Across the design industry, conversations around diversity, equity, and inclusion (DEI) are no longer on the sidelines. From boutique studios to global firms, leaders are being asked to reflect on how their teams are built, whose voices are present, and whether their practices support long-term inclusion.
The Shifting Design Landscape
This has brought new attention to two areas that directly shape the profession’s future: diversity in interior design and inclusive design hiring. Rather than mere ideals, these have become practical, people-focused strategies that influence how firms grow and projects take shape.
As design leaders, you can move from awareness to action.
This article explores how to build a more diverse team, starting with recruitment practices that drive real change.
What Does Diversity Mean in Interior Design?
Diversity in interior design refers to representing individuals from varied racial, gender, socioeconomic, cultural, and ability backgrounds within design teams and leadership roles. It’s about bringing together different experiences and perspectives to shape environments serving a broader range of people.
Despite growing awareness, the profession continues to reflect longstanding disparities. According to the International Interior Design Association (IIDA), women comprise nearly 70% of the interior design workforce, yet only 25% hold leadership positions. Black professionals account for just 2% of newly licensed architects.
Moreover, many designers from underrepresented communities face limited access to design education, mentorship, and visibility. These gaps continue to influence who gets hired, who advances, and whose voice is heard at the table.
Why Inclusive Design Hiring Is More Than a Buzzword
Inclusive interior design hiring is a proactive approach to recruitment that expands access and supports equity across every stage of the hiring process. It starts with intention: how job descriptions are written, how interviews are structured, and how decisions are made. When these practices are aligned, firms are more likely to build teams that reflect broader backgrounds and lived experiences.
Without this intention, hiring tends to reinforce cultural homogeneity. Unfortunately, teams that lack diversity are more likely to fall into conformity bias, where ideas go unchallenged and innovation is limited.
A narrow set of perspectives can lead to missed insights about how spaces will function for different users. Firms may also unintentionally overlook cultural, sensory, or accessibility needs, resulting in disconnected solutions.
There are broader risks, too. Lack of representation can affect a firm’s reputation, especially as clients and collaborators prioritize inclusive values. Regulatory issues may also arise if accessibility or compliance standards are not addressed early in the design process.
Through inclusive hiring, you can build teams that are better equipped to respond to the complexity of modern design. It leads to more thoughtful processes, relevant outcomes, and work that reflects the people it serves.
The Importance of Hiring a Diverse Team of Designers
Building a diverse team impacts more than who’s at the table. It changes how work is approached and delivered.
Inclusive hiring brings lasting benefits across key areas of practice:
- Greater Creativity and Innovation: A wider range of perspectives brings new ideas and more flexible approaches to problem-solving.
- Preventing Design-Blindness: Inclusive teams are more likely to identify gaps in cultural relevance, accessibility, and usability before they reach clients.
- Better Responsiveness to Client Needs: Teams with broader insight can more accurately respond to different project goals and user groups.
- Authentic Representation in Design Decisions: Design work becomes more aesthetically, functionally, and culturally reflective of the people it serves.
- Business and Ethical Benefits: Committing to inclusion strengthens reputation and improves retention, positioning firms for long-term growth.
Barriers to Inclusive Hiring in the Design Industry
Creating space for diverse voices in design requires more than good intentions. It’s also important to examine what’s standing in the way.
The following barriers aren’t always obvious, but they’re deeply felt across education, recruitment, and firm culture:
- Unconscious Bias in Recruitment and Promotion: Bias doesn’t always look obvious. It can surface in how portfolios are reviewed or which credentials are considered most valuable. Over time, these patterns limit access to opportunities for candidates from underrepresented backgrounds.
- Lack of Diversity in Educational Pipelines: Many students never consider a career in design simply because they aren’t exposed to it early enough. Cost, lack of representation, and limited outreach leave many without a path into the profession.
- Systemic Obstacles in Design Firm Culture: Without support systems, even those who enter the field may find advancement difficult. A lack of mentorship, unclear promotion paths, or exclusive workplace dynamics can create environments where inclusion doesn’t take hold.
How Design Leaders Can Drive Change
As you begin to hire with inclusion in mind, remember that you can drive change through small, consistent actions that add up over time. These practices can help build more representative teams and reshape firm culture in meaningful ways:
Write Inclusive Job Descriptions
Avoid language that reinforces bias or limits who applies. Focus on skills and outcomes rather than pedigree or years of experience. Be explicit about your firm’s values and openness to different backgrounds.
Build Diverse Interview Panels
When interviews include people with varied perspectives, candidates are more likely to feel seen and respected. This also reduces bias in decision-making and creates a more balanced evaluation process.
Launch Internship and Mentoring Programs for Marginalized Groups
Paid internships and mentorship can remove barriers to entry and create long-term access. Focus outreach on underrepresented schools, organizations, and student groups.
Promote Accountability and Metrics
Track hiring data, review advancement patterns, and share goals internally. Clear benchmarks and regular check-ins keep inclusion from becoming an abstract idea.
Examples of Inclusive Design Leadership in Action
Across the industry, some firms have taken clear steps to reimagine how teams are built and how the profession can evolve.
Moody Nolan
Moody Nolan, headquartered in Columbus, is the largest Black-owned architecture firm in the United States. Their leadership team has prioritized representation across all levels of the firm.
Internally, this includes focused efforts around recruitment, advancement, and leadership development. Externally, they’ve launched initiatives like the Legacy House Project, which provides mortgage-free homes to families in underserved communities. Together, these efforts reflect a culture where inclusion is integrated into practice and purpose.
Perkins & Will
Perkins & Will operates studios throughout North America and globally, with a firm-wide focus on equity and access. Their Diversity Council supports hiring practices, mentoring programs and ongoing education within the organization.
In parallel, the firm maintains partnerships with design schools and community organizations to expand the pipeline of future designers. This layered approach helps build a more representative team while opening doors to the next generation of talent.
The Role of Recruitment Partners Like Interior Talent
Knowing how to hire more inclusively can raise important questions: Where do you begin? How can you reach the right candidates? What changes do you need to make to make the most impact?
The good news is that you don’t have to figure out the answers alone. Recruitment specialists can provide the structure and insight you need to take confident steps forward.
Interior Talent has supported firms in the architecture and design industry since 2003. Our team brings a deep understanding of the industry and a people-first approach to every search. We work closely with clients to help build teams that reflect design excellence and inclusive values.
Our services include:
- Industry-specific engaged and executive search
- Inclusive job description consultation
- Outreach to diverse candidate communities
- Contract and project-based hiring support
- Strategic advice on hiring processes and market shifts
A More Inclusive Future by Design
How you build your team has a lasting impact on the future of design. Inclusive hiring invites a broader range of perspectives into your practice and creates work that feels relevant to the communities it serves. When you open doors to historically overlooked talent, you strengthen both your projects and your culture.
Change does not happen all at once, but each step matters. Reviewing how roles are described, reaching out to broader networks, and supporting growth within your team all move the industry toward a more inclusive direction.
Interior Talent is here to guide that process. Schedule a consultation to begin shaping a team that reflects the future of design.