Diversity and inclusion are fundamental to creativity and innovation in the creative industry. However, systemic barriers continue to limit Black creators’ representation of graphic design. At SketchDeck, we recognize that these barriers are not the responsibility of Black creatives but rather the result of inequities within hiring and workplace culture. Let’s explore these systemic issues and provide actionable strategies to build a more inclusive workforce.
Understanding Systemic Barriers to Hiring Black Designers
- Limited Access to Design Education: The underrepresentation of Black students in design programs contributes to a smaller talent pool. Only 10% of Black students pursue undergraduate design degrees, resulting in fewer Black designers entering the industry.
- Lack of Visibility and Networking Opportunities: Professional networks and mentorship are crucial for career advancement. However, Black designers often have limited access to these opportunities, making it harder for organizations to connect with Black talent.
- Unconscious Bias in Hiring Processes: Biases in resume screening, interview evaluations, and cultural fit assessments can hinder diversity efforts and exclude qualified Black candidates.
- Retention and Inclusion Challenges: Many agencies struggle with creating inclusive environments, leading to high turnover rates. Black designers often leave agencies within two years due to lacking support, professional growth, and belonging.
Building an Inclusive and Equitable Hiring Process
- Expand Recruitment Channels: Extend recruitment efforts beyond traditional channels to reach a broader talent pool. Partner with organizations like Where Are the Black Designers? (WATBD), Black Artists + Designers Guild (BADG), and Blacks Who Design. Utilize directories such as the Black Creatives Directory and Hire Black Female Creatives.
- Implement Bias Training: Provide hiring managers and recruitment teams with unconscious bias training to ensure fair and equitable hiring practices.
- Practice Blind Recruitment: Remove identifying information from candidates’ applications to reduce bias.
- Craft Inclusive Job Descriptions: Use language that reflects your commitment to diversity and eliminates biased terminology.
- Develop Internship and Mentorship Programs: Offer internships tailored to Black students and recent graduates, pairing them with mentors who can provide career guidance and networking opportunities.
- Create an Inclusive Workplace Culture: Retaining diverse talent requires an environment that supports career development, open communication, and community-building through Employee Resource Groups (ERGs).
- Measure and Improve Diversity Efforts: Track diversity metrics in hiring and retention, set clear goals, and ensure accountability.
- Support Scholarships and Financial Assistance: Investing in scholarships for Black students in graphic design helps create a sustainable talent pipeline.
SketchDeck’s Commitment to Diversity and Inclusion
At SketchDeck, we take pride in the diversity within our global team, but we recognize that there is still work to be done. Research shows that diverse companies are 35% more likely to outperform competitors (McKinsey). However, the true impact goes beyond performance—it is about building a just and equitable industry where talent from all backgrounds has the opportunity to thrive.
As companies and government institutions roll back DEI efforts in 2025, this is the time to act with intention. The business case for diversity is clear—organizations with diverse teams perform better, drive greater innovation, and build stronger connections with their audiences. But beyond that, committing to DEI is simply the right thing to do. An equitable industry ensures that opportunities, resources, and success are not gatekept but shared in ways that elevate all voices.
This is why SketchDeck remains steadfast in our commitment. In 2025, we’re launching our employer brand to reflect our evolving DEIB practices, social stance, and corporate responsibility. This includes:
- Implementing hiring and diversity best practices by Q1 2025.
- Ensuring that at least 30% of first-round interviewees are from underrepresented racial and ethnic groups.
- Continue to collect data during our application and hiring processes. We are updating our Equal Employment Opportunity (EEO) survey to a customized format, as we find the standard EEO categories outdated.
Our goal is not just to meet hiring targets but to create a stronger, more inclusive SketchDeck for everyone.
