Racism and inequity are products of design and we are all designers.
We design objects, experiences, environments, processes, and systems. All design decisions we make have impact on others and ourselves. Developing self-awareness of what we bring (identity, values, emotions, situatedness to power) to any person and context allows for authentic human-centered design, not “you”-centered design. Practicing this self-awareness with Equity Design (e.g. equityXdesign or Liberatory Design) can develop skills to avoid the risks of baking harmful (white dominant cultural) biases into the very thing you are trying to build so you can actualize your commitment to equity.
Redesigning White Dominant Culture (RdWDC) is an opportunity for those who hold either Positional power (the authority one wields by virtue of their position in the organization’s structure and hierarchy) or Personal power (one’s own skill and ability to influence people and events whether or not you have any formal authority) to redesign habits informed by White Dominant Culture using Equity Design practices.
Here for more details about our Redesigning White Dominant Culture Assessment and Coaching Suite.
Hi, I’m David Clifford
Here at Equity Meets Design (EMD), we’ve been refining our coaching offerings in conjunction with equity design capacity-building work, identifying the greatest barriers and levers for true individual, institutional and systemic change. David Clifford has led this work and will be leading this workshop.
The RdWDC project was created by David Clifford in 2017 as an opportunity for white men (those, he felt, were at the margins of equity work because they were the most unaware of their impact on interpersonal, institutional, and systemic oppression) to examine their life with greater curiosity and courage leveraging design with a growing equity consciousness to hack habits informed by dominant norms so they can begin to design their obsolescence as obstacles to opportunities for women and people of color. Prior to practicing with organizations across the globe, this self-assessment and ensuing coaching work was tested with over 50 adults (66% white, 52% men). It was quite clear that White Dominant Culture habits had infected all participants.
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