Hello Blogger,
AIGA Atlanta is please to announce the opening of the diversity dialogue blog, Color Blind Online. The need for discussion about diversity within the design profession always continues. We want to give you creative pros an opportunity to express your thoughts about the issue.
Color Blind Online moderators will post topics, issues, questions and solutions to discuss. Even our fellow bloggers may post their experiences as well. The purpose of this blog is to foster an intelligent discussion and discourse about diversity within the design profession.
House Rules! We ask that you be polite and respectful of individuals who publish thought provoking topics, subjects or questions for discussion.
So let's get blogging!
Albert Whitley
Membership Chair / Diversity Advocate
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4 comments:
Atlanta’s COLOR BLIND Forum;
Notes from the Audience:
Diversity, Design, and Categories of People
AIGA-Atlanta’s Color Blind was a remarkable event for any number of reasons. Held at the Carter Center, in a city that wears its civil rights credentials prominently, the event set an ambitious goal: examining why the graphic design community does not ‘look like America.’ Put more plainly, African American, Latin and Hispanic designers are significantly under represented, Caucasian and Asian are over represented, compared with the racial composition of the population at large. While the profession has made progress toward gender equality–in percentages if not always in pay– additional steps are needed to achieve real equality for everyone. But how and by what means? That, roughly, is the territory Color Blind set out to cover.
The panel discussion and the subsequent Q & A covered several general topics:
• the reasons why the design profession’s numbers are not representative
• what the conditions are like for women and minorities today vs. the recent past
• why diversity is a desirable goal
• what arguments or reasons could be presented for more aggressively pursuing diversity.
Discusssion was slow in starting- AIGA had never attempted a public forum on such emotionally charged topics. Though pace might have been faster, there was nothing scripted or contrived; everyone knew instinctively that the dialogue was heartfelt and genuine.
The first topic came easily: Diversity is good for design because a richer mix of ethnicity and experience translates into a richer graphic output. There are no measures or proof of that assertion, but empirically it rang true, and nobody disputed the point.
Second, the challenge of earning credibility as a creative professional is top of mind for all categories of designers. The ‘Aha’ moment came when the panel agreed that nobody ‘gives’ you equality– every designer must earn it through high creative standards, preparation and by treating every project as though it were one’s first big break.
While it was agreed that ‘the Black Experience’ for instance, has different shading for each black designer, there did not seem to be consensus on whether designers of color saw themselves, or should see themselves as ‘representatives’ of their race. Clearly, the challenge is to keep the creative benefits conferred by ethnicity, gender, age, and at the same time avoid making assumptions that deny the individuality every creative person cherishes.
Emboldened by a audience that was listening with intense interest, the moderator went on to more difficult issues. Two of three African American speakers admitted freely that they did make a conscious effort to do business with vendors of their own color. But the practice clearly sprang from compassion for the difficulties faced by minority business owners–not racial animosity– so the issue seemed uncontroversial.
The meeting was organized the moderator posing questions, each panelist responding more or less in order, and question cards collected for a Q&A wrap-up. This was a good choice given the exploratory nature of the topic. It had a weakness, though: many people had comments that they couldn’t voice publicly, so the audience was bobbing with one-to-one exchanges– ideas that we hope will make it to the blogosphere– not be lost.
Color Blind was enlivened by panelist’s personal experiences and hilarious stories. The meeting went past its allotted time and people had to leave. Numerous topics await future discussion, including:
Neither moderator nor panel mentioned sexual orientation; that and numerous other dimensions remain for future programs, which will most certainly take place.
The issue of marketing to specific demographic categories was touched only in passing; but clearly designers need to acknowledge their complicity in the stereotyping that pervades our profession, as in ‘we know women buy x because…’ or the most henious of all ‘this design is too sophisticated for our market of [young] [old] [black] [latio] [redneck] [etc.]…’
There was a sense that–outside of a dwindling caseload of intimidation and hatred–the drive for diversity has largely moved on to subtler forms of inequality that reside within us all. Design, being essentially about ability that can be demonstrated visually, should be easier to integrate than other professions. Yet seeking the widest array of cultural and experiential assets–let alone the ability to spot good design– takes a level of commitment that still eludes many organizations. Creative professionals may have to apply their creativity to working with, through, or around the great wall of HR.
Graphic Design has always been a competitive business. Some of what feels like exclusion or discrimination to young designers is just a brutal imbalance: there is way more talent than there are places for that talent to be used to its fullest potential. That said, discrimination still lurks. The importance of proactive diversification cannot be overemphasized. This doesn’t mean picking a lesser talent in order to achieve a quota. There is a superabundance of talent. It just means recognizing the bigger payout awaiting managers and clients smart enough to build vibrant and diverse creative teams.
AIGA should mentor and welcome people of every category, especially those who defy category! We should also be careful not to give the impression of an industry that welcomes everyone with open arms. The odds in graphic design may be better than Hollywood or the NBA, but aspiring designers of color will learn what most professionals accept– that finding your first job takes persistence as well as talent.
To any chapter contemplating a diversity event, some suggestions:
1) Bring a handful of extra business cards; you are likely to make a lot of new friends.
2) Allow a half day with a break in the middle
3) Invite the people who won’t go on their own. Buy their ticket if you have to.
4) Go for it; the profession is at the tipping point, and the potential benefits are huge.
David Laufer
Founding Trustee and current Treasurer, AIGA-Atlanta
I am thankful to have been a part of this event. I wish more people could have experienced it. From the "white" side, I felt I was somewhat at a disadvantage in that I didn't feel comfortable being an active participant in the conversation. That's fine though, being an interested observer was great as the candid discussion was insightful.
It's nearly impossible to draw firm conclusions from a group of 80 or so people in a room on one night but personally, I think my biggest takeaway was realizing that our creative community is actually quite diverse now. That said, the chapter membership of AIGA Atlanta certainly does not reflect this and I'm certain there is plenty of room for it to improve through growth.
That left me conflicted. On the one hand, I was excited to learn that there are a bunch more talented folks in town that I didn't know about. On the other, I felt embarassed that I didn't know about them and worried that is a reflection of the creative community as a whole (that we're all still clinging to "like" people...for whatever reasons).
AIGA means many things to me, but at the most fundamental level its simply being more aware of and in touch with the creative community. I'm thankful that AIGA helped me to accomplish this through the event and hopeful that will continue in the future through the diversity initiative.
Congratulations on the blog!
Does constantly bringing up race, ethnicity, nationality, religion & gender help remove the idea of cultural boundaries?
I'm personally overwhelmed by media and social groups telling me that I have to look beyond my minority by having others recognize my minority. How can something be forgotten if one is reminded all the time?
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