Inclusive Design Framework: EDI in the Workplace Actions and Implementations

Equity, Diversity and Inclusion (EDI) is widely accepted as an approach across businesses. Within design, this manifests both on an organisational level, in the policies, practices and culture of the organisation and design teams, as well as on a design output level, in the inclusive design values, methods and products the team designs. Inclusive Design, “design that considers the full range of human diversity with respect to ability, language, culture, gender, age and other forms of human difference”(Inclusive Design Research Centre, no date), widens audience and customer bases by creating products that are suitable for a wider range of people. “Diverse firms and product teams have repeatedly been shown to make better decisions, come up with more competitive products, and better understand potential customers. Racial and gender diversity are linked to increased sales revenue, more customers, and greater relative profits” (Wachter-Boettcher, S., 2017. It is widely acknowledged (Wachter-Boettcher, 2017; Costanza-Chock, 2020; Noel and Paiva, 2021) that a workforce that reflects the makeup of the general population will be able to better design for a wider range of people, as opposed to reinforcing current inequalities.

• https://ualresearchonline.arts.ac.uk/id/...
• https://ualresearchonline.arts.ac.uk/id/...