19","guid":{"rendered":"https:\/\/www.ceros.com\/inspire\/?p=8403"},"modified":"2022-02-02T16:20:30","modified_gmt":"2022-02-02T21:20:30","slug":"diversity-in-design-workplace","status":"publish","type":"post","link":"https:\/\/www.ceros.com\/inspire\/originals\/diversity-in-design-workplace\/","title":{"rendered":"The Fight for Diversity in the Design Workplace"},"content":{"rendered":"<span class=\"rt-reading-time\" style=\"display: block;\"><span class=\"rt-label rt-prefix\">Reading Time: <\/span> <span class=\"rt-time\">8<\/span> <span class=\"rt-label rt-postfix\">minutes<\/span><\/span>\n<p><a href=\"https:\/\/gmmb.com\/\">GMMB<\/a> has a reputation for mission-driven work. From Barack Obama\u2019s first presidential campaign to its fight with the tobacco industry, the advertising agency\u2019s design efforts have helped bring public awareness to a myriad of social issues. Since the murder of George Floyd in May, however, its biggest battles have been internal, regarding diversity.&nbsp;<\/p>\n\n\n\n<p>In a recent article for <a href=\"https:\/\/adage.com\/article\/agency-news\/black-professionals-describe-agencies-hotbeds-racism-and-microaggression\/2262246\">Ad Age<\/a>, 26 Black advertising professionals detailed the racism, emotional abuse, and microaggressions that they say they endured while working at various agencies, including GMMB. Some wondered whether the noble nature of GMMB\u2019s work stifled certain internal conversations about racism.&nbsp;<\/p>\n\n\n\n<p>\u201cI\u2019ve heard several times a white partner say, \u2018We worked with Nelson Mandela, so we can\u2019t be racist,\u2019\u201d one former GMMB employee shared. \u201cIt was equivalent to a white person saying they can\u2019t be racist because they have a Black friend.\u201d<\/p>\n\n\n\n<p>Advertising and design are sister industries\u2014each with their own specific legacy of racism to confront\u2014but GMMB is far from the only agency accused of racism. Diversity, equity, and inclusion efforts only make an impact on a work environment if everyone is equally committed to them working\u2014in particular, if white employees are willing to question their own racial bias. We\u2019ll look at some of the limitations of DEI efforts in the workplace now, and turn to BIPOC designers and professionals to learn what can be done.<\/p>\n\n\n\n<div style='position: relative;width: auto;padding: 0 0 73.86%;height: 0;top: 0;left: 0;bottom: 0;right: 0;margin: 0;border: 0 none' id=\"experience-5ff8807dc6b2a\" data-aspectRatio=\"1.35382956\"><iframe allowfullscreen src='\/\/view.ceros.com\/ceros-marketing\/test-pull-quote-2-2-2-1-1-2-1-1-1-1-1-2-1-1-1-1-1-3-2-1-1-1-2-2-2-3-1-1-2-1?heightOverride=927' style='position: absolute;top: 0;left: 0;bottom: 0;right: 0;margin: 0;padding: 0;border: 0 none;height: 1px;width: 1px;min-height: 100%;min-width: 100%' frameborder='0' class='ceros-experience' title='Design Education PQ1' scrolling='no'><\/iframe><\/div><script type=\"text\/javascript\" src=\"\/\/view.ceros.com\/scroll-proxy.min.js\" data-ceros-origin-domains=\"view.ceros.com\"><\/script>\n\n\n\n<h3>The problem with hiring<\/h3>\n\n\n\n<p>In an anonymous interview with <a href=\"https:\/\/digiday.com\/marketing\/there-isnt-a-talent-pipeline-problem-confessions-of-a-black-advertising-exec\/\">Digiday<\/a>, a Black advertising executive spoke about her experience in the industry, addressing one of the disconnects of DEI efforts: \u201cEveryone still says there\u2019s a [talent] pipeline problem,\u201d she said. \u201cThere aren\u2019t pipeline problems.\u201d The talent is out there\u2014and there are quite a few nonprofits and programs out there to help find it and support it, like <a href=\"https:\/\/www.oneclub.org\/\">the One Club<\/a>, which advocates for BIPOC creatives. So, what\u2019s preventing the dots from connecting?<\/p>\n\n\n\n<p>\u201cIt\u2019s just that there are still a lot of white people who don\u2019t want to hire a person of color who would quite frankly kick their ass and do a lot better at the job,\u201d the anonymous executive said. \u201cI\u2019ve been in too many jobs where mediocre white men keep failing up and no one does anything because when you do say something you\u2019re the angry Black person.\u201d<\/p>\n\n\n\n<p>There are statistics to back this. In 2017, the <em>Harvard Business Review<\/em> <a href=\"https:\/\/hbr.org\/2017\/10\/hiring-discrimination-against-black-americans-hasnt-declined-in-25-years\">published a study<\/a> which analyzed data from 24 different hiring experiments involving more than 54,000 applications for more than 25,000 open positions over more than 25 years. The discrimination against Black and Latinx applicants was perceptible: \u201cSince 1990 white applicants received, on average, 36% more callbacks than black applicants and 24% more callbacks than Latino applicants with identical r\u00e9sum\u00e9s.\u201d&nbsp;<\/p>\n\n\n\n<p>More disturbingly, what they found was that discrimination against Latinx applicants had only diminished slightly in the last 25 years, and discrimination against Black applicants hadn\u2019t diminshed at all. These findings are in line with other research that shows how <a href=\"https:\/\/time.com\/4512430\/colorism-in-america\/\">implicit bias and colorist stereotypes<\/a> are just as entrenched as they\u2019ve always been.&nbsp;<\/p>\n\n\n\n<h3>How the design industry needs to change&nbsp;<\/h3>\n\n\n\n<p>There\u2019s a need for diversity and inclusion in design because design, after all, is partially responsible for upholding certain systems of oppression and also has the power <a href=\"https:\/\/qz.com\/1869239\/how-ux-design-can-counter-racial-bias\/\">to help change cultural perspectives<\/a>. In a panel conversation during the <a href=\"https:\/\/wherearetheblackdesigners.com\/\">Where are the Black Designers?<\/a> conference, design anthropologist and the dean of design at the Ontario College of Art &amp; Design Dori Tunstall explained that the first step toward making the design industry more inclusive\u2014in particular, inviting Black designers into the field\u2014is to <a href=\"https:\/\/medium.com\/equity-design\/racism-and-inequity-are-products-of-design-they-can-be-redesigned-12188363cc6a\">question, and ultimately dismantle<\/a>, the notion of what design is in the first place.&nbsp;<\/p>\n\n\n\n<p>She used her design school\u2019s hiring process as an example. This past June, Tunstall <a href=\"https:\/\/www.ocadu.ca\/news\/ocad-u-hires-five-new-permanent-faculty-recognition-international-decade-peoples-african\">announced<\/a> that OCAD would hire five tenure-track faculty members who identify as Black to help address \u201cthe Faculty of Design\u2019s 144 years of Black underrepresentation.\u201d The school did a similar cluster hire in 2018, hiring five Indigenous faculty as part of OCAD\u2019s academic <a href=\"https:\/\/www2.ocadu.ca\/news\/ocad-university-hires-five-new-permanent-indigenous-faculty\">commitment to decolonize<\/a>. OCAD, practicing what it\u2019s coined as respectful design, understands that commitment as such: \u201cDecolonization is Indigenous land sovereignty, which requires liberating design from the modernist project.\u201d In 2019, Tunstall <a href=\"http:\/\/www.brokennature.org\/symposium-nyc\/\">referred<\/a> to this particular cluster of Indigenous designers as reparations to Indigenous communities. \u201cThere\u2019s a price we must pay,\u201d she said. \u201cThere are active ways in which we are trying to make amends. That\u2019s the cost of that\u2014but the dividends of that are priceless.\u201d<\/p>\n\n\n\n<p>This Black cluster hire has a similar reparative goal, and it\u2019s challenging the narrow interpretation of austere, European graphic design at the same time. The cost to OCAD is small, as Turnstall notes, but the dividends can be significant.&nbsp;<\/p>\n\n\n\n<p>\u201cWhen we did our Black cluster hire, we didn\u2019t ask for a graphic designer, an illustrator, or whatever,\u201d she said during Where are the Black Designers. \u201cBecause when we\u2019ve done that, we\u2019ve been quite unsuccessful in bringing Black diversity. Instead we asked, \u2018are you interested in Black speculative futures? Are you interested in hip-hop aesthetics as it relates to business and design?\u2019 We asked, \u2018are you interested in telling multi-sensory stories of Black representations?\u2019 Because people may not identify themselves as a graphic designer or an illustrator or a UX designer, but if you are in the <a href=\"https:\/\/www.ft.com\/content\/19ce47f4-8b5b-11e9-a24d-b42f641eca37\">Black speculative futures community<\/a>, guess what? You are doing design, right? They\u2019re doing the same thing, with the same tools and the same sort of engagements, just a different framework.\u201d<\/p>\n\n\n\n<h3>Why change starts by empowering BIPOC professionals&nbsp;<\/h3>\n\n\n\n<p>For those who think that making systemic, lasting change sounds like a big hurdle to overcome, it isn\u2019t\u2014as Tiffany R. Warren, Omnicom senior VP and chief diversity officer and the founder of <a href=\"https:\/\/www.adcolor.org\/\">AdColor<\/a>, said to <a href=\"https:\/\/adage.com\/article\/news\/marketers-diversity-pipeline-problem\/315648\">Ad Age<\/a>. It quite simply starts with listening to BIPOC professionals and empowering them.&nbsp;<\/p>\n\n\n\n<p>&#8220;I want to be really clear: It\u2019s not that difficult,\u201d Warren said. \u201cIt&#8217;s about recognizing and considering people of color in ways that their white counterparts are being considered. It just takes a quick audit and review of who&#8217;s within your agency now, who&#8217;s ready for that step up.\u201d<\/p>\n\n\n\n<p>The anonymous Black advertising executive who spoke to <a href=\"https:\/\/digiday.com\/marketing\/there-isnt-a-talent-pipeline-problem-confessions-of-a-black-advertising-exec\/\">Digiday<\/a> similarly stressed that change should come by giving agency to BIPOC professionals within an organization. \u201cIf you run an agency, whether it\u2019s five people or 500 people, at least 5% of your organization should be Black\u201413% of the U.S. population is Black,\u201d she said. \u201cIf that\u2019s not the case, you need to first fix that. Then, ask the people of color in your organization what to do and do what that person says\u2014but understand that that person\u2019s opinion isn\u2019t everyone\u2019s opinion. I told my client this morning, \u2018my opinion does not represent every black person.\u2019\u201d<\/p>\n\n\n\n<h3>What would equity in design hiring look like?<\/h3>\n\n\n\n<p>To the anonymous executive\u2019s point, there\u2019s a big discrepancy right now in numbers, and that\u2019s really the first issue that needs to be addressed. The goal of every design firm right now should be to fix the underrepresentation of BIPOC designers, in particular Black, Latinx, and Indigenous designers, who are conspicuously absent. According to the 2019 AIGA Design Census, only 29% of designers identify themselves as non-white.<\/p>\n\n\n\n<p><em>Want to dive deeper into the numbers? Check out our interactive infographic on diversity in the design space <\/em><a href=\"https:\/\/www.ceros.com\/originals\/diversity-problem-in-design\/\"><em>here<\/em><\/a><em>.<\/em>&nbsp;<\/p>\n\n\n\n<p><\/p>\n\n\n\n<div style='position: relative;width: auto;padding: 0 0 62.5%;height: 0;top: 0;left: 0;bottom: 0;right: 0;margin: 0;border: 0 none' id=\"experience-5ee1313c103da\" data-aspectRatio=\"1.6\"><iframe allowfullscreen src='\/\/view.ceros.com\/editorial-content\/landing-page-1-2-1-1-2-1-1' style='position: absolute;top: 0;left: 0;bottom: 0;right: 0;margin: 0;padding: 0;border: 0 none;height: 1px;width: 1px;min-height: 100%;min-width: 100%' frameborder='0' class='ceros-experience' title='Inspire Curious Sign-up Embed' scrolling='no'><\/iframe><\/div><script type=\"text\/javascript\" src=\"\/\/view.ceros.com\/scroll-proxy.min.js\" data-ceros-origin-domains=\"view.ceros.com\"><\/script>\n\n\n\n\n\n<p><\/p>\n\n\n\n<h3>How the workplace is changing<\/h3>\n\n\n\n<p>Race and ethnicity statistics can be a bit basic. They don\u2019t show, for example, the diversity of experiences that individuals can bring to the workplace, or how race intersects with ethnicity, class, and gender. They do, however, clearly reveal that big changes need to be made in terms of both hiring and retention.&nbsp;<\/p>\n\n\n\n<p>Perhaps the design industry can follow the lead of 600 &amp; Rising, a powerful nonprofit originally led by Nathan Young, a group strategy director at Periscope, and Bennett D. Bennett, a founder and principal of the consultancy Aerialist. 600 &amp; Rising was formed to make <a href=\"https:\/\/600andrising.com\/\">lasting change for Black creatives<\/a> in the ad industry, but it started with just a letter. In June, Young and Bennet <a href=\"https:\/\/digiday.com\/marketing\/the-pressure-is-on-black-employees-demand-change-at-agencies-where-white-culture-has-been-dominant\/\">spearheaded an open letter<\/a> to ad agencies <a href=\"https:\/\/docs.google.com\/document\/d\/1yVH9y0geSyJmpqUH2utaK7x1Salq5CE5IIkx0HHCGuM\/edit\">calling for change<\/a> and asking for greater representation of Black leadership. It was signed, at first, by over 600 Black professionals.&nbsp;<\/p>\n\n\n\n<p>In the letter, Young and Bennett outline 12 steps to make advertising more inclusive:<\/p>\n\n\n\n<ol><li>Make a specific, measurable, and public commitment to improve Black representation at all levels of agency staffing, especially Senior and Leadership positions.<\/li><li>Track and publicly report workforce diversity data on an annual basis to create accountability for the agency and the industry.<\/li><li>Audit agency policies and culture to ensure the environment we work in is more equitable and inclusive to a diversity of backgrounds and perspectives,<\/li><li>Provide extensive bias training to HR employees and all levels of management.<\/li><li>Extend agency outreach to a more diverse representation of colleges, universities, and art schools.<\/li><li>Expand residencies and internship programs to candidates with transferable skills who may not have taken a traditional educational path toward advertising.<\/li><li>Create, fund, and support Employee Resource Groups (ERGs) for Black employees<\/li><li>Invest in management and leadership training, as well as mentorship, sponsorship, and other career development programs for Black employees.<\/li><li>Require all leadership to be active participants in company Diversity &amp; Inclusion initiatives and tie success in those initiatives to bonus compensation.&nbsp;<\/li><li>Create a Diversity &amp; Inclusion committee made up of Black and NBPOC employees to help shape diversity &amp; inclusion policy and monitor its progress.<\/li><li>Establish a diversity review panel to stem the spread of stereotypes in creative work and ensure offensive or culturally insensitive work is never published.<\/li><li>Introduce a wage equity plan to ensure that Black women, Black men and people of color are being compensated fairly.<\/li><\/ol>\n\n\n\n<p>This call for action garnered various responses from agencies\u2014for the most part, they\u2019ve been positive. Many <a href=\"https:\/\/digiday.com\/marketing\/long-road-ahead-heres-a-look-at-the-agency-diversity-data-released-so-far\/\">responded<\/a> by releasing <a href=\"https:\/\/www.instagram.com\/p\/CBlSDt9lZOB\/\">their diversity data<\/a> and making specific and time-bound <a href=\"https:\/\/medium.com\/nostos-network\/we-committochange-9a1ca2d5a168\">commitments to change<\/a>\u2014others, like <a href=\"https:\/\/www.omnicomgroup.com\/\">Omnicom<\/a>, have yet to respond at all. In an <a href=\"https:\/\/www.youtube.com\/watch?v=OtBFHZqGvys\">interview with Ad Age<\/a>, Young explained that the power of these 12 steps lies in the specific and comprehensive scope. \u201cSpecificity is incredibly important,\u201d said Young. \u201cand the other thing I would say is important is transparency. You cannot change what you cannot measure.\u201d Measurable goals, he said, are \u201cwhat diversity, equity and inclusion has been missing in this industry the entire time.\u201d<\/p>\n\n\n\n<p>Since formalizing the nonprofit structure and status of 600 &amp; Rising, Young has stepped down from his role as president after directing mean spirited, divisive comments towards Warren\u2019s organization Ad Color. While Young is no longer a part of 600 &amp; Rising, the organization still has the same mission, and plans <a href=\"https:\/\/upmybrand.in\/nathan-young-steps-down-as-president-of-600-rising-adweek\/\">to work together with AdColor<\/a> and other advocacy groups to change the industry.&nbsp;<\/p>\n\n\n\n<h3>How to talk about whiteness<\/h3>\n\n\n\n<p>As Anoushka Khandwala <a href=\"https:\/\/eyeondesign.aiga.org\/cutting-through-the-bullshit-heres-what-it-really-means-to-diversify-your-workplace\/\">writes in Eye on Design<\/a>, workplaces can do a better job of appreciating the multicultural and multiethnic experiences of their employees by taking an intersectional and transparent approach to hiring\u2014and then, by creating a culture of solidarity. Research has shown that any group that has fewer than <a href=\"https:\/\/www.fastcompany.com\/90516384\/research-shows-us-workplaces-need-this-level-of-diversity-to-prevent-tokenism?\">15% of representation can be tokenized<\/a>. Tokenization puts undue stress on individuals\u2014it can lead to serious medical and mental health issues. One way of mitigating feelings of tokenization is to provide avenues of support\u2014mentorship programs, task forces, clubs\u2014and another is to encourage cross-racial conversation.&nbsp;<\/p>\n\n\n\n<div style='position: relative;width: auto;padding: 0 0 73.86%;height: 0;top: 0;left: 0;bottom: 0;right: 0;margin: 0;border: 0 none' id=\"experience-5ff883352c67f\" data-aspectRatio=\"1.35382956\"><iframe allowfullscreen src='\/\/view.ceros.com\/ceros-marketing\/test-pull-quote-2-2-2-1-1-2-1-1-1-1-1-2-1-1-1-1-1-3-2-1-1-1-2-2-2-3-1-1-2-1-1?heightOverride=927' style='position: absolute;top: 0;left: 0;bottom: 0;right: 0;margin: 0;padding: 0;border: 0 none;height: 1px;width: 1px;min-height: 100%;min-width: 100%' frameborder='0' class='ceros-experience' title='Design Education PQ2' scrolling='no'><\/iframe><\/div><script type=\"text\/javascript\" src=\"\/\/view.ceros.com\/scroll-proxy.min.js\" data-ceros-origin-domains=\"view.ceros.com\"><\/script>\n\n\n\n<p>When it comes to creating diverse and inclusive environments, ultimately, the thing that needs to change is whiteness, and the ways in which whiteness gets talked about. In order for DEI efforts to work, white leaders need to be involved and acknowledge their own implicit biases, which are at the root of so many unquestioned preferences about design and work.&nbsp;<\/p>\n\n\n\n<p>Nimra Haroon, a former employee of GMMB, told Ad Age that when she was a member of the DEI team at the agency, she never saw a white partner or leader at the company participate. \u201cThe issue with that is putting the burden on people of color,\u201d she explained. \u201cWhile they need to be part of the conversations, they shouldn\u2019t be bearing the brunt of them. We need white allies in these spaces.\u201d Khandwala recommends that if your organization is having trouble making spaces where people can talk about whiteness, consider hiring a D&amp;I consultant to encourage honest and vulnerable conversations.&nbsp;<\/p>\n\n\n\n<p>Or, take the approach of Della Matthew, an executive creative director at Ogilvy, who embraces challenging, personal, authentic conversations as part of the foundation of <a href=\"https:\/\/www.gsb.stanford.edu\/insights\/diverse-backgrounds-personalities-can-strengthen-groups\">creating camaraderie in a diverse team<\/a>. \u201cI have a weekly meeting with my team,\u201d she said in a panel organized by<a href=\"https:\/\/www.3percentmovement.com\/article\/black-and-brown-female-creative-leaders-talk-growth-and-retention-adia-betts\"> The 3% Movement<\/a>, \u201cwhere I really encourage them to tell me things that I don\u2019t want to hear. \u2018Tell me something that might upset you about what I\u2019m doing, that somebody around you\u2019s doing.\u2019 We really try to work in a way that is really solution oriented, so that all of us have each other\u2019s backs.\u201d&nbsp;<\/p>\n\n\n\n<p>As Matthew explains, the benefits of having those hard conversations around diversity can really show. \u201cAt the end of the day, it\u2019s a fun career and it\u2019s important to care about each other,\u201d she said. \u201cAnd I think that then ends up in the work.\u201d&nbsp;<\/p>\n\n\n\n<p><\/p>\n\n\n\n<div style='position: relative;width: auto;padding: 0 0 62.16%;height: 0;top: 0;left: 0;bottom: 0;right: 0;margin: 0;border: 0 none' id=\"experience-5f2c7bc26c2c1\" data-aspectRatio=\"1.60869565\" data-mobile-aspectRatio=\"0.97560976\"><iframe allowfullscreen src='\/\/view.ceros.com\/ceros-marketing\/get-industry-report?heightOverride=460' style='position: absolute;top: 0;left: 0;bottom: 0;right: 0;margin: 0;padding: 0;border: 0 none;height: 1px;width: 1px;min-height: 100%;min-width: 100%' frameborder='0' class='ceros-experience' title='Industry Report' scrolling='no'><\/iframe><\/div><script type=\"text\/javascript\" src=\"\/\/view.ceros.com\/scroll-proxy.min.js\" data-ceros-origin-domains=\"view.ceros.com\"><\/script>\n<!-- AddThis Advanced Settings generic via filter on the_content --><!-- AddThis Share Buttons generic via filter on the_content -->","protected":false},"excerpt":{"rendered":"<div class=\"myclass\">The design industry is lacking in diversity. We explore why some current initiatives are failing, and we turn to BIPOC creatives to see what can be done.<\/div>\n<p><!-- AddThis Advanced Settings generic via filter on get_the_excerpt --><!-- AddThis Share Buttons generic via filter on get_the_excerpt --><\/p>\n","protected":false},"author":99,"featured_media":8407,"comment_status":"open","ping_status":"open","sticky":true,"template":"","format":"standard","meta":[],"categories":[],"tags":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v15.3 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Diversity in Design: The Fight for Workplace Inclusion - Ceros Inspire<\/title>\n<meta name=\"description\" content=\"The design industry is lacking in diversity. 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We explore why some current initiatives are failing, and we turn to BIPOC creatives to see what can be done.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.ceros.com\/inspire\/originals\/diversity-in-design-workplace\/\" \/>\n<meta property=\"og:site_name\" content=\"Ceros Inspire\" \/>\n<meta property=\"article:published_time\" content=\"2020-09-01T21:22:19+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2022-02-02T21:20:30+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.ceros.com\/inspire\/wp-content\/uploads\/sites\/5\/2020\/08\/Inspire-WP-Feature-Slot-960x557-1.png\" \/>\n\t<meta property=\"og:image:width\" content=\"960\" \/>\n\t<meta property=\"og:image:height\" content=\"557\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\">\n\t<meta name=\"twitter:data1\" content=\"Eliza Martin\">\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\">\n\t<meta name=\"twitter:data2\" content=\"9 minutes\">\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"WebSite\",\"@id\":\"https:\/\/www.ceros.com\/inspire\/#website\",\"url\":\"https:\/\/www.ceros.com\/inspire\/\",\"name\":\"Ceros Inspire\",\"description\":\"Just another Ceros Sites site\",\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":\"https:\/\/www.ceros.com\/inspire\/?s={search_term_string}\",\"query-input\":\"required name=search_term_string\"}],\"inLanguage\":\"en-GB\"},{\"@type\":\"ImageObject\",\"@id\":\"https:\/\/www.ceros.com\/inspire\/originals\/diversity-in-design-workplace\/#primaryimage\",\"inLanguage\":\"en-GB\",\"url\":\"https:\/\/www.ceros.com\/inspire\/wp-content\/uploads\/sites\/5\/2020\/08\/Inspire-WP-Feature-Slot-960x557-1.png\",\"width\":960,\"height\":557},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/www.ceros.com\/inspire\/originals\/diversity-in-design-workplace\/#webpage\",\"url\":\"https:\/\/www.ceros.com\/inspire\/originals\/diversity-in-design-workplace\/\",\"name\":\"Diversity in Design: The Fight for Workplace Inclusion - Ceros Inspire\",\"isPartOf\":{\"@id\":\"https:\/\/www.ceros.com\/inspire\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/www.ceros.com\/inspire\/originals\/diversity-in-design-workplace\/#primaryimage\"},\"datePublished\":\"2020-09-01T21:22:19+00:00\",\"dateModified\":\"2022-02-02T21:20:30+00:00\",\"author\":{\"@id\":\"https:\/\/www.ceros.com\/inspire\/#\/schema\/person\/d4816d142f11de0931d050a980e2d76b\"},\"description\":\"The design industry is lacking in diversity. 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