The ‘Introduction to service design’ has run as an agile service since 2018 – 35 times so far. The training evolves every time. We share how it works and why this matters.
We found that careers events for underrepresented groups is one of the most effective ways to increase the diversity of our team. Here’s how to run one in 14 steps.
...team, of whom several were part-time, we were always on the lookout for ways to increase our capacity. We scaled up these courses by working with 15 members in our...
...community Communities are fluid and always changing based on the members that come and go. Communities exist and flourish because of community members—people get involved in communities related to their...
...meeting, it’s still of value. We’ve also ensured that we have a support structure in place for safeguarding measures. We want members to feel comfortable in their groups but to...
The GDS design team is not equitable enough. This means some people face more barriers than others in the workplace because of their characteristics or the groups they are a part of. We want to do better. In this blog post, we are sharing what we are doing to increase equity in the team.
The GDS design team aims to reflect the diversity of the society it serves. We conducted a demographics survey to see how well the design team represents the population of London before taking the next steps of improving the equity of the team.
The User-Centred Design Community runs design crit days to let designers share their work and receive feedback on early prototypes. Find out what happens on the day and how it helps, from previous attendees.
At GDS we run design training for people across government. Here’s how we’ve been using the principle of active learning to make this design training better.
...McCarthy, Louise Downe, Caroline Jarrett, Alistair Duggin, Persis Howe, Chris Heathcote and other members of the research and design community. The training has been very well received. One attendee Carlie...
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