ABSTRACT

Workplace diversity and inclusion are recognised as integral to the internal and public-facing success of organizations. The games industry worldwide has been notably slow to embrace reforms to bring diverse work cultures into practice. Not only does the industry rank very low in the diversity of its corporate profile but a series of high-profile controversies have underscored major problems with attaining and retaining individual staff and achieving overall corporate diversity. In recent years, a number of games media outlets, organizations and game companies have sought to ameliorate internal social and cultural problems by attempting to facilitate cultural change in the games sector. This paper presents a retrospective analysis of one such response. At the centre of our analysis are the efforts of a leading global game company to tackle issues of diversity in their organization. To assist them, we as an academic research team, deployed a series of workshops using participatory ethnographic methodology involving co-design approaches as feminist praxis. Through their experiences and participant observational data, this paper discusses the challenges and subjectivities in feminist design and praxis that those implementations presented for us, as well as outlining possibilities for future applications.

摘要

工作场所的多样性和包容性被认为是组织内部和面向公众成功的组成部分。全球游戏行业在接受改革以将不同的工作文化付诸实践方面进展缓慢。该行业不仅在其公司形象的多样性方面排名很低，而且一系列备受瞩目的争议凸显了在获得和留住个人员工以及实现整体公司多样性方面存在的主要问题。近年来，许多游戏媒体、组织和游戏公司试图通过促进游戏行业的文化变革来改善内部的社会和文化问题。本文对其中一种反应进行了回顾性分析。我们分析的核心是一家领先的全球游戏公司为解决其组织中的多样性问题所做的努力。为了帮助他们，我们作为一个学术研究团队，部署了一系列使用参与式人种学方法的研讨会，其中包括作为女权主义实践的共同设计方法。通过他们的经验和参与者的观察数据，本文讨论了这些实施为我们呈现的女权主义设计和实践中的挑战和主观性，并概述了未来应用的可能性。