Why I Left Research

Key Insights

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  Early mentorship and a supportive diverse team were critical to Dr. Norman's initial success in UX research.

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  Large tech companies often have majority white, male teams with little diversity recruitment or clear career paths for researchers of color.

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  Microaggressions and assumptions about leadership roles can undermine the authority of Black women in UX research.

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  Pay inequity persists even when Black women researchers deliver more work and leadership than their white counterparts.

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  Startups may posturing about diversity but often replicate exclusionary cultures with favoritism and poor management.

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  UX researchers of color frequently take on extra DEI and recruiting responsibilities beyond their official roles.

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  Being authentic in the workplace is exhausting when constantly navigating where vulnerability is safe.

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  There is a critical lack of data and conversation about the demographic makeup of UX research teams.

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  Effective change requires systemic action: consistent bias training, managerial support, diverse recruiting platforms, and accountability tied to reviews and bonuses.

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  Embedding DEI into education, onboarding, and continuous team evaluation prepares organizations to be genuinely inclusive.

Notable Quotes