Hiring Black Designers and Creatives (Part 2)
In Part 1 of this series, we explored paths to intentionally finding and hiring Black designers. Part 2 focuses on where and how to show up in the community.
Hiring Black designers is not simply about finding candidates. It is about listening, learning and respecting people, partnering with communities that already exist, and widening the circles where opportunity flows. The resources below highlight strategies, communities, networks, play-books, and starting points that can help you diversify your talent pipelines with more depth and intention.
Get your job found by Black designers
Bonus: same improvements naturally help other great candidates discover your job as well.
1 Start with job language that widens the funnel
Use plain, specific, non-coded language - avoid hyped or vague terms that look like a narrow culture fit.
Separate “must-haves” from “nice-to-haves.” Over-stacked requirements disproportionately deter applicants from underrepresented groups. Make the minimum truly minimum; everything else goes into “bonus.”
Replace “years of experience” with “level of capability” to avoid screening out non-linear careers.
Say what support looks like. Black designers often look for signals of psychological safety and growth.
Add a short “impact & values” paragraph that’s real and not performative so that candidates know what you believe in and how you’re being inclusive.
2 Make portfolios and pathways legible, not mysterious
Tell candidates what “good” looks like which helps candidates who weren’t socialized into design-industry norms.
Spell out what a good portfolio includes: “2–3 projects showing your process, decisions, and outcomes. Rough work welcome.”
Describe success in the role: “In 90 days, you’ll be prototyping weekly and running a user-research session.”
Explain how you evaluate: “We focus on problem-solving, not polish. Context matters more than pedigree.”
State what you don’t require: “No design degree or big-tech experience needed.”
Offer structure: Provide a simple case-study template or outline.
Name valued behaviors: “Ask questions, share early, explain your tradeoffs.”
Clarify what’s less important: “We care more about your thinking than perfect mockups.”
Describe your process and timeline which reduces anxiety and the need for inside knowledge to navigate the process.
If you’re a candidate reading this, it’s worth checking out these related videos where we explore How to hire designers and record a live recruitment call.
Offer multiple ways to show skill including community work, pro-bono and voluntary work and strong concepts.
3 Share your job where Black designers already show up - see our comprehensive list below.
But don’t just crosspost. Use the tips above to tailor your job post and ask a Black member of your team to sanity check it first.
Make your brand familiar in those spaces before posting your job.
4 Use outreach that’s warm, specific, and respectful
Lead with the work, not the company flex. Be specific about why their portfolio fits. Avoid copy-paste “spray and pray” notes: these read as extraction.
Track who gets asked for referrals. Referral systems can replicate homogenous networks unless you intentionally widen who participates.
5 De-bias selection so discoverability converts into hires
Agree on criteria before reviewing candidates, and score independently. This reduces “gut feel” drift that can disadvantage Black candidates.
Same core questions for each candidate + rubrics. “Ad-hoc great chat” interviews are where bias hides.
Pay attention to “culture add,” not “culture fit.” Fit is often code for sameness. Add is about what new perspective improves the team and the product.
6 Signal belonging in the listing and on your careers page
Representation should be authentic, not stock. If candidates don’t see Black designers in your imagery, testimonials, or leadership pages, they’ll assume they’ll be the “only one.”
7 Measure discoverability like a product funnel
Track by pipeline stage and source.
Audit your results: Which communities produced strong candidates? Where did applicants drop out? What feedback did candidates give? And act on your findings to iterate your JDs, outreach and hiring practices.
Tiny checklist you can use for every role
JD uses plain language, no coded/bro terms.
Must-have vs. nice-to-have separated.
Capability-based requirements, not years.
Portfolio expectations described.
Process + timeline included.
Pay band + flexibility stated.
Posted in 3+ Black-led design communities.
Structured scorecards ready before review.
Funnel metrics tracked by source.
Read on for the places to find great Black designers and get your brand known in the right places.
Community
Black Designers Ignite (US)
https://blackignite.wordpress.com/
Black Designers of Seattle
https://www.facebook.com/groups/2191351954514769/
Black Designers United
https://www.facebook.com/groups/BlackDesignersUnited/
Black Girl Fest (UK and Global) -For Black and non-binary business women
https://www.blackgirlfest.com/
Black Girl Gamers (Global)
https://www.theblackgirlgamers.com
Black Women in Product Design
https://www.facebook.com/groups/1952786554937862/
BYP Network (Global)
https://www.byp.network/
Three’s A Crowd (US)
Creative collective for underrepresented founders and makers
https://www.threesacrowd.black/
UX South Africa
Not exclusively Black, but relevant for African design talent
https://uxsouthafrica.com
The African Tech Roundup
Podcast and network amplifying African innovation and talent
https://www.africantechroundup.com
Books and reading lists
The Black Experience in Design
https://blackexperienceindesign.com
Design Books by Womxn and People of Color, curated by Yuan https://www.linkedin.com/in/theyuanstudio/
https://yuanstudio.notion.site/Design-Books-by-Womxn-People-of-Color-efaffa5233cc44a8b3bebb2d0a2b038f
African Design Centre Reading List - Architecture and design books shaped by African context
https://www.africandesigncentre.org
Searches to carry out
HBCUs, Historically Black Colleges and Universities (US)
African American fraternities and sororities
African universities with design, tech, art, and HCI programs
African American, Afro Caribbean, Black British, Black European, Afro Latinx or diaspora organizations
African languages and cultural groups (for more nuanced Boolean sourcing)
Employee Resource Groups such as Black@ or Afro@
Black cultural festivals with creator communities, such as AfroTech, Afro Nation, Design Indaba, or Black Web Fest
Additional sourcing tips for deeper pipelines:
Search for creative conferences with recorded talks by Black designers. Then look up the speakers' professional networks.
Follow panels and partner organizations during Black History Month or UK Black History Month. The hosting groups often link to more communities.
Look for local meetups connected to film, gaming, VR, motion design, or creative coding. Many have strong Black creative networks.
Partner with university groups focused on African diaspora studies, media studies, visual culture, or digital storytelling.
Pro tips
Definitions of ethnic groups vary by country. Policies, risks, cultural sensitivities, and personal identity all differ globally. Always follow local custom and law.
Never make assumptions about who identifies as Black based on name, appearance, or cultural cues. For example, Nigerians encompass more than 250 ethnic groups such as Yoruba or Igbo. People may identify first with their ethnic group rather than broader Western racial categories.
Germany and Switzerland do not collect data on ethnicity. In France it is prohibited.
Be transparent about salary, mission, values, and your commitments to diversity, equity, inclusion, justice, and belonging in all hiring materials.
Treat every candidate with respect, privacy, and care, especially when they voluntarily disclose identity.
Check your job descriptions for biased language and for unnecessary criteria that disproportionately screen out Black and underrepresented candidates.
If you have a design team, showcase the real work, the real culture, and real people. Authenticity builds trust.
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