INCLUSIVE DESIGN TERMS
What is inclusive design?
Inclusive design describes a process that welcomes diverse market segments to engage authentically with your organization.
This is done through, first and foremost, talking to, learning from, and co-designing with a broad range of people. It is the prioritization of a way of designing experiences so that all the diverse individuals who make up your market can be delighted when using your product or service.
The outcomes of following an inclusive design process include reaching more of your current market, opening up new markets, and reducing the risk of alienating potential markets and users.
Continue reading for definitions of commonly used inclusive design terms.
Belonging is a feeling or experience of feeling welcomed and embraced by a person, group, organization, or within a space. At its core, belonging is about feeling comfortable in being true to yourself and sharing your true self with the people around you, as well as being able to fully participate in something, whether it’s an affinity group, the use of a service, or being an employee at an organization.
Related:Diversity and inclusion
Disenfranchised is a term used to describe a group of people who have had power taken away from them, or who lack certain inherent privileges or power that other groups have.
Disenfranchised was originally used to describe groups that were not given or were stripped of the right to vote, but has since expanded in definition to include any circumstance where a group of people loses power and has their rights violated.
Related:Systemic racism Marginalized Privilege
Diversity is the representation of individuals who identify with a wide range of intersectional identities, including ethnicity, religion, race, sexual orientation, gender identity, age, physical and cognitive abilities, and socioeconomic status.
Diversity and inclusion
Also known as: diversity, equity, inclusion (DEI), D&I, diversity strategy
The umbrella of terms included under DEI involves programs, processes, and theories for strategies and methods of making organizations, spaces, and groups more inclusive and welcoming to all.
At an organizational level, this means building structures for hiring and retaining diverse teams, and creating more inclusive ways of working, where more diverse voices are heard and embraced. This can take a variety of forms, from creating internal task-force groups, to process changes for working and meeting with colleagues, to the language used in corporate communications, and much, much more.
From there, these structures can lead to the creation of more inclusive products and services if paired with an inclusive design process, to welcome a wider spectrum of both employees and customers to engage with and feel welcomed by your organization.
Related:Privilege Unconscious bias Belonging Inclusive Equity Diversity
The term edge case is used to describe an atypical or less commonly encountered use case or user for a product or service. The traditional approach implies that the edge cases are more difficult to solve and serve fewer people and therefore are to be avoided. The long-held belief is that organizations can serve most of their addressable market without solving these tougher challenges.
As a result of this traditional approach, edge cases would often not be accommodated by a product or service, making it more difficult or even unusable in these cases.
For example, for a website, an edge case could be considered someone who would exclusively view the site in high contrast mode due to an uncommon vision impairment. However, this kind of consideration would be a common benefit for many users, not just those with a particular kind of vision impairment. Dismissing such a benefit because it may impact only a small percentage of users would be a detriment to the overall product and could require a significant effort to accommodate in the future.
As such, we know now that solving for the more difficult use cases first—particular when they lead to more ways to access content and engage with an organization—leads to much richer products or services that ultimately require less time and resources to capture market share.
Related:Product strategy Service design Web accessibility Universal design Usability Inclusive
When all people are equal in their rights, freedoms, and accommodations when accessing spaces and using products or services.
Inclusive Design Research Centre (IDRC)
The Inclusive Design Research Centre, or IDRC, is a research organization based out of OCAD University in Toronto. Their work includes innovative research into accessibility, accessibility tools, inclusive design, and evolving and establishing inclusive design processes.
Founded by Jutta Treviranus (a professor at OCAD University) as the Adaptive Technology Resource Centre, IDRC has evolved to focus on inclusive design and a more holistic focus on inclusion in products, services, and spaces.
IDRC’s work spans user research, visual design, development, and user testing, for both new internal innovations and external partners, with a group of employees, volunteers, and advocates that come together to research and design inclusively. All are welcome to participate in this work through the Fluid Project Wiki.
Inclusive maturity considers the three levels of maturity organizations typically go through in developing more inclusive workplaces, products, and services.
Level 1: Recruit a diverse team
Level 2: Establish a welcoming corporate culture
Level 3: Design inclusive products and services
By implementing inclusive practices within your organization, from recruiting to workplace culture to inclusive design practices, your organization will be prepared to serve more diverse markets more effectively.
Understanding your organization’s inclusive maturity at each level is the knowledge you need to uncover the gaps, opportunities, and priorities that will help you connect and capture the full scale of the market you serve. This knowledge sets you up for being more capable and intentional with your diversity, equity, and inclusion (DEI) strategy.
Related:Intersectionality Diversity and inclusion Inclusive
Inclusivity means welcoming diverse market segments to engage authentically with your organization. An inclusive experience welcomes users through its language, design, and engagement. This is achieved through a deliberate and proactive inclusive design process to not only design for, but to design with, diverse users.
Also know as: inclusion, inclusivity, inclusiveness
Related:Diversity and inclusion Equity Diversity
Intersectionality is a way of describing and understanding how different identities that an individual might have (e.g. gender, race, sexuality, class and so on) combine to create different experiences when navigating the world.
Rather than looking at people through the lens of a singular identity (e.g. identifying as a woman), intersectionality looks at all the identities a person has, as well as more fluid factors like circumstances and ability. The combination of these considerations affects how a person engages with a product or service, interacts with people, and perceives the world.
Since it is a more holistic way of viewing people, intersectionality forms the backbone of inclusive design and diversity, inclusion, and equity (DEI) work.
Related:Product strategy Service design Diversity and inclusion Belonging Inclusive Diversity
Marginalized is a term used to describe a group of people or an identity that has lost power in society, and are often restricted from access and involvement in the dominant society’s economic and political structures.
Marginalized groups face discrimination from the majority group. You can typically recognized racial and cultural groups as marginalized, including LGBTQ+ people, people with disabilities, people living in poverty, and many others.
Related:Systemic racism Disenfranchised Intersectionality Privilege
Neurodivergent, sometimes also described as neurodiverse, is a term for people who think, perceive, or express themselves in ways that would traditionally be seen as atypical.
These characteristics can involve social, attention, mood, and other factors that differ from neurotypical behaviours. This term is used to recognize the differences that may be present in thinking and learning and was created to identify these differences as not abnormal, just different.
Examples may include perceptions of and reactions to sound, light, crowds, or other stimuli.
Related:Web accessibility Intersectionality Diversity
Privilege is when a group or individual has advantages afforded to them by society or groups because of possessing unchangeable or identity-rooted traits, like race, gender, sexual orientation, or socio-economic status.
Some examples of advantages that can stem from privileges for certain groups include: more access to education, fewer barriers to unemployment, or being less likely to be targeted by police or government authorities.
Related:Disenfranchised Unconscious bias Diversity and inclusion
Systemic is a term used to describe something that affects something overall (a system), rather than in just one small area.
Systemic racism describes racism that isn’t about one individual or group’s racist actions, but instead describes racism that is embedded into society’s systems and structures. The way these systems are fundamentally set up harms racial minorities and marginalized communities, even without taking into account the actions of racist individuals within the system.
For example, systemic racism is a structural issue in public institutions like policing and the legal system, and in political and government institutions, as well as the advertising, design, and technology industries.
Systemic racism is present in systems all over the world, and it takes conscious, intentional, anti-racist work by governments, societies, businesses, and other organizations to dismantle these unjust systems.
Related:Intersectionality Privilege Unconscious bias
Unconscious bias is when a person makes actions or assumptions about individuals based on ingrained beliefs or stereotypes, without realizing the influence of these usually systemic beliefs on their thoughts and decisions.
We all have some level of unconscious bias, based on our upbringing, the media we are exposed to, and many other factors. It requires effort and work to undo and unpack these biases through diversity and inclusion work, listening to other people’s lived experiences, and building empathy for people who have different perspectives, backgrounds, and experiences.
Related:Diversity and inclusion
Universal design is a method of designing environments, services, and products to be usable by the highest number of people in a given population. Univeral design has its origins in architecture and industrial design but has recently expanded to include digital products and services.
The Ronald Mace working group developed a standard set of seven principles of universal design in the 1990s, from which all universal design processes originate from. Some universal design principles include flexible use, simple use, and tolerances for error. When using this design philosophy, designers create a single solution designed to reach the most people, with the goal of not needing to develop additional solutions for people with different needs.
Related:Product strategy Service design Inclusive
User interviews are a research tactic where researchers or designers talk to a user and ask them questions to gain insights needed for the design process. User interviews are typically used in the earlier stages of the process, and form the foundation of exploratory research. These interviews can be structured, semi-structured, or free form.
User interviews can help you define a product or service concept, identify user pain points, and understand your users on a deeper level to better define design requirements.